How Should You Choose Your Training Provider

Corporate training is an essential aspect of employee development and growth. Choosing the right training provider is crucial for the success of any corporate training program. According to a study by the Association for Talent Development (ATD), companies with comprehensive training programs have seen a 218% higher income per employee than those without training. Additionally, LinkedIn research conducted over the last five years found that 94% of employees would stay at a company longer if it invested in their career. 

With so much at stake, it’s important to consider the following factors when choosing a training provider:

1. Understand the culture of your business

It is essential to choose a training provider that understands the culture of your business. The training provider should be aware of the values, beliefs, and practices of your organization. 

A training provider that understands your company’s culture can tailor their training programs to align with your organization’s values and goals. This can lead to better engagement and retention rates among employees.

2. Assess the training needs of your organization

Retention rates can rise by 30-50% for companies with strong learning cultures.

86% of millennials say that they would be kept from leaving their current position if they had access to quality training and development opportunities.(Lorman survey)

By assessing the training needs of your organization and choosing a training provider that can address those needs, you can not only improve employee engagement and retention but also drive higher profits and overall organizational success. You can ask the training provider to provide you with a training needs analysis.

3. Check the course content

The course content of the training provider should be relevant, methodical, and of high quality. You should ensure that the training provider covers the topics that are relevant to your organization. 

According to the British Council, employers should ask training providers five key questions to ensure that the content aligns with their business needs. These questions include: 

• What are the learning objectives? 
• How will the training be delivered? 
• What is the expected outcome? 
• How will the training be evaluated? 
• What support will be provided after the training?

Employers can personalize training content to adapt lessons based on employee performance, tailoring content to every single employee’s needs, learning style, and delivery method.

4. Check the trainer’s qualifications

The quality of the training provider depends largely on the quality of the trainer. Employers should evaluate the trainer’s credentials and experience to ensure that they have the necessary expertise to deliver the training. Defining the required knowledge and skills for each level of training needs analysis can help ensure that the trainer has the necessary qualifications and expertise to deliver the training.

5. Check the training methodology

Conducting a training needs assessment is the first step in identifying the specific training needs of the organization. This can help determine the training methodology that will be most effective in meeting those needs. Remember the purpose of the training and what the organization wants to accomplish. Employers should make a plan based on their short-and-long-term goals to ensure that the training methodology aligns with their business needs.

6. Check customer satisfaction

Employers can check customer reviews of the training provider to get an idea of the quality of their training programs. Websites like GoodFirms provide a list of top customer service training providers, along with reviews and ratings. Employers can ask the training provider for references from previous clients to get an idea of their satisfaction with the training programs. Some training providers offer customer satisfaction guarantees, which can provide peace of mind for employers. For example, Dale Carnegie Training offers a satisfaction guarantee for its customer service training programs.

Completion rates can be a good indicator of customer satisfaction. Employers can ask the training provider for completion rates of their training programs to get an idea of how engaged and satisfied their customers are.

Finally, employers can monitor employee feedback after the training programs to get an idea of their satisfaction with the training and its relevance to their business needs.

7. Check the price

Employers can research multiple training providers to get an idea of the average price range for the type of training they need. Compare the prices of different training providers to find the one that offers the best value for your budget. You should check for any hidden costs, such as additional fees for materials or certifications, that may not be included in the advertised price.

As an employer, you are also allowed to negotiate prices with the training provider to get a better deal, especially if you are planning to purchase multiple training programs.

Finally, you should consider the ROI of the training programs when evaluating the price. A higher-priced training program may be worth the investment if it leads to greater employee productivity and profitability for the organization.

What are some common training needs for businesses? 

In the diverse landscape of training needs, you need to identify the common threads in a tapestry. Common training needs for businesses can vary depending on the industry, size of the company, and specific goals. While every business is unique, there are shared challenges that serve as valuable guideposts. Some common training needs for businesses include:

a. Technical skills development

According to LinkedIn, the most in-demand hard skills for 2023 include software development, SQL, data analysis, JavaScript, and cloud computing. This suggests that businesses need to invest in technical skills training to keep up with the rapidly changing technological landscape.

b. Soft skills development

LinkedIn also reports that the top skills companies needed most in 2020 include creativity, collaboration, persuasion, and emotional intelligence. This suggests that businesses need to invest in soft skills training to improve employee communication, teamwork, and leadership.

c. Diversity and inclusion training

78% of L&D professionals say that diversity and inclusion training is a priority for their organization. This suggests that businesses need to invest in diversity and inclusion training to create a more inclusive workplace.

d. Time management training

According to a study by RescueTime, the average employee spends 2 hours and 48 minutes per day on distractions, which can lead to decreased productivity. This suggests that businesses need to invest in time management training to help employees manage their time more effectively.

e. Presentation skills training

According to a survey by Prezi, 70% of employed Americans who give presentations agree that presentation skills are critical to their success at work. This suggests that businesses need to invest in presentation skills training to help employees deliver effective presentations.

f. Stress management training

According to a study by the American Psychological Association, work-related stress costs businesses up to $300 billion per year in lost productivity. This suggests that businesses need to invest in stress management training to help employees manage stress and maintain a healthy work-life balance.

g. Leadership development training

According to LinkedIn, leadership is one of the top skills companies needed most in 2020. This suggests that businesses need to invest in leadership development training to help employees develop effective leadership skills, such as decision-making, delegation, and conflict resolution.

How can you align your training needs with your business goals?

Now that you’ve explored the landscape of training needs, it’s time to chart your course on your organizational map. You have to ensure that every training effort propels your business toward its desired destination. In essence, you need to translate those common training needs into specific steps that lead to your business goals. To do this, you can follow these steps:

a. Define your business goals

Clearly define your strategic business objectives, such as increasing sales, improving customer satisfaction, or reducing costs. Businesses that invest in employee skill development programs have increased productivity by 37%, and they have a 32% chance to rank top in the market. (F. Learning Studio)

b. Assess your team’s skills gaps

Evaluate the skills gaps of your employees to identify the specific training needs of your organization. Companies need to be intentional when it comes to learning and development programs. By keeping your business vision and goals top-of-mind when developing your training programs, you’ll be able to deliver training opportunities that are relevant to your employees and that allow them to grow in ways that truly impact their job performance.

c. Identify who’s involved and how

Identify the stakeholders involved in the training program and how they will be impacted by it. This can help ensure that the training program is aligned with the needs of the organization and its employees.

d. Set your training goals

Set SMART (specific, measurable, achievable, relevant, and time-bound) training goals that align with your business objectives. According to LinkedIn, training goals should be aligned with your business objectives.

e. Communicate training purpose and objectives

Communicate the purpose and objectives of the training program to all stakeholders involved. Communicating the purpose and objectives of the training program can help ensure that everyone is on the same page and working towards the same goals.

f. Align training to business goals

Align the training program to your business goals to ensure that it is effective in achieving the desired outcomes. Aligning training to business goals can help training managers create alignment between leadership’s goals and individual learning needs.

Here at APEX Global Learning, we excel in tailoring training programs to unleash your team’s true potential. Even if you haven’t conducted a comprehensive training needs analysis across your organization, rest assured, we’ll take care of the groundwork, ensuring your team reaps the rewards. Whether you have specific learning needs, fill out our form for a meticulous assessment, or if you’d like to delve deeper into our offerings, book an appointment at your convenience. Your team’s growth and success are our priorities.

In the world of corporate training, the choice of a training provider isn’t just about ticking boxes. It’s akin to selecting the perfect tool for a craftsman – choose right, and you’ll craft success. But beyond the statistics and checkboxes, it’s a journey of aligning values, nurturing talents, and fostering a culture of growth.

So, as you embark on this quest, remember: you’re not just picking a provider; you’re shaping destinies. Your choice doesn’t merely impact today; it’s the brushstroke that paints your organization’s tomorrow.