Elements of a High Leverage Training Strategy
High leverage training strategy
Figure 2 the Strategic and Development process
Business Strategy
Strategic training and development initiatives
Training and development activities
Metrics that show value of training
Business Strategy
Strategic training and development initiatives
Training and development activities
Metrics that show value of training
Source: Noe et al. ( 2010:274)
Elements of a high-level training strategy include: * Training must be aligned to business goals and strategy i.e. mission, values and goals. * Any form of training should have a compelling business reason. Training should therefore be relevant * Training should be an enabler to enhance performance of employees resulting in improved company result and performance * Training programs should be benchmarked against other training programs to determine the effectiveness, level and standard of training interventions. * The company should embark on a process of continuous learning “that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job” (Noe et al. 2010:273) * Management should identify training gaps and ensure that training is applied on-the-job * Training must be linked to specific outcomes. ‘Companies have lost money on training because it is poorly designed because it is not linked to performance problem or business strategy or because its outcomes are not properly evaluated.(Noe et al. 2010:273-274) * Importance should be place on creating learning opportunities at all levels * Establishment of a single point of access for learning by means of virtual or e-learning * Training should also enhance employee satisfaction
A high-leverage training approach enables the alignment of training interventions to business
Figure 2 the Strategic and Development process
Business Strategy
Strategic training and development initiatives
Training and development activities
Metrics that show value of training
Business Strategy
Strategic training and development initiatives
Training and development activities
Metrics that show value of training
Source: Noe et al. ( 2010:274)
Elements of a high-level training strategy include: * Training must be aligned to business goals and strategy i.e. mission, values and goals. * Any form of training should have a compelling business reason. Training should therefore be relevant * Training should be an enabler to enhance performance of employees resulting in improved company result and performance * Training programs should be benchmarked against other training programs to determine the effectiveness, level and standard of training interventions. * The company should embark on a process of continuous learning “that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job” (Noe et al. 2010:273) * Management should identify training gaps and ensure that training is applied on-the-job * Training must be linked to specific outcomes. ‘Companies have lost money on training because it is poorly designed because it is not linked to performance problem or business strategy or because its outcomes are not properly evaluated.(Noe et al. 2010:273-274) * Importance should be place on creating learning opportunities at all levels * Establishment of a single point of access for learning by means of virtual or e-learning * Training should also enhance employee satisfaction
A high-leverage training approach enables the alignment of training interventions to business