SIGN UP NOW!
It's FREE!

Create a Profile and Start Networking with HR Professionals
Register Now - It's Free Registration info
 
Member Content
Blogs | Questions | Files | Events | HR Groups | Members


  • Upcoming Events
  • Past Events
  • Public Events

More Virtual Conferences

Upcoming Conference
24 April - 25 April 2014

Rewards and Recognition

Upcoming Conference
29 April - 30 April 2014

Quality of Hire

Upcoming Conference
5 May - 6 May 2014

Performance Management

My Events
View and edit your current events.
Add Event

Click the "add event" button to create a listing for your event

Advertise Here
Event Calendar / Maximizing Training ROI Through High-Impact Learning: A Case Study
Details & Time Frame
Maximizing Training ROI Through High-Impact Learning: A Case Study

Does your enterprise learning organization spend large amounts of money on training with little apparent effect on business results?

That’s not unusual. Training dollars are often spent on knowledge transfer rather than performance support, when the latter has a stronger correlation with improved organizational effectiveness. Training dollars are often spent on infrastructure that is poorly architected and content that is poorly designed, so asset utilization rates are generally low. Training dollars are often not linked to core business results in any serious manner with true accountability and consequences in place to back up an organizational commitment to learning. These dysfunctions are commonplace, yet there are exceptions, and we can learn from them. I’ll share with you some ways to combat low training ROI, leveraging a recent case study.

A global financial services firm with a national network of brokerage offices housing more than 10,000 Financial Advisors found that it was spending too much on Associate on-boarding while yielding a poor return on investment. The on-boarding program was costly yet ineffective, because it relied completely on classroom training, was poorly designed and developed, lacked management support, and took too long to complete. In this webinar, we’ll discuss how the curriculum was re-designed to make better use of technology and to drive performance outcomes more quickly and cost-effectively. Specifically, we’ll discuss how the team leveraged High Impact Learning principles to prioritize learning needs and concentrate training resources on the places where they would have the greatest impact on organizational performance.

By picking their battles wisely, making practical use of technology, and investing in high-impact training where it could do the most good as well as high-efficiency training where it couldn’t, they maximized ROI for their organization. And you can too!
06/06/2012 11:00 am o'clock
06/06/2012 12:00 pm o'clock
Presentation Creator
City
-
-
-

Webcast information

Who should participate:

Any HR professional with responsibilities related to managing a training and development, leadership development, organizational development, or talent management function, whether a corporate university or some other enterprise learning organization.

What you will learn:

After attending this session, you will learn: How to prioritize enterprise learning needs effectively Techniques for driving business results through training and development and creating ROI Techniques for understanding and managing costs to help you maximize ROI

Recommended Resources:

Before and after the session, I will be blogging about this topic and sharing additional resources at www.presterafx.com/wordpress. I encourage you to contribute your own ideas and experiences to the discussion.
View full details
Sponsors
Speakers You must be logged in to view speakers
Approved by HR.com This event has been approved by HR.com.
Attachments

Actions
Invitations

Type last name, first name or company.


Type last name, first name, company or email address

Enter a personal message that will be sent to the recipients above


Link Use the following code to link to this event in your emails or website:
Sitemap   |   Advertise With Us