ATP SYLLABUS (After training programs deliver the ROI)
Returning to one's job duties after training Absent an in-place, after training program, the following scenario occurs again and again when training participants return back to the job: Supervision meets with the trainees and indicates how they are very pleased to have each person back in their respective units.Everyone is encouraged to get back to their tasks — a backlog of work is waiting to get caught up.Then, a colleague asks about implementation of changes in business processes to support and enable the new training.Their supervisor says that the latest training will be incorporated "as we are able," but the pressing needs of the business unit must come first. "Continue performing tasks as before the training."Come and ask her about any questions."Let's get back to work." When the above scenario is allowed to play out, this is the point in a new training program where ROI becomes vulnerable to under-performance. However, with an in-place ATP initiative following training, ROI can be protected and increased.
Current Best Practices (fraught with risk) Organizations have long known that there is real value to be extracted from the period after training.The challenge has been justifying significant additional cost while trying to measure improvements in performance.There are perhaps 3-4 levels of commitment from which a comprehensive after-training program might be built: X LEVEL 1 Enablement
Periodic questionnaires seeking to measure utilization of new skills (RISK: employees may respond to questionnaires by stretching the truth);
Annual questionnaires seeking feedback from trainees' supervision and focused on improvements attributed to new skills (RISK: supervisors may respond to questionnaires by stretching the truth);
RISK: in some company cultures, it may be a stretch to motivate both participants and supervision to complete and return a questionnaire, thus dampening the collection of enough performance data to definitively evaluate the programs and ROI.
LEVEL 2 Enablement
Periodic offsite meetings with a group where peers (non-competitors) talk about what they are experiencing and exchange good ideas among the group members;
RISK: outside meetings, whether on-site or off-premises, add one more hurdle to the after-training support process.This condition adds risk that trainees will drop out before completion;
RISK: dampening the collection of enough performance data needed to definitively evaluate the programs and ROI.
LEVEL 3 Enablement
On-premises consultants meet very frequently with trainees one-to-one and in small groups;
Taken to the maximum, one on-premises consultant is assigned to each trainee. Level 3 would be a consideration when the organization is a Global-500 company and the work process to be positively impacted is mission-critical to business success;
RISK: depending on the sophistication of a particular corporate culture and maturity of the impacted trainees, it can be a real, interpersonal challenge to blend the consultants on a one-to-one basis with each trainee;
RISK: because LEVEL 3 enablement is a premium solution, it is highly visible.Also, should the corporation start to endure a financial downturn, this model will be conspicuous and a likely early-stage target for cost cutting.
Next Best Practice (deploy ATP Level 4)
There is yet another option and it serves the bottom line by lowering the overall cost of any after-training program (ATP).Here, the after-training model changes because of products that have been innovated to absorb some of the cost burden for coaching / mentoring / refreshing for business skills.This innovation enables a reduction in cost by delivering value with a blend of people and products to provide for the coaching, mentoring and refresh of skills required during the period after training. As well, there is no separating of employees from their job duties.Management will appreciate not having employees pulled from their work tasks.The work process is not disturbed.
LEVEL 4 Enablement
On a case-by-case basis, client requirements will determine the blend of assets and capabilities below.Here are some of the ATP elements that can be customized for application to enable more ROI during the after-training period:
Outreach to co-opt ATP support from participant's chain-of-command;
Questionnaires (use them as one of many tools to assess training);
Interviews with trainees (cited above under LEVEL 1, apply this here, as well);
Train-the-supervisor about how to best support their returning trainee(s);
Interviews with supervisors (again, apply this technique here, as well);
Perpetual Mentor product series for a refresh of essential knowledge;
Winner's Warm-up product series to reset minds prior to business events;
Specialized mentors to provide custom support for unique challenges;
Interviews with management to capture macro performance improvements;
Performance metrics tracked by unit, person, product, revenue and profits.
In addition to rapid-use, the smart card products deliver life-long refreshing of skills at no additional cost.Senior management's got to love that.
Call 908-542-9705 RIGHT NOW or email us (Linda@BTCinstitute.com) to set an appointment to discuss your goals and how we may be able to help you achieve them.
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