I REALLY NEED URGENT HELP ON THIS
Could anyone tell me what are the extraordinary ways in which companies have increased their uptake in l&d trainings? How did they brand L&D?
Please help me out with this
From India, Mumbai
Could anyone tell me what are the extraordinary ways in which companies have increased their uptake in l&d trainings? How did they brand L&D?
Please help me out with this
From India, Mumbai
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dear Pratheeksha Praveen,
I wish you had provided the context of your query. What is the nature of your industry, what is your finished product, what is your position and above all the logic behind asking this question?
You have asked about the extraordinary ways in which companies have increased their L&D spend. However, before thinking about the "extraordinary" ways, we need to understand what were the "ordinary" ways in your company.
The training department organises the training programmes depending on the training needs. The needs could be individual or organisational. However, the latter has to be given primacy over the former.
Needs, whether individual or organisational have to be fulfilled. If these are not fulfilled the organisation could suffer losses because of customer dissatisfaction, increased consumption of resources etc. Against such a backdrop, where is the question of "branding L&D department"? The branding is done for a product or a company. Branding involves intentional activities to influence the customer. In your company, what is the product and who is the customer of the L&D Department?
In a few companies, the training department organises the workshops. However, to ensure nominations, the training department has to chase the user departments. This is a totally flawed procedure. Does your company have this flawed approach?
Thanks,
Dinesh Divekar
From India, Bangalore
7786I wish you had provided the context of your query. What is the nature of your industry, what is your finished product, what is your position and above all the logic behind asking this question?
You have asked about the extraordinary ways in which companies have increased their L&D spend. However, before thinking about the "extraordinary" ways, we need to understand what were the "ordinary" ways in your company.
The training department organises the training programmes depending on the training needs. The needs could be individual or organisational. However, the latter has to be given primacy over the former.
Needs, whether individual or organisational have to be fulfilled. If these are not fulfilled the organisation could suffer losses because of customer dissatisfaction, increased consumption of resources etc. Against such a backdrop, where is the question of "branding L&D department"? The branding is done for a product or a company. Branding involves intentional activities to influence the customer. In your company, what is the product and who is the customer of the L&D Department?
In a few companies, the training department organises the workshops. However, to ensure nominations, the training department has to chase the user departments. This is a totally flawed procedure. Does your company have this flawed approach?
Thanks,
Dinesh Divekar
From India, Bangalore
Merely "branding" your training is not going to do anything. The problem is likely to be with the training itself and how it is administered.
Training is subjective. It evokes all sorts of reactions from staff, and the most common is "I am not interested". Those of us who are trainers can tell you many stories of running training programs with people in the room WHO DO NOT WANT TO BE THERE, and the resulting problems they can cause us.
Training is like away days, fun days, team building exercises and all that sort of stuff. STAFF hate them as they have no choice in the matter. I made my own choice when I was in the workforce - I was conveniently sick that day.
As my colleague Dinesh wrote above, you gave us no information, and no context for your enquiry.
You need to go back to square one and look at the training you are offering and it's relevance to to both the staff and the workplace. Now, there are some training programs which are mandatory for some industries, such as safety, fire protection, health and well being etc, etc. But a lot of other training is not necessary for all people. Training departments dream up all sorts of rubbish, mostly to justify their existence, not to fix a problem.
What is your Training Needs Analysis telling you? Are you even doing a TNA to hone in on what exactly is needed? Training is expensive, it needs to be targeted and delivered to the right people, not every person. Staff need to be part of the process. What are they asking for? What DON'T they want? Are you answering their basic question - what's in it for ME??
Secondly, take a good hard look at your training. Do you have fully qualified trainers delivering the courses? Do you have people who stand up in front of a group and just read the words on a powerpoint and bore everyone in the room stupid? Death by powerpoint is an insidious scourge on society. Is your training relevant to YOUR organisation, or do you ask in forums like this to send you powerpoints developed for other totally different organisations?
The old maxim - build it and they will come - does not apply to training.
Finally - TALK TO THE STAFF. They will give you the answers.
From Australia, Melbourne
Training is subjective. It evokes all sorts of reactions from staff, and the most common is "I am not interested". Those of us who are trainers can tell you many stories of running training programs with people in the room WHO DO NOT WANT TO BE THERE, and the resulting problems they can cause us.
Training is like away days, fun days, team building exercises and all that sort of stuff. STAFF hate them as they have no choice in the matter. I made my own choice when I was in the workforce - I was conveniently sick that day.
As my colleague Dinesh wrote above, you gave us no information, and no context for your enquiry.
You need to go back to square one and look at the training you are offering and it's relevance to to both the staff and the workplace. Now, there are some training programs which are mandatory for some industries, such as safety, fire protection, health and well being etc, etc. But a lot of other training is not necessary for all people. Training departments dream up all sorts of rubbish, mostly to justify their existence, not to fix a problem.
What is your Training Needs Analysis telling you? Are you even doing a TNA to hone in on what exactly is needed? Training is expensive, it needs to be targeted and delivered to the right people, not every person. Staff need to be part of the process. What are they asking for? What DON'T they want? Are you answering their basic question - what's in it for ME??
Secondly, take a good hard look at your training. Do you have fully qualified trainers delivering the courses? Do you have people who stand up in front of a group and just read the words on a powerpoint and bore everyone in the room stupid? Death by powerpoint is an insidious scourge on society. Is your training relevant to YOUR organisation, or do you ask in forums like this to send you powerpoints developed for other totally different organisations?
The old maxim - build it and they will come - does not apply to training.
Finally - TALK TO THE STAFF. They will give you the answers.
From Australia, Melbourne
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