1. To Train or Not to Train: The Real ROI or The Value of Training for the Public Good Utah League of Cities and Towns September 9, 2009

2. Training and Development Learning how to do it Avoiding lawsuits Wasting money-not making the same mistakes Saving money-well trained Safety in the workplace Best time to it is when you’re in a budget crunch Confidence on the job Do a better job/more professional Morale benefit/invest in them New ideas/innovation

3. Ways Professionals Learn Go to school/formal education Learn from other people/networking Going to a conference Trial and error Through manuals and books On the job training/co-workers Reading and studying Repetition Mentoring and Coaching Observing/visually Online

4. Benefits Increased productivity Less mistakes Increase morale Better customer service Knowledge Provides for team building and work better as a team Can save you money/know how to do job so more efficient, can work on other things Increase retention Increase loyalty to organization Multitasking for now and future

5. Pitfalls of Not Training Lawsuits You’re ignorant You’re inefficient Preventable accidents Public has mistrust of you and your organization Diminish investment in technology, etc. Rework over and over Increases stress level of employees Lower retention/high turnover

6. Selling the Idea of Training Sharing in the cost with the org To keep certification Benefit to org to invest in individual Share Training when you get back/Train others LOCATION Make a requirement of job More training/knowledgeable—more marketable Encourage responsibility of own training and improvement

7. Training Measurement Initial reaction Did the training meet your objectives? Was the Training transferred back to workplace? How did the organization benefit? –Source: Donald Kirkpatrick

8. Case Study

9. ROI

10. Risk Of Ignoring

11. Long Term Trends Employees want the quality of their jobs to improve with financial status Employees want more involvement and empowerment in their jobs Organizations rely more on training and development of their people Source: Handbook of Training and Development for the Public Sector, M. Van Wart et al

12. Long Term Trends Explosion of technology and information meaning IT, general information, and statutory and legal requirements Demographic changes and rapid transformation of jobs Pressures to do more with less and reorganizations Source: Handbook of Training and Development for the Public Sector, M. Van Wart et al

13. “The ultimate impact of training and development interventions is to improve organizational effectiveness.” Source: Handbook of Training and Development for the Public Sector, M. Van Wart et al