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As training manager, what do you think is your key role?
Our thought is that you should be supplying solutions to
the business challenges of your management team so that
you can remain ahead of the game.
This means you need to provide training and development
programmes to management and staff that are meaningful,
hard-hitting, relevant, practical and cost-effective.
In other words, make the people they are aimed at successful!
It’s as simple as that!
So how do you make sure the rest of the business knows what
you do?
How can you raise your profile within your business?
Well, if supplying solutions to business problems is your
role, and providing participative and excellent learning
programmes is the means you use to achieve that aim, you
need to communicate it effectively so your voice is heard
loud and clear.
Training can be both personally and organisationally effective,
but only if it is part of a participative process.
The more that people in your company can participate in
this process, the more effective it will be.
To make sure everyone knows the value you offer, get them
involved at each stage of the process.
You could use:
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Stakeholder analysis
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Balanced scorecard
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Performance scorecard
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Participative training plan
With
the stakeholder analysis, you add credibility for your training
department by achieving a sense of purpose and a clarity
of aims.
You identify all departments who have an interest or ‘stake’
in the business and try to understand the key measures of
success from their business perspective
Who do you have to deliver to?
Who do you have to co-operate with?
What will happen as a result of hitting a particular need?
Answering these questions will help you decide on actions
that will support the business needs. You build credibility
by providing those actions.
Other departments will wonder how they got by without you!
Have you used a Business Scorecard before?
It’s a great way of proving your worth and getting
people to support you.
Having done the stakeholder analysis, you can divide the
necessary actions into manageable categories to create a
balanced scorecard.
It covers all aspects of the business from the perspective
of:
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Financial
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Customers
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Internal needs
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People
Identify the measures associated with each one.
For instance, for finance, you’ll consider turnover,
profit and costs.
For customers, you’ll consider sales and market share.
Internally, you’ll consider structures, systems and
the management process.
The people perspective will cover HR measures, recruitment,
retention and people development.
Can you see how such a process would increase your credibility
within the business?
To
define personal objectives so that every department can
identify how you can help them, you can produce a performance
scorecard, which concentrates on the following areas:
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Actions or specific behaviours that lead to results
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Clarity on objectives and goals
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Environment or the factors that need to be in place to
get results
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Skills/knowledge required to achieve the results
You
can make your department even more credible by assigning
a cost or financial value to each improved behaviour affected
by any planned training programme.
Finally, introducing a participative training plan will
create extra value for the business, because it will show
that you have been actively listening to their requirements.
This sets you up as a ‘friend’ of other departments
and shows that you have been proactive in your assessment
of their needs.
Other departments will be always asking the question: ‘How
can we get better?’ Your job is to plan your training
programmes so that that they will always come to you for
the answer!
You need to show your credibility every time you have contact
with other departments.
Give them reasons to choose you. Make them realise that
you have skills and attributes that other companies don’t
have.
‘Sell’ your benefits.
Beef up your offerings.
Build your value.
Go the extra mile.
Under-promise, over-deliver. (Sorry, had to get that one
in somewhere!)
That way, you will stand out as a department that is valuable
and productive to your company.
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