why learning & development. opportunities missed turnover, low morale, business expansion...
TRANSCRIPT
Why
Learning & Development
Opportunities
MISSED
Turnover, Low Morale,
Business ExpansionLearning Culture
L&DADDED VALUE
?Improve Morale
Reduce Turnover
Create Positive learning Culture
John CoxUniversity Of North TexasCollege of Education, Matthews HallDenton, TXUSAASTD 2005 Research-to-Practice
L&DADDED Value
?
Cost of Not Training?
Annual survey report 2006© Chartered Institute of Personnel and Development 2006 UK
L&D ADDED Value
? Cost of Not Training?
Double Face
Re-Supply People
Retain People
Learning
Contributions
Reduced recruitment costs (because training create more job-ready candidates for promotions)
Skilled Managers/ Impact
Increase retention by 300 percent.
Companies that don't train their employees are more than three
times as likely to lose them,
BY Louis Harris & Associates
Slash turnover. Only 12 percent of employees who rate their
company's training opportunities "excellent" plan to leave within a year.
More than 40 percent of staffers who say their company offers poor training
opportunities plan to leave within a year.
1999 Emerging Workforce Study-USA
Double Face
Management skills is now the subject most frequently addressed by U.S. retail ,companies in their training programs, edging out more traditional topics like customerrelations and technology skills,
according to a study released at the National RetailFederation's 90th Annual Convention. USA 200
Organizations
Building World-Class Business,
Building People, Building Business
International Norm
• Budget increases for corporate learning average 7 percent. • The average spending per learner is $1,273. • Total training spending grew from $51.1 billion in 2005 to
$55.8 billion in 2006. • The technology sector spends the most per learner at
$2,763. • Retail spends Average $519 per learner.• Forty percent of respondents said they have an LMS
“The 2007 Corporate Learning Fact book”
Bersin & Associates- USA
Building PeopleBuilding Business
International Norm
“TABLE Comparison ofBEST AwardWinners andBenchmarkCompanies
2005 Stateof the Industry(Alexandria, VA:American Society forTraining and Development,2005).
Training Hours Number of Employees
BenchmarkingWal-Mart University
Vice-President of vice president, talent planning and developmentof Wal-Mart Stores,
Benchmarking
Retail About People
THERE IS ONLY ONE BOSS: THE CUSTOMER ! …. AND HE CAN FIRE
EVERYBODY IN THE COMPANY, FROM TOP ON DOWN, SIMPLY BY SPENDING
HIS MONEY SOMEWHERE ELSE.
Sam Walton
Customers will spend up to 10% more for the same
product with better service.
Customers will spend up to 10% more for the same
product with better service.United States Agency for International Development - 2003
A SERVICE WHICH IS ANAFFORDABLE TODAY REMAINS UNAFFORDABLE TOMORROW…
Publisher: T+D MagazineUSA
The difference between a happy and horrifying shopping experience is the amount and quality of the training that frontline employees, such as sales associates and store managers, have received. With competitive pressures mounting from traditional local retailers, deep-discounters, warehouse clubs, and a galaxy of online merchants, many retailers see customer service and product knowledge as their key competitive differentiators, and they’ve ratcheted up their employee training efforts to meet that challenge.
Driving Business Strategy through
Learning & Training
L&DADDED Value ?
Cutting the Cost
Running with Less Manpower
Required SKILLED
& Competent
Caliber Staff Adaptive for Today & Tomorrow Needs
L&DADDED Value
?
L&DADDED Value
?
© Chartered Institute of Personnel and Development 2006 UK
A four-year study by the American Society of Training and Development
shows that firms who invest $1500 per
employee in training compared to those that spend $125, experience on average: 24% higher gross profit margins and 218% higher income per employee!
L&DADDED
Value
What & How
Running
Learning Like a
Business
Thank you!
Feras Al-Tal
Group Training Manager
Geant Saudi Ltd,
