On of the biggest question which any learning Manager faces today is designing and customizing a training program. Often one wonders about the likely efficacy of a program for a particular role and position.
Glen Spielbauer has given some useful tips for learning officer in designing any learning activity. He feels that as the chief learning officer, you must be the driving force to push your company’s productivity to higher levels. To truly empower your organization, be proactive, not reactive
Include all your employees, not just the managers or professionals: Do not neglect the rank-and-file employees who truly determine your bottom-line success. Individual contributors are the ones who build customer relationships and put quality into your product or service.
Don’t reinvent the wheel: Make sure your training adds to the knowledge that employees already have from their college training. (This includes both two-year and four-year graduates.)
Utilize those with two-year and four-year degrees: It is essential ensure that all managers understand the advanced level of graduates of two-year community colleges and technical institutes. Graduates of two-year associate degree programs have expertise that often overlaps with four-year graduates and should be treated as professionals in their own right.
Incorporate local community colleges: Use local community colleges as an integral part of your corporate training strategy. Many community colleges provide regular and custom-designed short courses for corporate clients, sometimes even on-site. These include customer service, e-commerce, quality assurance, project management, technical writing, telecommunications and computer network technology.
Your overall agenda must be coherent and unified, not piecemeal: Include all departments and all levels and types of employees. Although specific training may be targeted for certain functions (such as marketing or manufacturing), all training objectives must be a part of a “top-down” design to be truly effective.