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Do we need a trainer?
Training & Organizational Development
Do we need a trainer?
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I'm the HR person for a 100 employee credit union. A few of the supervisors have mentioned to me that they think we need a Training Officer on staff to deliver training courses, design training, etc.
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Forums » Topic Forums » Training & Organizational Development » Do we need a trainer?
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Do we need a trainer?
posted at 11/26/2001 9:54 AM EST
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Posts: 154
First: 1/16/2001 Last: 2/18/2011 |
I'm the HR person for a 100 employee credit union. A few of the supervisors have mentioned to me that they think we need a Training Officer on staff to deliver training courses, design training, etc. Right now, we contract out any specialty courses, and the supervisors teach technical skills on the job.
How do you know when it is time to hire an in-house trainer? How do I prepare a business case for this? thanks. |
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Do we need a trainer?
posted at 11/26/2001 5:20 PM EST
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Posts: 43
First: 11/26/2001 Last: 1/1/2004 |
Hi zoe,
The need for a training officer would arise when employees need to be trained / retrained on specific set of skills and if the nature of training is a continuous one. A training officer even if recruited would be able to impart training in a few areas only. First a training need analysis needs to be done. This could be put in the form of a matrix of skills / knowledge / behaviour gaps that exist in the organisation. Subsequently a training program can be designed. This would need a person who could co-ordinate programs using expert faculty rather than by recruiting a training officer. Hope this helps. In case u need info.,pls. write to me at jade_rp@mailpuppy.com Regards, Jade |
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Do we need a trainer?
posted at 11/27/2001 9:53 AM EST
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Posts: 1
First: 11/27/2001 Last: 11/27/2001 |
There would be a number of factors I would consider when deciding whether to have an in-house training function. Eg Ask :
Q What type of training do your people do? Can it be provided by one person, or will you still need to use external providers anyway? Q. How much does it cost you to train people the way you currently do? Will it be cheaper with an in-house trainer? Q. Will having an internal trainer mean your organisation will be more responsive to training needs, and training will positivly impact more on the business? eg training at the right time, better tailored training solutions etc etc And so on...best of luck! |
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Do we need a trainer?
posted at 11/27/2001 4:43 PM EST
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Posts: 7
First: 6/10/2001 Last: 11/27/2001 |
The question you need to answer is whether an employed trainer will give you the best CBA(Cost Benefit Analysis)return. I own a large training consultancy concentrating on training trainers and placing trainers in the field. A good rule of thumbe when employing people is that their cost benefit should be 300% of their gross package. This means that for every $10000 that your employed trainer costs you, s/he should bring you a cost benefit of $30000. Cost benefit in training is easily calculated as well - but it needs setting up. I have taught this globally and it works. Contact me directly via my e-mail address if you are interested.
Regards Greg Gray |
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Do we need a trainer?
posted at 11/28/2001 4:25 AM EST
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Posts: 17
First: 11/27/2001 Last: 7/21/2003 |
I think it would be helpful to first do a needs analysis on the balance between the company's business strategy vs. the culture strategy. Training needs to be strategically alligned to the business strategy for it to provide the highest ROI possible. It is more important now than ever to understand where you expect your employees to take you and the knowledge they need to accomplish it. Once you have identified this I think the need for an in-house trainer will be apparent. Please let me know if I can be of any assistance. Best of luck! |
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Do we need a trainer?
posted at 12/11/2001 12:38 AM EST
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Posts: 50
First: 11/2/2000 Last: 12/3/2003 |
The suggestions posted above seem appropriate in approach. I'd also suggest, when making the decision to hire a "trainer", that you look beyond training. Consider a performance improvement specialist; a person more "rounded" than a training specialist. A PI person would look at the entire picture and at other, possibly less costly, interventions.
When you mentioned that supervisors do technical training on-the-job, I wondered if you have structured, consistent OJT. Has the training been developed by a training specialist? Does it involve using job aids and manuals that provide consistency and keep with the company's vision/mission or is it based solely on the supervisor's KSAs and personal value system? Feel free to contact me personally if I can help. Best wishes! Phyllis Clayton |
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