In this issue:

1. How Does Your Training Measure Up?
2. Two Great Webinar Opportunities
3. Our Staff's Course Recommendation
4. Welcome Aboard



1.How Does Your Training Measure Up?
By Shannon Kluczny, Business Training Library

Organizations worldwide strive to develop training curriculums and encourage employees to complete hours of learning each year. That is only the first part of the battle. The true test of any programs effectiveness is to know what knowledge has been gained. The only way to determine what is gained or lost from a training initiative is for it to be measured. What is not measured cannot be improved upon.

There are many variations of surveys and assessments that can be used to lead to a better understanding of the success or failure a program has and the impact that training has on an organization.

Prior to any development, vendor decisions or even topics to be determined, it is wise to use an assessment to evaluate the initial needs of the organization. This type of assessment could be distributed among a specific group of employees or to an entire organization. Questions should require feedback about items that effect the assessor personally and more importantly, what they view effecting the organization as a whole.

After compiling results you are first able to measure what type of training your employees think are important or necessary. This assessment could also help determine methods of delivery your employees learn from, as well as what training they would value.

Once a training plan is in place it is crucial to track and measure all aspects of execution. Tracking who attends training could be valuable for required and voluntary training. A brief survey should be conducted prior to any training session to determine a level of education about a specific topic. This should be followed by an additional survey at the conclusion of the training session to measure what was learned.

The overall objective of the training session must be communicated to all in attendance. Explaining why this training is important, how the information given can help each individual, and what skills should be applied in a real life circumstance. When the objective is made clear, a plan should be created as how to hold individuals accountable for using the material learned.

Example:
ABC Company handed out a survey at a monthly staff meeting. It was determined that time management was a common concern throughout the organization. A training plan was developed around different aspects of time management. Employees were given the option to attend a seminar, do a self-study or take an on-line course. Seventy-five percent of employees attended some form of training. An assessment was given to each employee before and after each session. Sixty-four percent of employees learned something from the training to use in their role within the company. The objective expressed consistently for every session was that by applying these habits and behaviors of effective time management, productivity would increase. A measurement of productivity was made before and after training was done. At the conclusion of the time management training, productivity had increased by 12 percent.

In this example, training was effective because there was an increase in productivity, which accomplishes the overall objective of providing time management training.

Developing surveys and creating assessments will over all help an organization measure the effectiveness of training. Once positive changes occur due to training the entire organization can benefit.

Shannon Kluczny has been with Business Training Library since August of 2003 helping to introduce aspects of CompanyCollege to small and mid-sized organizations. Outside of the office, she enjoys athletics, reading and cooking.

Did You Know?
According to the ASTD 2004 State of the Industry Report, more than half of technology-based delivery was online in 2003 and 2004, and at least 75 percent of online learning was self-paced.



2. Two Great Webinar Opportunities

Business Training Library is offering two free webinars to help you improve your training programs in 2005. Check out the details below.

• Using ROI to Make the Business Case for Training
  During this webinar, you will learn how to make the business case and related ROI for your training...real ideas that will help secure training dollars!

Date: January 19, 2005
Time: 1:00 pm to 2:00 pm CST

To register, please call or register on-line. We look forward to meeting you!

• Learn How to Develop a World-Class Training Program on a Limited Budget!
  You're invited to attend this informative session which will teach you how to implement a world-class training program for your organization without breaking your budget...real results that will improve your company!

Date: January 25, 2005
Time: 1:00 pm to 2:00 pm CST

To register, please call or register on-line.

All webinar attendees will receive unlimited access to more than 4,000 high-quality training resources for up to 30 days.

Did You Know?
According to the ASTD 2004 State of the Industry Report, all top training organizations are doing Level 4 evaluation (measuring results) to demonstrate the link between learning and organizational performance.



3. Our Staff's Course Recommendation

Course Title
Leading Change From the Front Line

Course Group
Business & Professional Skills Catalog

Course Overview
Have you ever wanted something at work to change, but no one ever addressed the issue, so you just put up with it? Maybe you didn't bring it up because you thought you were the only person who didn't like it. Maybe you didn't want to make a fool of yourself by making it an issue. Or maybe you thought your boss would be irritated if you mentioned it. If any of this sounds familiar, this course is designed to help you. It suggests how you can compare your fears of negative outcomes against the potential gains of making a change. It explains the ways you can find out if others want the change, too, so that you know ahead of time what kind of resistance your idea will face. It even offers suggestions for making office politics work for you when you make suggestions. Finally, it gives you ideas on how to build a strong, positive reputation that will stand you in good stead with management.

Target Audience
Employees on the front line; anyone interested in developing leadership skills

Expected Duration
2.5 hours

Tom's Rating


Tom's Review
Do you have an idea that can change your company for the better? What's stopping you from getting your ideas heard and implemented? In the era of focus groups, boards and committees; this course can help the individual get ideas across to the right people and reach the desired result: to better your company and increase job satisfaction. We all want to successfully communicate our opinions and ideas to our coworkers and employers and this course is a great tool to help you put it all together.

This course helps to realize the pros and cons of any idea, teaches methods to weigh the risks associated with change and then offers suggestions to make it through the political arena for change. I know what you're saying, "I don't play office politics." To be successful, it is a must to know how to navigate the waters to put a favorable perception both on you and your ideas and I felt this was a great course to give the tools and processes to succeed as a change leader in your organization.

My favorite part was the last section, Winning Management's Respect. The final objective covers how to not only earn the respect of management, but also your coworkers by asking (that's right - flat out asking) what they think of you! Now of course there are a few subtleties, such as starting off with the people you know well and feel comfortable with, but I found it to be refreshing. What a great way to be a change leader in your own life! I highly recommend this course for anyone that wants to help make his or her job a better place and has the drive to do it.

Please contact Tom Braning or call 888-432-3077 ext 127 if you'd like to receive more information regarding this course.

Tom Braning is a Senior Training Consultant for Business Training Library's CompanyCollege team. He has been with Business Training Library since January 2004. He enjoys the outdoors (especially the beach), attempting to play music and playing with his two dogs: Ki, a Great Pyrenees and Bella, a Retriever/Chow mix.



4. Welcome Aboard

Business Training Library would like to welcome its newest e-learning clients! Your BTL team stands ready to support you throughout this new endeavor.

• Sunset Direct, Austin, TX
• World's Foremost Bank, Lincoln, NE
• Getinge USA, Rochester, NY
• Maritrans Inc., Tampa, FL
• Kentucky Farm Bureau Insurance Co., Louisville, KY
• Foundation Surgery Affiliates, Oklahoma City, OK
• Joule Staffing Services, Edison, NJ
• The Care Group LLC, Indianapolis, IN
• Our Sunday Visitor, Huntington, IN
• Tybrin Corporation, Edwards AFB, CA
• Blue Cross and Blue Shield of Oklahoma, Tulsa,OK

Business Training Library
285 Chesterfield Business Parkway
Chesterfield, MO 63005
(888) 432-3077
(636) 534-1001 (fax)
www.bizlibrary.com