Your training resources are limited due to attrition, downsizing, or restructuring. Training needs have increased as a result of market or systems changes
Medium term: Prioritize a training plan based on business needs. Target areas where off-the-shelf programs can be customized to avoid long development cycles. Develop tools so managers can take on a training role. Consider creating a formal mentoring/training role for expert staff as a step toward advancement to management. Explore creative ways to use outside consultants as mentors for managers on training issues.
Curriculum approach: Develop a training system that builds skills and knowledge over the long term in a way that makes the best use of your resources. Alternate formal training with structured on-the-job training, self-study, distance learning, and self-directed learning. Plan for follow-up on the job.
Class Act Inc. has addressed this and other training and curriculum problems with its clients. We'd be happy to discuss your unique situation with you. Click on Can we talk?