In recent months we are proud to have shared with you many moments. In each of them we have heard and understood you better: ras partners, customers, suppliers, friends or colleagues. We have collected many of these thoughts and comments and have partnered with our opinion and experience...
So who will be responsible for identifying, generating and implementing training and development solutions in organizations? With this post about partners in the process endes the series of six about the changing role of training and development for the next three years: content, impact, skills, solutions and methodologies have been developed themes.
The measurement results of training in enterprises is a growing concern, as reflected in the conclusions of the Report on Training ratios that just presented the GREF group. In these, they ensure that measuring results are increasingly done internally in companies and, above all, these results are measured by the impact on sales and improved results through greater application of skills and competencies in the workplace.
The fifth post of trends in training and development for the next three years that we are developing in the blog, we refer to the changes that are being seen in the contents. External content experts are decreasing. The days of the "gurus" nostrums are gone. Companies have in their organizations the best possible content generators that also cater to the exact situations of performance.
Beware the angry customer! Every day more companies are devoting efforts to the customer through social networks. In these, customers find a large public square where spread their grievances to the world and where companies have to take good care of their image.
Addressing the concerns of users in terms of care, responding to complaints and claims and, ultimately, manage potential reputational crisis companies have been some of the topics discussed at the 15th edition of the Expo Relationship Customer and Call Center, which was held in Madrid.
This is the fourth post of our series about the factors that determine the evolution of the functions of Training and Development for the next three years: today learning methodologies.Is a fact the weight reduction of classroom training for budgetary reasons and timing optimization. It is an issue because of the past. However, beyond the pure economic analysis, this should be done from the point of view of the impact on performance improvement.
These are some of the ideas that have emerged in our discussions in the Sales Academies in action Linkedin group. We encourage you to comment what you want about them. Do you agree?
Increasingly organizations talk about the position of "Business Partner". It is a logical evolution of the position of HR Training and Development, among other functions, to bring it closer to the reality of business needs, and provide concrete solutions at the right time.
Fortunately Training and Development departments answer unambiguous to the following questions: What is the role we play within the organization? How do we want to be seen within our own home?
The answer: we want to be considered part of the value chain of the Company, to be areas with specific weight in making strategic decisions for the Company, be perceived as useful allies in the always difficult but stimulating achieving business goals.
The search of new customers has never been easy. The market took us for years to allow commercial networks to organized themselves and is difficult to recover the customs of prospecting and customer retention. Even so, can you contact a buyer who doesn't come and who does not open the door? Do we have an open window to talk?