The role of HR Manager is vital in any organisation, since finding the right employees and keeping them, is key to the success of every business. Yet HR Managers are frequently and often expectantly, tasked to assume responsibility for a huge number of functions, including recruitment, training, communication, payroll, employee relations, health and safety and performance management to name just a few.
In my usual approach to training, I meet with groups weekly for a two hour training session. These sessions can last for several years, although we do tend to limit the frequency over time.
This is an excerpt from the book, Leadership Brand by Dave Ulrich and Norm Smallwood. These are tips about how to provide effective training and leadership development for adult learners so that you are actually investing in developing your company's leadership brand.
Results, measurement, return on investment, testing, behavioral change, performance improvement, expectations, accountability, and learning applied on the job are this century's language of education, employee training, and performance development.
Can you turn your training participants into learning magnets who can’t wait to attend their next training opportunity? Absolutely. Can you expect improved work performance as a result of the time, energy, and money you invest in training? Absolutely. You just need to pay attention to:
How much money did your organization invest last year in training and development that failed to provide the results you sought? You are not alone if employee training classes rarely resulted in the transfer of immediately useful information to your workplace.