An average company with a functional training and development system pours hundreds of thousands to millions of crowns annually into training, coaching, and mentoring programs. The market is overflowing with educational activities. When you ask development specialists about their strategies and plans, they enthusiastically showcase the numbers and topics of training sessions. Many boast high attendance and glowing feedback. It’s a sight to behold. But when you take a closer look at the process before and after these impressive educational solutions, the initial excitement fades.

• What specific need prompted this training? What deficit or requirement is it addressing, and is training truly the best solution?
• How have we planned for what people will do with the information after they leave the training? If they don’t apply it within 14 days, it’s likely to be forgotten. Do we leave it entirely up to them, or is it part of the development design?
• Are people developing skills that are useful for their job roles and the company’s strategy? And are they developing skills that can actually be developed?

These questions often lead to frustration or sadness, followed by statements like “You know, we can’t…”, “managers don’t have time…”, or “business comes first here.” The shock sets in when we calculate that the return on investment in development hovers around 5-10%.

In the “Unlocking the True Developmentt” workshop, you won’t learn how to overhaul and save the entire system. However, we will uncover 3 practical tools that every HR professional can use to confidently respond to training requests and gradually increase the return on investment in a realistic way.

With practical examples and the opportunity to practice on your own development topic that you bring to the workshop.