Improve the performance of your organization
How to Manage Training Efficiently
“How to manage training, we know today, plays a major role in the performance of your entire organization and it is often left in the hands of “non” specialists who think they know what they’re doing because they’re technical experts.
Even more amazing today, training is still often seen as an expense rather than an investment, and large corporations still don’t have a proper Learning Management System (LMS).
The training system and policies you put in place are worthless if you don’t have the right people and partners to implement and roll out your training plan. I have seen too often organizations that pay to create competences, develop training plans, training policies, procedures and SOPs and all of them are left aside due the lack of competence to roll them out or the misunderstanding of the role that training and competence development play in the performance of their organizations“.
Sabin Simard, HR Consultant & Learning Solutions Strategist for 32 years
Hyder, Alaska, USA
Recommended Training Management Platform - Talentlms
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How to properly manage training
Think of it as a trip. When you go on a trip, you know from where you start and hopefully where you’re going. You can also say, well let’s go on a ride and decides on the way where we’re going, it is also aligned with your budget and your objectives…
The same applies to the managing of a training plan. You can ride along and see where the road leads you, which is not recommended, or you can plan in advance by knowing from where your start and then where you want to go.
How to manage training starts with a sound diagnosis of your organization in link with your strategic planning. Where it will tell you what you need, and the efforts you will need to get to where you want to be. “Shooting blind” will get you no where and you’ll waste time and money until you start the right way to manage your training.
“Do not let the diagnosis die on a shelf! You have to put it into action!”
If you want to really save money and time, and most importantly improve your performance and track the results accurately, you need to know exactly where you stand, what are the solutions to improve quickly “quick gains” and steadily, until you reach the point you’re satisfied with the improvement of the results.
Once there, you need to maintain the performance and improve it, with small gains, step by step and control each steps along the way. You will not reach perfection! What you want is to continuously work in the pursuit of perfection, if you think you’re perfect, you missed the boat.
You shall always find ways to improve and save by eliminating defaults as you go, it’s a team effort. Not only do you need to develop the competences of your employees, but in order to reach the top, you need to work towards a culture of change within your organization. a culture of continuous improvemen
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Being a partner, means to let you know when training is not the solution. Unlike many “salesmen”, we do not sell “pizza slices” and certainly not “snake oil that will solve all of your problems” type of solution. Instead, we closely work with you to find the right solutions and accompany your team all along the implementation phase.
If you want to know more about our services and how we can partner with you for performance improvement, please feel free to contact us for a FREE 30 minute consultation via video-conferencing. No obligations on your part, let’s just chat together
Train The Trainer – Toamasina, Madagascar
My experience in training management
With over 32 years of experience in a multitude of industries all over the world, I have always been fascinated by the training world but most importantly sharing my knowledge of my unique Competency Based Approach with others.
I participated in all phases of 5 mega construction projects that lasted between 3 to 7 years each. I was the senior training consultant for 3 of those projects and learned and applied all training techniques during the commissioning, POVs, Start-ups, Ramp-ups and all training requirements for the operational phases.
Today I can genuinely apply all the dos and forget all the don’ts but most importantly I can help my clients by partening with them so that they save time and money by doing the right thing, right away.
Management of training requires skills and experience.
Too many organizations hire training managers that are NOT training experts but rather technical experts, which is a nono. By the time they begin to understand and apply adult andragogy, if they ever do, they’ll make many mistakes, lose production and cost time and money to the organization. Pedagogy, and especially andragogy for adults, is a science, as complicated as engineering or medicine. One would not go see an engineer if they have stomach aches, the same applies if you have an engineering problem, you won’t go the emergency room at your local hospital, right?
The idea is to hire a training manager that has the right educational background but also and most importantly the proper experience with a variety of training situations, and do not need to be a technical expert in a particular field, remember you want a training specialist not a content specialist. They must take into accounts the types of business, the categories of employees, the culture and the cultural heritage they inherited from their follow workers, collegues or previous employments. And if you work in different countries with different cultures, the experience in these challenging environments is a must.
“You can absolutely not apply what you do in North America in other countries, no matter the country or vice-versa for that matter”.
Experience in: Oman, Germany, Italy, Madagascar, India, Bénin, Canada, USA, First Nations and various places in Canada.
Major clients: Rio Tinto, Hydro Québec, Manitoba Hydro International, Société Béninoise d’Énergie Électrique, Elkem Metal, McInnis Ciment, Energir, Ambatovy, Via Rail, Donahue, PFR, CanMec, Soprema…
Recommended books for training personal
These books have helped me, my clients and my employees throughout my career and are highly recommended no matter what position you hold. Whether you’re a HR director, a training manager, an instructional designer, a trainer or a training consultant they will show you many ways on how to manage training efficiently at every levels. Two of those books are from one of my former trainer Harold D. Stolovitch and are highly praised througout the world. He’s the first one who introduced me to the competency based approach which I still apply today after 32 years.