Focusing training on skills that matter
Most questions about the costs and time investment in training disappear when executives and line personnel can see the direct link between training and improved work performance.

New development techniques that focus on task-specific training rather than subject based training provide visible relevance that creates acceptance. Training based on behavioral analysis of job tasks provides relevance workers can see. They permit employees to assess their own skills and select the training they need, when they need it. Training managers may want to look at the case history section to see a number of techniques. They may also find the links to performance management and information systems useful.

Reducing the cost of development
Smart use of manpower resources is the key to low-cost development. This means

• efficient processes for interviewing employees and subject matter experts
• efficiently capturing information once and using digital technology for distribution
• using software to automate many steps in training development

ROI analysis on training and HR initiatives
Many company officers question the value of training. Individuals responsible for training often must compete for funds with other initiatives. Behavioral analysis enables managers to produce accurate estimates of the cost of performance failure to weigh against the cost of training. Techniques we've developed enable training executives to produce meaningful analyses of return on training investment. Being able to provide meaningful financial justifications for training development is essential to program growth.

The same techniques apply to performance improvement and employee communications programs. ROI analyses also permit prioritizing development by the impact on profitability. Several white papers describe ROI analysis in more detail.

Keeping skills and processes evergreen
Basing training (and procedures) development on the actual work to be performed, helps ensure that it is relevant. Digital information capture and development mean that work process changes are easy to integrate into training and procedures. For more information on evergreen processes see our vision for the workplace.

Increasing reliability and accountability
Enterprise performance information systems enable companies to provide clear performance criteria for every job. They enable them to verify each employee's ability to perform. They give employees guidance and on-demand training and performance support.

Employee empowerment
Employee empowerment is essential to controlling training costs. When tasks such as skill assessment and training selection can be driven by employees, training staff can focus on improvement and development rather than administration.

Employee empowerment also means employee accountability. When a company can provide clear expectations, they can better enforce them.

> White papers

case studies
> Selected cases