hi... can any one tell me where i can find training and development case studies. Thank You Ankur Bhati
From India, Mumbai
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1From India, Mumbai
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I am mailing a case study that might be of some help to you:
SALES TRAINING AT ABC COMPANY
A few years ago, ABC Company developed a training strategy for training its global sales force. An important feature of the strategy was to create a master training plan for each year. The organization's strategic plans, objectives, and functional tactics would drive this plan. Once an initial procedure was designed, it was then evaluated and critiqued by the top management, different units, and the training council. The input from these stakeholders would be summarized and transferred into a master training plan.
The major question that was asked by the designers of the training program was, "What results do we want from salespeople after the training program is over?" The answer to this question becomes the objective of the training program.
Then the training content was designed, and videos were made. The videos took 3 to 6 months to produce. The videos contain live production plants, clients' offices, partner offices, suppliers, manufacturers' locations, and other locations.
Videos were used to train salespeople in various areas, such as:
- Market information (e.g., customer profile, market updates, computer-integrated manufacturing applications, etc.)
- Sales Process (e.g., how to deal with conflicts with customers, coaching on undesirable behavior, supplementing skills developed during live courses)
- Product information (e.g., product usage, applications, system description, product description, comparison with competitors' products, etc.)
- Policies and procedures (e.g., sales contests, incentive plans on achieving targets, annual bonuses, winners receiving the best salesperson award to motivate the sales force)
Around thousands of salespersons were getting specific video training. The salespeople were receiving training material along with the video. Sales representatives would then watch the video, follow the directions, and refer to the material if they faced any problems. When salespeople felt they had mastered the material, they would take an exam and call a toll-free number to transmit responses to the exam.
Salespeople who successfully passed an exam were factored into performance and merit reviews as well as promotional opportunities. Those who couldn't pass the exam were asked to go through the material and video again before retaking the exam. If the salesperson failed an exam again, the reporting manager was notified.
This case gives rise to a few important questions:
- In today's technological world, is video still the best way to deliver training?
- Is video the most effective way to achieve training objectives?
- What role did the cost of development, cost of delivery, and other constraints play in the selection of the video delivery system?
From India, Delhi
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SALES TRAINING AT ABC COMPANY
A few years ago, ABC Company developed a training strategy for training its global sales force. An important feature of the strategy was to create a master training plan for each year. The organization's strategic plans, objectives, and functional tactics would drive this plan. Once an initial procedure was designed, it was then evaluated and critiqued by the top management, different units, and the training council. The input from these stakeholders would be summarized and transferred into a master training plan.
The major question that was asked by the designers of the training program was, "What results do we want from salespeople after the training program is over?" The answer to this question becomes the objective of the training program.
Then the training content was designed, and videos were made. The videos took 3 to 6 months to produce. The videos contain live production plants, clients' offices, partner offices, suppliers, manufacturers' locations, and other locations.
Videos were used to train salespeople in various areas, such as:
- Market information (e.g., customer profile, market updates, computer-integrated manufacturing applications, etc.)
- Sales Process (e.g., how to deal with conflicts with customers, coaching on undesirable behavior, supplementing skills developed during live courses)
- Product information (e.g., product usage, applications, system description, product description, comparison with competitors' products, etc.)
- Policies and procedures (e.g., sales contests, incentive plans on achieving targets, annual bonuses, winners receiving the best salesperson award to motivate the sales force)
Around thousands of salespersons were getting specific video training. The salespeople were receiving training material along with the video. Sales representatives would then watch the video, follow the directions, and refer to the material if they faced any problems. When salespeople felt they had mastered the material, they would take an exam and call a toll-free number to transmit responses to the exam.
Salespeople who successfully passed an exam were factored into performance and merit reviews as well as promotional opportunities. Those who couldn't pass the exam were asked to go through the material and video again before retaking the exam. If the salesperson failed an exam again, the reporting manager was notified.
This case gives rise to a few important questions:
- In today's technological world, is video still the best way to deliver training?
- Is video the most effective way to achieve training objectives?
- What role did the cost of development, cost of delivery, and other constraints play in the selection of the video delivery system?
From India, Delhi
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