Research conducted over the past year indicates that many Human Resource departments may be misspending substantial amounts of management training dollars. Between August 2003 and July 2004, nearly 300 managers were asked to rank eight separate training categories by level of importance. The training survey was conducted by Chicago-based management consulting firm, HR Solutions, Inc.óan international management consulting firm that provides opinion survey instruments, training and development services, management assessments, and results-oriented advisory services.
Managers’ Importance Rating of Training Opportunities
Teamwork Effectiveness: 3.94
Communication Training: 3.76
Problem-Solving & Decision Making: 3.55
Coaching & Counseling Employees: 3.37
Basic Supervisory Training:2.98
Administering Organization Policies: 2.77
Conducting Employee Performance Reviews: 2.67
Personal Stress Management: 2.25
Mean Score: (1=Least Important and 8=Most Important)
ìThese numbers indicate that many training budgets could be seriously out of alignment with managersí preferences for basic training and development,î says Kevin Sheridan, President and CEO of HR Solutions, Inc. ìIf this is the case, a company should become more formalized about getting feedback from its managers to ensure that training dollars are being spent wisely and effectively.î
Sheridan believes that many companiesí training budgets are based on theory rather than actual need, and that more than ever, managersí opinions are increasingly vital for fostering positive change. In addition, he agrees that an organization is doing itself a disservice when it fails to utilize this easily tapped information, as it could be wasting training funds.
ìUntil you ask a manager what his or her preferences are regarding future training, youíll never know,î says Sheridan. ìMost companies are not employing a scientific means of getting these answers. One of the best ways to assess this need is through a management opinion survey. Training assessments are extremely effective in gauging accurate training needs, while an opinion survey is ideal for assessing managersí training preferences.î
Effective training plays a crucial role in employeesí day-to-day work performance. Yet, Sheridan contends that without proper assessment strategies, itís difficult to pinpoint how a breakdown in communication training may affect a company. Sheridan, however, points to his most successful clients as they share common attributes.
ìOver the years, HR Solutions has conducted proprietary research for our ëBest-in-Classí customers, or rather, exceptional companies that we recognize as having the lowest employee turnover and that consistently place in our ëTop 10 percentí for overall job satisfaction. Based on this research, weíve found that companies which maintain a high-performance, high-retention culture also excel in three key survey dimensions: ëStrategy and Mission,í ëConcerns for Customer Service and Quality,í and of course, ëCommunication.íî
When it comes to establishing effective budgets for training are HR directors guessing?
Between August 2003 and July 2004, nearly 300 managers were asked to rank eight separate training categories by level of importance
