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 identify type(s) of training programs necessary to produce 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 if 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 joining American Society for Training and Development, 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 demean actual concept, program, or movement described by buzzword. In fact, it originally gained prominence by virtue of value it provided to masses.
Why even discuss buzzwords? There's a new one on horizon that, by all appearances, will impact 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 across nation are hearing it often from schools, counselors, and placement agencies. Newspapers, magazines, and book publishers are jumping on band-wagon and cutting-edge organizations are striving to meet ever-increasing requirements to become an "Employer of Choice" (EOC).
However, it is sad to report that many organizations fail to recognize 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 always first choice (or at least on short list) of world-class candidates.