© 2005-2010 – California Professional Development – all rights reserved
Does your Existing Learning Transfer and Apply?
Your organization's business strategy is constantly shifting to meet the
demands of the marketplace. Your learning strategy has to be just as nimble.
Using insights and experience, we will work through what process can be used to
assess your learning strategy and develop stronger understanding of how well
your efforts line up with your company's business strategy.
Delivering great learning is not enough to achieve strategic impact. Strategic
impact is attained only when that learning is well transferred and applied to
work. The job of corporate learning is not done until measurable results are
delivered; this is the new finish line for learning and development. Let us help
you with proper expertise.
Are your Employees Learning the Right Things at the Right Time?
The concept of The TRAINING HILL is to point out the relevance of how
individuals in an organization work with management, customers and each
other. The skills necessary to be successful must be in balance during the early
stages of an employee's career. It is worth discussing how job skill and people
skill training is implemented.
Let us help you organize your approach.
Do you Define, Measure and Communicate the Value of Learning?
The role of learning in attracting, developing and retaining top talent is well
understood. However, the best way to measure and communicate this value
continues to challenge many training managers. The real issue is to always
ensure that training management is effectively communicating the strategic
value they deliver to the business.
Are you Building your Customer's Capabilities?
Few endeavors more directly link the learning function to the business strategy
than building customer capabilities. As products and services get more
sophisticated the time/effort spent in educating the consumer provides a higher
return. Technology companies took the early lead on this, but increasingly,
financial firms are realizing the perceived and real value that customers attach
to these efforts.
We can help you look outside.
Are you Developing Leaders Across your Enterprise who can Innovate
and Grow your Business?
Companies realize that organic growth is essential if they are to compete
effectively now and in the future. That top-line growth is dependent on your
organization’s ability to innovate and adapt - both which demand continuous
organizational learning. Leadership and management training is ESSENTIAL to
your future.
The integration of sound learning systems, products and technology can focus
on key leverage points in your organization to add new strength and mobility to
your organization's culture. We can help you build this into your development
plan.
Are you Engaging your Employee's to Learn?
Just as one can work whenever there is connectivity, so too is the nature of
learning. But just as with work, there needs to be focus and definition to task.
How to engage the worker in learning and in the work is a big challenge. We
can help motivate and instill a desire to learn. Here is a recent article on
getting BUY-IN for your training written for the ASTD by Gary Hill, one of our
Executive Consultants.
Are you Enhancing Performance by Enabling Collaboration?
As work becomes more geographically dispersed and asynchronous,
organizations are focusing on improving performance through virtual teams and
adaptive networks. But few are starting with the fundamental assessment of
how ready their organization is for collaboration as well as the structures,
incentives, and skill enhancements needed to boost the workforce’s ability to
utilize the new technologies.
We can help you increase your organizations collaborative ability and the
potential performance impact.
There is a New Vision of Learning as the Centerpiece of the
Organization's Talent Strategy
Getting the right skills in the right place at the right time demands more than
just effective development and training. To meet these needs calls for a much
more strategic vision of learning and how it is integrated into the organization:
from hiring to talent development. As a result, the role of training
management is evolving; its central task is to consult with the business leaders
to help them understand the capabilities needed to execute the business
strategy.
If you do not have succession planning in place right now with Baby Boomer
retirement waves coming over the next 5 and 10 years, you are LATE and
falling behind. Let us help you START NOW on your training plans, and let us
help you be prepared for the future.
Your organization's business strategy is constantly shifting to meet the
demands of the marketplace. Your learning strategy has to be just as nimble.
Using insights and experience, we will work through what process can be used to
assess your learning strategy and develop stronger understanding of how well
your efforts line up with your company's business strategy.
Delivering great learning is not enough to achieve strategic impact. Strategic
impact is attained only when that learning is well transferred and applied to
work. The job of corporate learning is not done until measurable results are
delivered; this is the new finish line for learning and development. Let us help
you with proper expertise.
Are your Employees Learning the Right Things at the Right Time?
The concept of The TRAINING HILL is to point out the relevance of how
individuals in an organization work with management, customers and each
other. The skills necessary to be successful must be in balance during the early
stages of an employee's career. It is worth discussing how job skill and people
skill training is implemented.
Let us help you organize your approach.
Do you Define, Measure and Communicate the Value of Learning?
The role of learning in attracting, developing and retaining top talent is well
understood. However, the best way to measure and communicate this value
continues to challenge many training managers. The real issue is to always
ensure that training management is effectively communicating the strategic
value they deliver to the business.
Are you Building your Customer's Capabilities?
Few endeavors more directly link the learning function to the business strategy
than building customer capabilities. As products and services get more
sophisticated the time/effort spent in educating the consumer provides a higher
return. Technology companies took the early lead on this, but increasingly,
financial firms are realizing the perceived and real value that customers attach
to these efforts.
We can help you look outside.
Are you Developing Leaders Across your Enterprise who can Innovate
and Grow your Business?
Companies realize that organic growth is essential if they are to compete
effectively now and in the future. That top-line growth is dependent on your
organization’s ability to innovate and adapt - both which demand continuous
organizational learning. Leadership and management training is ESSENTIAL to
your future.
The integration of sound learning systems, products and technology can focus
on key leverage points in your organization to add new strength and mobility to
your organization's culture. We can help you build this into your development
plan.
Are you Engaging your Employee's to Learn?
Just as one can work whenever there is connectivity, so too is the nature of
learning. But just as with work, there needs to be focus and definition to task.
How to engage the worker in learning and in the work is a big challenge. We
can help motivate and instill a desire to learn. Here is a recent article on
getting BUY-IN for your training written for the ASTD by Gary Hill, one of our
Executive Consultants.
Are you Enhancing Performance by Enabling Collaboration?
As work becomes more geographically dispersed and asynchronous,
organizations are focusing on improving performance through virtual teams and
adaptive networks. But few are starting with the fundamental assessment of
how ready their organization is for collaboration as well as the structures,
incentives, and skill enhancements needed to boost the workforce’s ability to
utilize the new technologies.
We can help you increase your organizations collaborative ability and the
potential performance impact.
There is a New Vision of Learning as the Centerpiece of the
Organization's Talent Strategy
Getting the right skills in the right place at the right time demands more than
just effective development and training. To meet these needs calls for a much
more strategic vision of learning and how it is integrated into the organization:
from hiring to talent development. As a result, the role of training
management is evolving; its central task is to consult with the business leaders
to help them understand the capabilities needed to execute the business
strategy.
If you do not have succession planning in place right now with Baby Boomer
retirement waves coming over the next 5 and 10 years, you are LATE and
falling behind. Let us help you START NOW on your training plans, and let us
help you be prepared for the future.
OUR THOUGHTS ON CREATING THE FUTURE
We now live in an era of almost constant
change. First, new technologies continue
to emerge at an ever-more rapid pace.
Second, globalization brings with it new
markets, new customers, nontraditional
competitors, and new challenges. Third,
the Internet has created a much greater
transparency to any company’s strategy,
actions, and performance.
change. First, new technologies continue
to emerge at an ever-more rapid pace.
Second, globalization brings with it new
markets, new customers, nontraditional
competitors, and new challenges. Third,
the Internet has created a much greater
transparency to any company’s strategy,
actions, and performance.
Our thoughts on these topics are below:
- Does your Existing Learning Transfer and Apply?
- Are your Employees Learning the Right Things at the Right Time?
- Are you Building your Customer's Capabilities?
- Do you Define, Measure and Communicate the Value of Learning?
- Are you Building your Customer's Capabilities?
- Are you Developing Leaders Across your Enterprise who can Innovate
and Grow your Business?
- Are you Engaging your Employee's to Learn?
- Are you Enhancing Performance by Enabling Collaboration?
- There is a New Vision of Learning as the Centerpiece of the
Organization's Talent Strategy
The bottom line: Companies STILL Need to Train!
A New Vision of Client Focused Consulting
JIM
HOPKINS
GROUP
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A California Professional Development Company
