So, you’re looking for a high-quality training provider. With so many to choose from, how do you pick the best?
Almost all providers strive to meet the minimum core curriculum requirements. But all too often, that’s where the similarities among individual providers begin and end. Here’s a guide for how to find those that offer much greater value.
SHOP AROUND AND COMPARE
- Training providers should not only meet the minimum requirements, they should surpass them. Ask providers for a curriculum and compare it to others. Then ask this simple question, “With so many qualified companies out there, why should I choose you?” If you are not happy with the answer, move on!
- Training should be fun, interesting, and interactive. Look for training providers with a varied background that can speak to a wide range of experience. Trainers should ask questions and encourage student participation. Avoid providers who use “professional educators” with little real-world knowledge or industry experience.
- Flexibility is important. Let’s face it. Companies don’t make money by sitting in training programs. They make money manufacturing and delivering their high-quality products and services. Look for training providers who are flexible with the timing, location, and number of attendees without imposing unreasonable up-charges.
- The training environment and format should match your needs and requirements. Classroom settings, online training, on-the-job training, or one-on-one consultation all have their place. Make sure your training provider is comfortable in a wide range of settings and has a history of creating new programs to meet client needs and expectations.
- Insist on training providers that use initial and recurrent training. Ideally, no employee should be allowed to work unless and until he/she has been initially trained and certified. Often this is a regulatory requirement. Because the only constant in life is change, however, retrain staff periodically to ensure continual use of the most up-to-date and relevant practices.
- To the extent possible, use comprehension exams. Exams gauge student understanding and give you peace of mind that learning has occurred. Additionally, when students know they must achieve a minimum test score, they usually participate more and have a better overall learning experience.
- Record keeping is important for regulatory compliance, worker’s compensation, and other liability purposes. Having a history of employee training in personnel files identifies candidates qualified for promotions and creates transparency and fairness among staff. Choose training providers that help you maintain these important files.
- Employee Sign-off and Certification. Require employee “sign-off” or give course completion certificates to prove the successful completion of training. Employee sign-off and certification will effectively demonstrate to regulatory bodies and other interested third parties that training did occur.
- Post-training services are important. Choose a provider who offers additional services long after training is complete. A trainer/provider who is interested in establishing a long-term relationship can conduct audits both before and after training, and otherwise help you grow your business.
- Last on the list is cost. Sure, everyone wants the lowest possible cost. The best decision is usually not the lowest cost training provider however (a short-term strategy). It’s usually the provider that offers your organization the highest possible value in accomplishing your overarching goals and objectives (a long-term strategy).
USE OF THESE TIPS will help you find the best training provider worthy of your hard earned dollars.