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Ownership of the Training Process

Encouraging organizations to take greater ownership of the training process is the cornerstone of all activity at Oak Training. In what follows we will illustrate how Oak Training modules and the process by which these modules were generated can
facilitate

- Greater ownership within the organization
- Deliver a considerable return on investment to the organization
- Increase revenue
- Increase productivity levels within the organization
- Release an infinite source of competitive advantage to the organization
- Position the organization for future challenges

Greater ownership over the training process can be obtained during the Analysis,
Design, Implementation and Evaluation stages of training.

Analysis
Every year thousands of dollars, if not millions, are spent on training without formal training needs analyses being performed. At Oak Training we have removed many of the traditional barriers associated with sourcing training content while at the same time ensuring that the maximum amount of ownership is generated by the organization over the training process.

Example 1
Recently the Human Resource Manager of a large manufacturing organization called us looking for a module on time management stating that their employees did not manage their time effectively thus impacting their individual productivity and ensuring a considerable loss of revenue due to inappropriately trained employees.

By exploring our module decriptions and behavioral learning objectives further the
manager was back on to us to provide a communication skills module - the real source of difficulty within the organization. Not only was it important that the most appropriate module was chosen by the organization it was also accepted by all concerned as being the most viable route to rectifying performance issues within the organization.

Learn how to perform an indepth training needs analysis with ready to implement practical templates and easy explanations.

Design
By removing the traditional barriers to training it means that an organization can customize and deploy these innovative and practical modules wherever and whenever they deem appropriate. At first glance this may seem of small benefit and something that is merely an add-on or sales position. The following examples will illustrate how this release of restrictions is in fact a unique position that delivers greater ownership over the training process and generates considerable time and cost savings for both the organization or individual consultant, trainer or coach.

Example 1
On realizing the need for a management development program for their employees, a medium sized enterprise approached us with interest in several modules. The Training and Development Manager was particularly attracted to the notion that they could customize our modules with relevant examples from their organization and internally brand them with their own logo.

On deciding which modules to download, through an internal review of module descriptions and their associated behavioral learning objectives, a cross-functional team was formed to modify some of the modules and to train their employees. Participant feedback highlighted not only the quality of the training modules but also how impressed they were that the organization had taken the time to ensure the relevance of the training content to their work environment.

Example 2
In a second example, a small consultancy organization wished to extend their training and development market. Although the organization had considerable experience they were also quite aware of the limitations of their knowledge and the time that it would take to acquire this expertise. On reviewing the product descriptions (Full Training Catalog) and discussing things further with our sales team the organization chose a number of modules which they now widely offer to their clients.

Implementation
For organizations or individuals interested in measuring the benefits of sourcing organizational, management and employee training from Oak Training we have devoted a separate section on return on investment where we have detailed cost, change and impact benefits that can be received from sourcing training from us. However the real potential of Oak Training modules becomes apparent when we discuss the implementation of these modules within organizations. Here we believe the return lies in the versatilty of our modules and the imagination of the organization. A few short examples will illustrate, but not restrict, the potential application of our modules with organizations.

Example 1
Given the practical nature of all our products any organization could source and deliver, with or without customization, any one of our module titles.

Example 2
A series of modules could be combined to introduce a management development program (e.g., The New Manager; Change Management; Leadership and Influence; Leadership and Delegation; Interpersonal Skills; Strategy, Leadership and Culture; Organizational Behavior).

Example 3
Given the challenges of delivering consistent training across a large multinational organization a useful application of Oak Training modules is to make them available in an e-learning format or through a resource library on an intranet.

Evaluation
To assist the organization in determing the suitability of our training modules and the associated level of change obtained from deploying our modules we have carefully developed and tested clear behavioral learning objectives for each of our modules. These learning objectives can be used in conjunction existing broader evaluation methodologies within the organization.

But just don't take our word, for the value of our training products, read others say.