Hira Sarfaraz (July 30, 2019)
In today’s knowledge-based world, an employee’s skillset can be pivotal to an organisations’ long-term success. A skilled workforce not only helps an organisation in generating revenue but also provides them with a competitive edge. An efficient workforce is the result of a short learning curve which is only possible through regularly-scheduled employee training and development sessions. Training also helps an organization to achieve the following: increased employee loyalty, improved employee performance, enhanced company profile, improved workplace engagement as well as better customer service skills.
It is a known fact that investing in corporate training has a positive impact on organizational performance and profitability. However, the training’s effectiveness depends upon a number of factors. In the case of an internal training, a company uses its own resources and expertise to further develop their employees’ skill set. On the other hand, when a company chooses an external trainer, they are seeking assistance from a professional with specialised domain expertise.
An external trainer not only introduces an organisation to fresh ideas but can potentially improve overall organisational efficiency. External trainers are usually professionals with strong mentoring skills and proven training techniques. A “fresh pair of eyes” can objectively identify and address weak points in a client company without the risk of unintentional bias. However, identifying, vetting and selecting an external training partner remains a lengthy process.
The following are some boxes that need to be ticked before one finalises on an external training partner:
An external training partner will be working with your team members, so it is necessary to evaluate whether they are a good fit for your organisation. An organisation is likely to get a greater return on investment by hiring a training partner with relevant expertise, strong industry knowledge, and a clear understanding of the business model. It is vital that the trainer has a strong grasp of organisational strategic priorities and the desired training program outcomes. The right personality type who understands how to engage people is essential.
An external training partner can only deliver effective training if they have the right tools. A trainer needs to have the relevant training experience to stand out from the crowd. Organisations should also look into a potential training partner’s client testimonials to get a realistic idea of their capabilities. A solid track record with positive feedback is proof that the prospective training partner has the skills and expertise to deliver effective training sessions.
Every organisation is unique and requires a solution that is tailored for them specifically. It is essential that the training partner understands the people and processes of the organisation so they can fully cater to the organisation’s requirements.
A training session needs to be different than a classroom – meaning that the focus needs to be more on practical learning rather than theoretical. Experiential learning fits perfectly in this scenario and is a proven technique that helps organisations around the globe develop multiple skills ranging from customer service skills to team building. Experiential learning allows individuals to learn and internalise the lesson while practically engaged in an activity. This has resulted in faster and effective learning in the workplace.
There are quite a few steps involved in finding an external training partner that shares the same values as the hiring organisation. The organisation needs to plan for the training sessions, convey clear objectives to their training partner and be open to new ideas. The external training partner, on the other hand, needs to work on the strategic objectives set by the organisation and tailor their training material accordingly. The key to a win-win partnership is an equal effort from both sides.
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