How can companies track training and ensure it delivers concrete results?
The Dale Carnegie approach to training is planned in the context and the culture of the organisation. As a process, we gain an understanding of the real life workplace challenges, both from the participants and the stakeholders, to align the content which is simulated in workshops. The training then builds upon the participants’ own experiences and a collaborative learning environment is created. It prepares participants to overcome workplace challenges. Post-training, we guide the participants in applying the learning at the workplace.
Which companies have robust training programmes? What sets them apart?
Most of our clients have a robust learning and development (L&D) strategy. Companies like Vodafone, Axis Bank, Mahindra & Mahindra, and Wipro Technologies use their training programmes to build commitment, manage attrition, enhance engagement, and create career and succession plans. These companies have aligned the L&D strategy to the overall company goals and embraced a profit centre approach.
How does Dale expertise help companies?
Would you agree that training usually results only in a short-term boost and needs to be tracked continuously?
Individuals need ongoing training to help them become more effective. Training also acts as a coping mechanism by assisting in learning new skills. Not all training will have a short-term impact. A successful training strategy is always work in progress — it helps to adjust to changing job demands, creating a pool of readily available talent, who are ready to step into new roles as and when the needs arise. The training cycle isn’t complete without an evaluation of training effectiveness, which leads to decision-making and planning. A flawless execution of the talent management strategy helps the companies to achieve objectives and gives them an intangible edge over their competitors.
Chairman & managing director,
Dale Carnegie Training India