There's no doubt about it, the world is getting more and more competitive and in order to stay in the game, IT and company professionals must keep their knowledge and skills up to date while organisations seek to retain their top talent. Investing in people through learning and training is one of the best ways of achieving these two goals.

Cost effective training

With training budget constraints it is essential that any training and development is effective and delivers immediate on-the-job impact. To achieve this:
  1. Be certain about the essential skills and knowledge your professionals need.
  2. Assess what their current skill and knowledge levels are.
  3. Ensure the right environment exists so that employees can apply what they learn on the job.
  4. View learning and development as an ongoing process that needs to be supported and facilitated.
  5. Measure the impact of training on employees and on their performance.

Give employees learning options

There are many different training delivery options from traditional

instructor led

classroom, virtual instructor classroom,

blended, eLearning



training. More recently apps, social media,and on-demand reference tools are also making an entry into the mixtoo. Each have their pro's and con's - click the links for a run down on each delivery method, also see our post earlier this year on the difference between

Onsite vs Public Scheduled

. Offering learning via a range of delivery options is essential to achieving training goals. Research shows that learning preferences, generational influences and culture have a tremendous effect on how well a learner absorbs and applies information, in other words, some training methods are ineffective for some individuals and their particular job role and experience, but for others they are perfect.

Evaluate training

The vast majority of successful learning evaluation programmes are based on the Kirkpatrick Model, which identifies four levels of learning evaluation:
  1. Reaction: To what degree do participants react favourably to a training event?
  2. Learning: To what degree do participants acquire the intended learning from the training event?
  3. Behaviour: To what degree do participants apply what they learned on-the-job?
  4. Results: To what degree do desired outcomes occur as a result of the training event and subsequent reinforcement?


Coaching and mentoring are old ideas that are making an increasing comeback and areeven more relevant today. Whether it is a coaching event or creating a culture of one-on-one coaching in the organisation, coaching positively influences business results while also improving employee engagement. The most innovative UK organisations have identified their workforce as their key competitive advantage. By helping organisations adopt better approaches to learning and matching solutions to individuals as well as organisational needs, HR and training department professionals have the opportunity to help their organisations compete more effectively while increasing quality and output - even as overall learning and development resources decline. At CourseMonster we are constantly updating and adding training courses to ensure that we hold the most up-to-date courses and certifications, with over 16,000 training courses available and 60,000 training dates (and growing) in a variety of leaning methods, including onsite. Our professional advisors are able to assist you with any of your training needs as well as offering Learning Managed Services (full or part) and the option for your own internal training portal;giving you hands-on access at the click of a button, tailored exactly to your company's learning requirements. Call us on 0800 40 848 40 or email to find out more.

Source: Alan Garvey - Computer Weekly