Development with a business benefit
The best candidate is a program that responds to problems/opportunities that really burn the company's business and that put a lot of pressure on people.
Choosing a program with a business benefit
It goes from defining success from a perspective to describing key routines (what key people have to do for that success) to proposing what people need to learn for new routines
Program design with business benefit
We evaluate and present from participant satisfaction to evidence of changing routines to benefit individual, team and company goals.
Program evaluation with business benefits
According to Brinkerhoff and Kirkpatrick, the key to successful employee development is a system that not only designs development programs, but also measures their impact on the business.
Robert O. Brinkerhoff: "The impact of training is measured by what happens after the training, not during it."
Let's go into more detail
What's burning the business? List the biggest business challenges to achieving company goals.
Which of these pressures people the most? Prioritize challenges based on A) how much your people can influence them, B) how big of a change people need to make to meet the challenges.
What development will help people succeed? Write development programs to help people prepare for and manage key challenges.
Which program will bring the most benefit? Prioritize programs based on A) business benefit, B) size of target group, C) financial complexity, D) ability to achieve quick wins.
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Choosing a program with a business benefit
What does success look like from a business perspective? If the development program goes well, what will be its impact on the chosen business challenge in terms of productivity, revenue, cost and quality?
Who has the most influence on solving a business challenge? Select at least a primary target group and then a group of their managers.
What should the target group do differently? Describe the routines that most increase the chance of success in the selected business challenge and define priorities.
How do we modify the environment to facilitate change? What adjustment to management leadership, goal setting and performance evaluation, reporting and remuneration will help the new routines take root in practice?
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Program design with business benefit
How do we know the program is working? Choose indicators of change - short-term indicators with a small share of external influences that signal either progress directly in solving the selected business challenge or changes at the level of selected routines.
How to present the results of the program? Build a chain of evidence – we got these particular results because people changed their routines in this way by going through this development and this assessment.
Are achievements really created by development? Compare the results with a control group that did not undergo the development program or with the period that preceded the development.
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Program evaluation with business benefits
She cooperated with us
Zita Vačkařová,
EON
HR Business Partner
We worked with humancraft on a project to change the corporate culture. It was a year-long project that was divided into several phases. The goal was to change the mindset of managers of the first management level and the company's top management, to focus on managing changes in the company both on a technical and emotional level, and to strengthen leadership. The cooperation was professional and at a high level, I appreciate the ability to immediately react to changes in the project, the ability to improvise or manage difficult situations when working in groups. Furthermore, the will to move the project forward, even though it was not always easy, to get feedback on my work, even after a while. They approached the project with enthusiasm, came up with suggestions and variants of solutions and, last but not least, excellent preparation.
She cooperated with us
Zita Vačkařová,
EON
HR Business Partner
We worked with humancraft on a project to change the corporate culture. It was a year-long project that was divided into several phases. The goal was to change the mindset of managers of the first management level and the company's top management, to focus on managing changes in the company both on a technical and emotional level, and to strengthen leadership. The cooperation was professional and at a high level, I appreciate the ability to immediately react to changes in the project, the ability to improvise or manage difficult situations when working in groups. Furthermore, the will to move the project forward, even though it was not always easy, to get feedback on my work, even after a while. They approached the project with enthusiasm, came up with proposals and variants of solutions and, last but not least, excellent preparation.
Why is business development important?
Effective development programs that deliver measurable company results are essential to achieving the organization's strategic goals. Using Brinkerhoff and Kirkpatrick's proven methodologies, you can ensure that your training initiatives benefit the overall growth and success of your company.
Contact us
If you would like to find out more about how we can help your organization increase the value that HR brings to your business, please do not hesitate to contact us. We will help you implement effective systems of development and its evaluation, which will lead to the achievement of your strategic goals.