With numerous people involved in the training process and each having different accountabilities, how is it possible to deliver training that makes everyone happy? It may seem like an impossible task. However, by understanding that accountabilities exist at all levels and knowing what they are, gives a better understanding of the motivations that drive each person.
Both business and learning goals need to work in conjunction for the best training to be delivered. If there is ever a case where the training fails to meet goals, each of these people carry some amount of responsibility.
The Learning And Development Manager
The Learning And Development Manager establishes training budgets based on the business goals of their organization. Depending upon the financial health and size of the organization, these budgets can either flourish or perish. Unfortunately, during times of economic hardship, the training budget is usually the first to go.
As an example, during the midst of the recession in 2008 and 2009, training budgets shrank 11% year over year. However, as we pull out this recession training budgets are again on the rise.
While it is always good practice for an organization to spend money developing talent, a larger budget doesn’t necessarily make for better training. In this case, the Learning and Development Manager’s accountabilities are making sure that any money allocated towards a training budget is reflected in a more productive workforce as they have to answer to the head of the organization.
The training budget also needs to be reasonable. If it’s too small then a myriad of performance-related problems like employee morale could arise. This in turn may result in higher turnover and consequently the need to retrain employees. It’s a delicate balancing act between business goals and learning goals.
The Training Manager
The training manager is accountable for ensuring that any training delivered to employees is fundamentally sound so that it achieves measurable learning results. The data from the training (scores, completion rates, time, enrollment) are captured by the learning management system (LMS) and then reported to the Learning and Development Manager. This not only allows the Training Manager to have a better understanding of how well the training is working, it also allows the Learning and Development Manager to measure the results against the budget.
In order to capture the best results, the Training Manager needs to ensure that any training delivered is engaging to employees so that it ensures learner attention and thus the potential to increase job competency. Consequently, their accountabilities lie with researching and sourcing new suppliers that will help create the best online training.
No one hits the ball out of the park the first time they step up to bat. With that in mind, there is always room to improve existing training programs — if you know what to look for. Therefore, another accountability of the Training Manager lies in fine tuning any existing training process by taking a closer look at the data from the LMS and seeing where deficiencies lie.
The most critical accountability for the Training Manager is to ensure every employee can competently do their job. In order to do so, they have to ensure that they partner with the right custom elearning developer who can help them achieve their learning goals.
The Course Developer
In an indirect way, the course developer has accountabilities within an organization too as the online training they create needs to result in marked performance gains and keep their client (the organization) happy. Therefore, it is absolutely in the best interest of the course developer to do the best job that they can.
If a course developer delivers substandard work, the repercussions will make their way all the way to the top of the organization. The employees will be improperly trained; the Training Manager delivers poor results to the Learning and Development Manager; and The Learning and Development Manager has their training budget and capacity to do their job scrutinized.
Accountabilities lie at every level during the course development process. The best step is to make sure that decisions are based more on learning goals, as the cost to constantly train and retrain employees because of high turnover doesn’t leave much room for continued development of talented employees.