Sending your people on training programs is simple, but making sure they apply what they learn during those training programs can be hard. Here’s our perspective on how to get ahead of your competition and make sure that your organisation’s investment in learning and development (L&D) translates into real business results.

No matter what an employee’s role is in your business, asking them to make behavioural changes or to apply new skills can make them anxious and stressed out. Attending a training course with the expectation that your employees will come back fresh-faced and completely turned on to behaviours and actions that bene t your company is very unrealistic. To maximise program outcomes, you must support your staff before, during, and after the program by providing them with opportunities to share their learning experience with co-workers. After that, you should be monitoring how effectively they apply their new skills.

How many of us have run formally structured group training events during business hours? The answer, from our experience, is close to 100 percent. These training groups are time-consuming and can remove individuals, physically and mentally, from core business activities at busy times. If participants are preoccupied thinking about the backlog of work that’s building up, how are they supposed to focus on learning? An alternative is self-directed learning options that utilise new technologies (such as webinars or online courses) that provide more exibility for participants. They can also help to create a collaborative community.

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