5 Key Elements to Getting Results from Training Email Version

5 Key Elements to Getting a Return on Training Train for Results! : 

5 Key Elements to Getting a Return on Training Train for Results! Linda Berke, President TAYLOR Performance Solutions, Inc.

Why Focus on Getting Results?: 

Why Focus on Getting Results? Human Resources and Training are not Cost Centers! Cost Center

Change the Role and the HR Image: 

Change the Role and the HR Image

Five Key Elements : 

Five Key Elements 1 . Business Results and Value 2. Manage What You Can Measure 3. Business Cost of Not Training 4. Gain Management Buy-In 5. Create Accountability for Learning

Define Business Results and Value: 

Define Business Results and Value

Align Training with Business Goals: 

Align Training with Business Goals Reduce Expenses Increase Income Efficiencies Turnover Retention Sales Productivity Performance Quality Results

Reduce Expenses Reduce New Hire Turnover: 

Reduce Expenses Reduce New Hire Turnover Identify Root Cause Lack of/poor new hire training Supervisor’s lack of skill Organization's lack of focus Poor hiring practices Weak performance management system Pay scale Lack of tolerance

Business Cost of Not Training: 

Business Cost of Not Training How much longer does it take an untrained employee to perform the same task as a trained employee? How much does this cost your organization? Training enhances employee retention. How much does it cost your organization to replace an employee?

Gain Management Buy-In: 

Gain Management Buy-In “Are my managers going through this training?” ‘Do I need to pay attention and make these changes? My manager didn’t even know what this was about.’ Worked – Senior Manager kicked off each session and ended each session. Measureable increase in quality sales activity and results. Didn’t Work – None of the managers were “allowed” to attend Customer Service Skills training. Internally motivated employees made changes…externally didn’t. Middle – Managers said they were committed but didn’t demonstrate they were committed. And, they often pulled people out of training for work emergencies.

Create Accountability for Learning: 

Create Accountability for Learning Hold employees AND managers accountable. Reflect accountability on Performance Appraisal. Require accountability statements before, during and immediately after training. Check back 30 days post training.

Contact TAYLOR Today: 

Contact TAYLOR Today www.taylorperformance.com (800) 610-8170 solutions@taylorperformance.com Linda Berke, Founder and President Thank You for Viewing Our Presentation!