As we move forward to New Year you’ll probably begin thinking about what you need to accomplish next year. But this list should be more than a set of objectives or goals – your plans for the upcoming year should take the form of the vision and strategy that can help your organisation meets these goals.
In order to do this there are a few steps you should take during your planning process. The first step is to look at your organisation as a whole and determine what the strategy will be 2014.
As the economy emerges from recession organisations are still slow to spend money or expand out of fear. Because of this it is even more important that you start your strategy plans with the overall strategy of your organisation.
Spending for training has to be undertaken with even more care than in the past, so you want to come up with ideas that truly match industry trends and will truly last long enough to show a benefit to the bottom line.
In addition, when dealing with your industry, try to discern between temporary ‘blips’ and those trends that are here to stay. The idea is to get a picture of where training can capitalise on where your specific industry needs are headed in the upcoming year.
Training your staff in the current environment will be absolutely vital to your future success – find out what your customers are planning for the upcoming year, and why. With this information you can determine how your business, and its skills, should move forward in 2014.
Organisations should examine their know-how, then determine what knowledge needs to be added or modified in order to execute their strategy.
You might decide that it makes sense to ‘insource’, which is about changing existing employees’ skill sets to match the new strategy. This can save on new hiring costs, and can also encourage retention of your best staff members.
Financial concerns will make themselves known throughout the planning process, but you need to be thinking about how much you need, what the purpose of the money will be and, more importantly, what will the payback be.
In other words, training can no longer simply exist – it is necessary to prove the worth of training by providing a cost benefit for every pound.
In today’s economy, training budgets and staff have probably been cut. But unfortunately the demands on the training organisation continue to be as they always have been. 4U Training takes time to analyse the current situation, and determine what training steps the organisation can take.