Training Systems Management

With the ever-increasing push to provide training, organizations are trying to develop methods to link training to profits (i.e., justifying existence). Due to the fact that external resources are constantly added to systems, filtering out the actual affect of training on the bottom line profits is a difficult venture. Costs for this type of evaluation could rarely be justified by the average company. In addition, the pressure to provide this type of data sometimes leads to performing non-value added training.

CESD contends that it is not necessary to link training results directly to the 'bottom line'. Rather, a more effective measure is to assess the ability of an organization to move their employees to the point where they can handle the changes faced daily by employees.

By moving employees from a basic learning level to an ability to positively affect the results of change, an organization will build a larger capacity (i.e., agility) to handle day-to-day variables. This, in turn, contributes to a fundamental optimization of the organization's performance indicators (i.e., increased profits).

Creating the proper mix of knowledge acquisition and use at different employee levels will optimize an organization's ability to change with the daily variables they face.

CESD will work with an organization to build a cross functional indicator to show workforce agility. CESD will educate the organization so that the concept can be evaluated on an on-going basis. The goals and measures for each company will be different, therefore each project will require customization of the process.