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How can call concern on Training from Top management?
Training & Organizational Development
How can call concern on Training from Top management?
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
How can we call attentions from top management on training issues.
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Forums » Topic Forums » Training & Organizational Development » How can call concern on Training from Top management?
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How can call concern on Training from Top management?
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How can call concern on Training from Top management?
posted at 4/9/2001 7:15 PM EDT
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Posts: 3
First: 4/9/2001 Last: 4/19/2001 |
There are a few dimensions to address this. Consider (1) illustrate that training can directly/indirectly support business needs/results; (2) illustrate that training is an important component of SWOT; (3) a high-level training professional (eg. a HRD director) is represented in the top management team, (4) Capitalise on a crisis period and show that training 'saved' the situation! Bottomline,show that training is a strategic business partner. |
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How can call concern on Training from Top management?
posted at 4/19/2001 1:36 PM EDT
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Posts: 3
First: 4/9/2001 Last: 4/19/2001 |
SWOT stands for Strengths, Weaknesses, Opportunities and Threats. In this instance, it means demonstrating that training can be strengths in certain aspects, identifying areas of weakness in which training can contain, identify areas of opportunities where training can contribute and identifying threats which training must address |
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How can call concern on Training from Top management?
posted at 4/26/2001 9:33 AM EDT
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Posts: 2
First: 4/26/2001 Last: 4/26/2001 |
It is important to be sure to identify the training gaps that, if corrected, will improve performance, efficiency, productivity, etc... Top management may not have a clear understanding of training benefits but they sure understand the bottom line-money. On the surface, training looks expensive but you need to show how the training is beneficial. If you can't do this, then training is probably not the answer. Be sure this is not training for training's sake but is truely value added training that is aligned with the business objectives and supported by needs analysis. |
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