![]() How will you measure the effectiveness of this training?Ī question like this is the perfect opportunity to tie training efforts directly to business outcomes. It may be an indication of a performance issue rather than a training need. If the organization already provided training repeatedly for this particular topic or skill, chances are that training isn’t the answer. Have you taken any other actions to learn these skills? Learning objectives will practically be writing themselves! These questions are also helping to clarify what the learner hopes to gain. What do you expect learners to be able to do after this training? This question may encourage them to double-check before submitting a request, so you’ll save everyone some time. For example, maybe the requester didn’t think of checking if training already exists. You can also take this opportunity to try and exclude misguided training requests immediately. So when the time comes to assess training demand, L&D have very little consistent data to use.ĭoes this training already exist in any format? Informal processes make it challenging to collect information in a consistent and organized way. And those that are monitoring training requests are only gaining basic insights. ![]() Many corporate training teams are currently not tracking their training intake data at all. How can you know how many requests you’re dealing with if half of them are sitting in your teams’ inboxes? Crowdsourcing training intake through a formal process gives you better visibility into training request volumes at all times. Multiple communication channels also make it difficult for L&D to maintain clear oversight into training demand. But by using a formal process, employees feel reassured that the corporate training team will respond in due course.
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