To apprecaiate the return on the investment from sourcing Oak Training Content consider the following three important measures - Cost, Change, and Impact.
Cost
Demonstrating the cost-effectiveness of Oak Training for organizations is best seen using the following real-life example of a one-day interpersonal skills course.
In the first table below the costs of an outsourced consultant is employed to develop and deliver the course while in the second an Oak Training development module is deployed.
Example 1 - Outsource Model (Consultant-Led)
|
Number of Participants
|
Total Cost $
|
Cost Per Participant $
|
|
1
|
750*
|
75 (Fixed)
|
|
10
|
750
|
75 (Fixed)
|
|
50
|
3,750
|
75 (Fixed)
|
|
100
|
7,500
|
75 (Fixed)
|
|
1000
|
75,000
|
75 (Fixed)
|
* Average Daily Rate $750
Example 2 - Deployment of an Oak Training Module (Content-Led)
|
Number of Participants
|
Total Cost $
|
Cost Per Participant $
|
|
1
|
119.95*
|
119.95
|
|
10
|
No Extra Cost
|
11.99
|
|
50
|
No Extra Cost
|
1.99
|
|
100
|
No Extra Cost
|
0.19
|
|
1000
|
No Extra Cost
|
0.01
|
* One Payment of $119.95.
By removing the traditional barriers to training it means that the organization can customize and deploy these innovative and practical modules wherever and whenever they deem appropriate. Whether the module is deployed once or a thousand times within the organization it does not take a mathematician to attribute which of the above is more cost effective!
For the independent consultant, coach or trainer the cost benefits are also clear in that they can easily acquire over 50 organizational, management and employee training modules. Thus reducing all development costs as well as increasing their competitive advantage by maximizing the range of modules that they can deliver!
Change
Although cost is often the first, and in some cases the only, measure taken by the organization it is also important to determine the level of change obtained by engaging the training. Here change can be measured in terms of knowledge, skills, attitude and performance improvement. 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.
Impact
Over the years there has been considerable discussion over how to measure the impact of training. At Oak Training we believe that impact is simply the next sequential measurement following a measure of change. Although it would be impossible to universally predict the impact of our training in every organization we are certain that it will positively impact your organization as all our training has been designed and successfully tested by senior executives operating within high performance organizations.
