How to Select a Training Consultant

Written by Jeffrey W. Drake, Ph.D.

In times of rapid change, both small and large businesses today are increasingly viewing training as an investment, not a cost. If your business uses outside training consultants, you will want to maximize your return on this training investment. Qualified training consultants and seminar leaders will have these characteristics:

Training consultants will help you determine your specific training needs. Prior to selecting a training consultant, it is good to have at least a general idea of what your training needs are. A training consultant should be able to analyze your specific training needs to identifyrepparttar type(s) of training programs necessary to producerepparttar 141064 results you require.

Training consultants will tailor training programs to address your specific training needs. While there are a number of "off-the-shelf" packaged training programs available, they may not meet your specific business needs. Training programs need to be adapted for greater effectiveness. The return on your training investment will be increased ifrepparttar 141065 training consultant tailors a program to meet your specific training needs.

Training consultants will continuously improve their own training delivery skills. It is very important for trainers to be knowledgeable in their areas of expertise. Trainers are aware that knowledge alone will not produce results. Effective delivery of information and skills to adult learners is essential. After all, how many seminar participants do you know who enjoy boring lectures? Trainers frequently improve their effectiveness by joiningrepparttar 141066 American Society for Training and Development,repparttar 141067 National Speakers Association, and/or Toastmasters to enhance their skills.

"Employer of Choice" - Just Another Buzzword?

Written by Harry K. Jones

There's a certain point in your business life where buzzwords become a nonentity. You've heard them all a million times. They soon mean nothing and actually become an annoyance. The list is endless ... quality, empowerment, walk-the-talk, open-book management, win-win, Y2K, out-of-the-box, yadda, yadda, yadda.

Growing tired of a buzzword certainly doesn't demeanrepparttar actual concept, program, or movement described byrepparttar 141063 buzzword. In fact, it originally gained prominence by virtue ofrepparttar 141064 value it provided torepparttar 141065 masses.

Why even discuss buzzwords? There's a new one onrepparttar 141066 horizon that, by all appearances, will impactrepparttar 141067 workplace for quite some time to come. It will attract talented employees eagerly to your doorstep or send them directly to your competition, costing you time, effort, and dollars which simply can't be measured.

The new buzzword is simply "Employer of Choice" (EOC) and job-seekers acrossrepparttar 141068 nation are hearing it often from schools, counselors, and placement agencies. Newspapers, magazines, and book publishers are jumping onrepparttar 141069 band-wagon and cutting-edge organizations are striving to meetrepparttar 141070 ever-increasing requirements to become an "Employer of Choice" (EOC).

However, it is sad to report that many organizations fail to recognizerepparttar 141071 importance of this effort or simply choose to ignore it. Many others clearly have no idea what it means.

Simply defined, "Employer of Choice" is a term used to designate an organization that, because of its status and reputation, is alwaysrepparttar 141072 first choice (or at least onrepparttar 141073 short list) of world-class candidates.

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