One of the great fears and challenges at the same time of training management in organizations has to do with the effective impact that the investment made in the skills development processes has on its executives and other personnel in key positions in the company. organization.
Among the expectations that management usually has when initiating a development plan with its executives are:
The improvement in management evident in its results.
A greater impact of management training processes.
Transfer of learning to the job.
Clear indicators of improvement that allow monitoring the learning obtained.
The training of executives then implies structuring a development model that exceeds these expectations and where each of the proposed events is linked with the strategic purposes of the company, in such a way that the resources invested in training correspond to objectives that impact on productivity.
In this sense, the difference between offering a seminar or workshop and investing in a program has to do with the fact that education and training programs address a greater level of depth in terms of content and experiences than those offered in workshops for several reasons:
- Time: Its duration is much longer because it aims to develop in the same body different workshops that, taken in isolation, do not reach the required depth in the training process Depth: The topics are articulated in such a way that they allow progress towards content and concepts of greater consistency in relation to daily performance. Methodology: It allows the elements proposed in the training program to be gradually incorporated and, based on the diagnosis, high-impact interventions are achieved in the participants. Learning: The program allows you to control the progress made by the participants through a learning evaluation system that is completed as the process progresses. Tools:As the training and training process progresses, some tools are received that allow the participant to verify if the content received is in line with the expected performance.Customization: The orientation of each training event is designed thinking about the improvement needs of each one of the participants, in such a way that their participation responds to the need identified in the team member, although they all participate in the same events it is necessary to identify in each participant their required and obtained improvement.The orientation of each training event is designed thinking about the improvement needs of each of the participants, in such a way that their participation responds to the need identified in the team member, although they all participate in the same events it is necessary to identify in each participant their required and obtained improvement.The orientation of each training event is designed thinking about the improvement needs of each of the participants, in such a way that their participation responds to the need identified in the team member, although they all participate in the same events it is necessary to identify in each participant their required and obtained improvement.
Therefore, developing a program requires the commitment of both the participants and those who coordinate it, to permanently monitor the progress and adjustments necessary to obtain the expected results.
The difference between holding workshops or seminars, perhaps decontextualized, has to do with the comprehensive model of a methodology capable of integrating the initial indicators of the Human Development process with its learning and monitoring components in such a way that the training plans have references of productivity in terms of performance and in financial terms.
In this sense, we speak then of the DICE methodology, which implies recognizing each of its components and addressing its components from a perspective such that it allows personalizing and characterizing training and development plans, that is, understanding that not all of them require what same or with the same intensity or depth.
The explanation of it says as a methodology (Presented by the author in a previous article), it refers to:
Diagnosis: It allows evaluating the training and training needs through tools that allow to measure objectively the current competencies of each person, against the competencies expected by the organization, in this way actions can be defined adjusted to the needs of each person. It is a way to carry out the DNC (Diagnosis of Training Needs)
Intervention:
Once the diagnosis is defined, the program of workshops and seminars is established that allow training, qualification and / or development of the skills identified as key in each person participating in the program. In this sense, there will then be workshops and seminars aimed at developing the selected competencies or maintaining them and also modifying them according to the results obtained in the diagnosis.
Verification: It consists of a series of meetings after the training actions that allow strengthening each of the competencies and monitoring the learning curve of the competencies worked on. At this point, it is necessary to clarify that each participant must follow up on the commitments acquired in the different seminars or workshops in which they have participated.
Evaluation: It allows knowing the real progress of the process in each participant and establishing the results obtained using the same initial tools. This allows us to recognize the level of impact obtained in the training, education and skills development process.
The training management will now have greater arguments to establish programs adjusted to the strategic needs of the organization and in this way also have clarity about who or who will be the training providers, so that those who participate in this process can compromise effectiveness. of their actions, not only in the execution of the specific training event but also in the expected results.
Finally, it is important to mention that the processes associated with human and organizational development will have a character such that they allow evidence of the improvement of management and its impact on the results expected by the organization.
