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Archive for April, 2009

Training Analytics

By Bryant Nielson, Managing Director On April 28, 2009 No Comments

Training AnalyticsIn a financial environment where training organizations are being asked more than ever to prove their worth, effective measurement is probably in the front of everyone’s minds. There are many ways to measure training, from the basic to the advanced. What are some of the analytics you can use to measure training, and more importantly, to measure its effectiveness?

On the basic level, training managers can determine how effective a particular program is by the numbers. How many people have attended a training program, whether in the classroom or online? A better measurement is to know the total number in the target population and compare the actual attendee numbers to that. Many times, an organization’s mandatory training, such as compliance-related courses, can be measured in this manner. Where the goal is 100% attendance, it’s easy to determine success. But is this measurement effective in a “bottom-line” environment? There are two ways to look at this measurement. From the training manager’s perspective, you can determine if a course was engaging and informative enough to keep people coming in. But from an overall view, is this information concrete enough to hand to senior executives? Probably not. But it’s a good start. (more…)



Learning Management System Basics (LMS)

By Bryant Nielson, Managing Director On April 21, 2009 No Comments

Learning Management SystemA Learning Management System (LMS) can provide tremendous benefits both for the training department and for the organization in general. There are numerous choices for LMS providers, as well as functionalities, so an LMS implementation project can become quite confusing. Just what are the LMS basics and how can a system help your organization?

To start with, let’s discuss what an LMS really is. In basic terms, the LMS is a system that helps you deliver and manage training in numerous formats. One of the first misconceptions about an LMS is that it is used solely for the delivery of online courses. While this is an important component, it is not the only reason to use an LMS. The LMS consists of a few separate parts. First, the management system consists of the tracking and reporting of the organization and individual learning activities. Second, the content authoring system (or LCMS) allows the training department to create and or upload its own in-house or purchased learning content and courses, and the third part is the content and courses themselves.
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Training and the New Global Economy

By Bryant Nielson, Managing Director On April 14, 2009 No Comments

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No Excuses Corporate Training

By Bryant Nielson, Managing Director On April 7, 2009 No Comments

corporate-trainingNow more than ever, your training department must become an everyday part of the overall organization. Your training area may have been reactive in the past, designing and delivering training only when it was necessary or requested. This mindset is no longer applicable, especially in today’s economic turmoil. As the leader of a training organization, you must transform training from a “sometimes” event into an integral, cultural part of the overall organization. It’s time for “no excuses training”, and there are several ways to make the transformation.

The most important part of moving to “no excuses” is to prove that you are a strategic business partner and not a reactive organizational appendage. When you are asked to show the results of a particular program, don’t report in terms of numbers trained. Conduct further analysis in order to determine how the training impacted the bottom line. Did productivity increase? Did errors decrease? Did the training create a cost savings or bring in new business? When you take this approach, you’re proving that training is part of the organization’s success. But there’s more to this style of training management. If you’re asked to create training, look at the desired final result in terms of numbers that mean something to the target audience. For example, if a new product has been rolled out, how many sales need to occur in order to make that product profitable, and how can training impact those sales? Start thinking in your audience’s terms and not training and development terms. This mindset will go a long way.
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