Significant change in perceptions of learners. And a quadruple Return on Investment

Significant change in perceptions of learners. And a quadruple Return on Investment

Most HR and training professionals I talk with today are focussed on finding ways to effectively develop their staff with slashed training budgets, difficulty in sparing staff to attend programmes off site and covering absences while they are away.

Recently we implemented a management development programme for middle managers that addressed these concerns.

We designed a 6-month blended learning programme which used creative, experiential and highly relevant pre and post workshop projects, half-day workshops on site with hours to suit shift patterns and utilised action learning sets that proved extremely popular and key to helping each delegate learn from each other, gain support and have their thinking and actions challenged to maximise learning.

These action learning sets are continuing 6 months after the end of the programme as a cost effective, time efficient way of continuing to learn.

We quadrupled the Return on Investment and because the participants used real work they were already involved with, as learning opportunities, they saw the programme as supporting their day job rather than being additional to it.

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