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“We’ve stopped commissioning external training providers and all training is inhouse.” A people manager at a large organisation recently mentioned they had stopped hiring external training providers, opting instead to conduct all training in-house. This decision was driven by a desire to cut costs. On the surface, it seems like a smart financial move, but the long-term effects can be much more significant than just the immediate budget savings. This choice can affect staff retention, engagement, morale, productivity, and overall organisational culture. As Albert Einstein once said: “You cannot solve a problem with the same thinking that created it.” By relying solely on an in-house training team, you may end up reusing the same old materials, addressing the same problems with quick fixes, and potentially facing bias or limited experience in training delivery. An external provider, on the other hand, brings a fresh objective perspective. They ask the right questions to gain a better understanding of the desired outcomes while drawing on their experience to establish the deeper reason behind your training needs. It's a much more collaborative approach to address the root cause when needed and offer a tailored solution. Electing an external provider offers a strong return on investment and will save money, time, and prevent issues escalating. You’re investing in an organisation's greatest asset: its people - leading to staff retention, cultivating a learning and growth culture. Don’t believe me, just see what a Clinical Service Manager had to say. #Training #InvestInPeople #ProfessionalDevelopment

“We’ve stopped commissioning external training providers and all training is inhouse.” A people manager at a large organisation recently mentioned they had stopped hiring external training providers, opting instead to conduct all training in-house. This decision was driven by a desire to cut costs. On the surface, it seems like a smart financial move, but the long-term effects can be much more significant than just the immediate budget savings. This choice can affect staff retention, engagement, morale, productivity, and overall organisational culture. As Albert Einstein once said: “You cannot solve a problem with the same thinking that created it.” By relying solely on an in-house training team, you may end up reusing the same old materials, addressing the same problems with quick fixes, and potentially facing bias or limited experience in training delivery. An external provider, on the other hand, brings a fresh objective perspective. They ask the right questions to gain a better understanding of the desired outcomes while drawing on their experience to establish the deeper reason behind your training needs. It's a much more collaborative approach to address the root cause when needed and offer a tailored solution. Electing an external provider offers a strong return on investment and will save money, time, and prevent issues escalating. You’re investing in an organisation's greatest asset: its people - leading to staff retention, cultivating a learning and growth culture. Don’t believe me, see what a Clinical Operations Manager had to say. #Training #InvestInPeople #ProfessionalDevelopment

Many companies are discovering the benefits of investing in their employees' learning and development. Our valuable client, Gulf View Medical Centre, is one such company. They utilise our Free Learning Management System (Free LMS) to acquire, maintain, and improve their workforce's skills and expertise. Read more about it on our blog - https://ow.ly/eaxX50QMtqU. #AlisonFreeLMS #EmpowerWithAlison #LandD #LMS #EmployeeTraining #SkillsDevelopment #WorkforceTraining

What are the benefits of in-house training vs open course training? 🟪 Pros of Open Courses include: • Lower cost where there are fewer attendees from one company • Allows sharing of ideas and learning across different businesses and maybe even sectors • Allows a business to send as few as one delegate on the course 🟩 Pros of in house delivery include: • Course content and discussions can be tailored to the business needs if required • Time and dates can be chosen to fit in with the attendees and the business • Potential for more embedded learning when delivering to an entire management team as opposed to one or two members • Opportunity to bring a management team together to discuss potential improvements to HR practices, with action taken afterwards. We are currently running our HR Essentials for Managers courses both in-house and on an open basis (face to face and virtual options are available). If you'd like some guidance deciding which is the best option for your business, get in touch.

Starting a new job can be overwhelming for employees, especially when they are unfamiliar with the company’s culture, processes, and expectations. 📜 This is where an effective office induction comes into play! An office induction is a process of introducing new employees to the company, its policies, and procedures. It is an essential step in ensuring that new employees feel welcomed, informed, and prepared to start their new role. In today’s digital age, elearning training has become a popular method for conducting office inductions. 👨💻 Read more at https://lnkd.in/ePPwXqDS #elearning #officeinduction #employees #online #induction

Panacea posted an article that outlines the top 10 best practices for employee training within the healthcare industry. It could be beneficial to those seeking to enhance their training programs as it provides a comprehensive guide on how to effectively train staff, ensuring they are equipped with the necessary skills and knowledge to provide exceptional patient care. The article emphasizes the importance of continuous learning and professional development in this ever-evolving industry, highlighting key areas such as simulation-based training, blended learning, and competency-based assessments. Please share/repost if you feel others would find this information beneficial. #HealthcareTraining #ProfessionalDevelopment #healthcare #medical #medicaloffice #practicemanagement #chcs

Trainers' Pathshala by Jay Shah... Whenever you go for an interview for an L&D role, the panel will be highly interested in how you measure the ROI of the sessions you conduct. They may not focus on the content or delivery style but on the methods you use to assess the effectiveness of your training programs. Below are some points to help you understand what to include under ROI and their benefits: Justifying Expenditure: Demonstrates financial benefits, making it easier to secure funding and support. Example: A company spends X amount on different training programs that results in increase in production numbers, justifying the training cost. Evaluating Effectiveness: Provides a clear picture of training program effectiveness and outcomes. Example: After a customer service training, customer satisfaction scores improve by 20%, indicating the training's success. Aligning with Business Goals: Ensures training programs contribute directly to strategic business objectives. Example: A tech company offers coding workshops that lead to faster software development, aligning with its goal to innovate quickly. It is not mandate that you deliver all these trainings. You can hire external trainers for the same. Enhancing Employee Performance: Leads to improved employee performance, benefiting the organization. Example: Employees who attend time management workshops complete tasks 30% faster, boosting overall productivity. Identifying Areas for Improvement: Highlights areas where programs may be falling short of targeted improvements. This can be done with the help of TNIs/TNAs that we learned previously. Example: An analysis shows that communication training didn't improve teamwork, prompting a revision of the training content. Building a Learning Culture: Fosters a culture of learning by showing tangible benefits of training programs. Example: Regular skill-building sessions lead to a 15% increase in employee engagement and enthusiasm for learning. Also, do bring LMS in your organisation if the company size is more than 250 employees across all locations. Improving Talent Retention and Attraction: Enhances job satisfaction and makes the organization attractive to potential hires. Example: Offering leadership training helps retain top talent and attracts ambitious candidates seeking growth opportunities. Competitive Advantage: Skilled employees drive innovation and efficiency, maintaining a competitive market position. Example: A company with advanced technical training for its staff launches new products faster than competitors, gaining a market edge. #LearningAndDevelopment #ROI #Training #ProfessionalDevelopment #HR #EmployeeTraining #WorkplaceLearning #CareerGrowth #TalentDevelopment #TrainingEffectiveness #LearningCulture #HRStrategy

Corporate training programs mean well. Large companies and enterprises will go to great lengths to construct training centers outfitted with the latest equipment. But if you ignore practical training options like remote or hybrid classes, you risk sacrificing employee productivity. https://lnkd.in/dhNVizYt #employeeengagement #staffing #hrconsulting #humanresource #training #hrmanagement

Hey Connections It's my pride to announce that I have been certified "Young Trainers Program " by Pro touch for attending their workshop of Training and development as a part of my HR Generalist Program . It was a sounding workshop which took up a path detailing T &D as an emphasize towards the improvement of employees performance through a proper system within the organization which focuses on skills,methodology and content that is required to achieve the objectives,they let us know how important it is to have a good and efficient training for employees which enriches them towards skills and knowledge development -eventually help in improvement of productivity leading to overall growth. It was defined that T &D has 6 steps in its process like determining the need,establishing specific objectivies and goals,selecting methods of training,conducting and implementing the programs,evaluating the output and performance post the sessions and monitoring /evaluating performance and examine if any other training required. T & D plays a crucial role for improvement,benchmarking the improvement of performance,getting to know specific role requirements,improving band image,increasing profitability,to imbibe team spirit etc. They made us much more knowlegable about the 4 phases that are involved in T &D : 1)Need assesment and developing goals (organizational analysis,task/operational analysis),personal analysis. 2)Delivering options on job( work place/real work place) 3)Training methods 4)Evaluating Training. So,here Iam well trained and developed ,got meaningful insights with what actually T&D sets for with the knowledge that has been shared by Protouch -an ISO Certified online certification provider and good part is that all their certificates accredited by global organizations like HRCI,SHRM and IABAC by our trainer Dr. Aparna Sethi and also Rahul Sethi besides who also been great trainer.I would like to thank Kashish Sethi for being my advisor... 😄