How can partnering with external training facilitators or organizations benefit your HR department?

Partnering with external training facilitators provides specialized expertise, fresh perspectives, access to diverse training methodologies, cost-effective solutions, and tailored programs, enriching HR's training offerings and allowing the department to focus on core functions while ensuring quality professional development for employees.

External facilitators support the learning and actions in the organizations because they bring new perspectives and approaches. What is paramount is understanding the context and needs of the individuals and teams so the right opportunities can be considered - the ones that will bring the best benefits and outcomes. Whether the needs relate to individual coaching, technical skills or development of innate talents, there are specific partnerships : 1) Coaching: companies hire this service for manager′s level to handle individual′s needs; 2) Group coaching: purpose is developing a group to a TEAM and it is related to behaviors, not technical issues; 3) Training : objetive is developing competencies that relate to knowledge, technical skills

Partnering with external facilitators or training organizations can benefit the Human Resources department in various ways. As a tech recruiter, the one that is closest to my reality is Technology and Innovation: External partners can bring along innovative training technologies and methods, keeping the company up-to-date with the latest trends in the field of human development.

One added benefit of partnering with experienced external training facilitators is that they can view the organization or specific team with "fresh eyes" and sometimes recognize training and development needs that the HR team is unwillingly blind to, due to being preoccupied with known issues and/or needs.

O treinamento, ao partir do pressuposto de que algo precisa ser aprimorado, reorganizado ou corrigido, destaca a importancia de considerar a perspectiva do suporte externo para implementar mudan?as necessárias e eficazes. Esse cenário se torna ainda mais evidente quando ponderamos sobre a experiência prévia do profissional ou da equipe de treinamento. Mesmo que haja confian?a no potencial do RH para abordagens através do time de treinamento e desenvolvimento, reconhe?o que em algumas situa??es, mesmo com a estrutura necessária internamente, é valioso contar com uma perspectiva externa que traga bagagem e abordagens diferentes das utilizadas no cotidiano.

Especially for smaller training teams leveraging outside resources can reduce opportunity cost of developing new programs internally. This allows internal teams to focus on more organization specific needs and use off the shelf expertise to more quickly deploy learning. While the cost of the outside source can appear large it’s often cheaper when considering how much internal time would be needed to match that level of knowledge and the time not working on other projects that would have a greater impact

Outsourcing training coordination to an external facilitator can save significant organizational work hours otherwise spent on planning and organizing. This approach mitigates the risk of being exploited by venues and material vendors. External facilitators efficiently handle these tasks, reducing your effort, cutting down on the cost of training internal resources, and eliminating potential unforeseen overheads, including equipment acquisition costs.

I forgot the title of the book, but it reviewed the idea of completing yearly tasks in 12 weeks rather than 12 months. One of the big solutions was to ask who can complete this task rather than how can I complete this task. This places more emphasis on networking and delegating work to get more accomplished in a tighter window. Perhaps this could be a reason to use an outside party to facilitate training and development from an outside HR agency (or any business need for that matter).

Recognition and Appreciation: Recognize and appreciate employees for their hard work and achievements. Implement an employee recognition program. Celebrate milestones and successes as a team.

Reach to new people during trainings, specially with external training partners, is like traveling … you won’t only learn about specific topics, but new architecture on HR, management; understand different working-cultures, markets and customers. Even explore new business that couldn’t be known without this kind of “training journeys”

I have found that consulting with a training partner while identifying your organisation's training needs can be very beneficial. A training partner has experience and knowledge outside of your organisation's perspective, which can help to identify learning experiences and opportunities that may have been overlooked otherwise.

Self-Assessment: Skills Inventory: Evaluate your current skills and knowledge. Identify areas where you excel and areas that need improvement. Interests and Passions: Consider your interests and passions. What aspects of your work or potential new skills align with what you enjoy doing? 2. Job Requirements: Review Job Descriptions: Analyze your current job description or the description of the role you aspire to have. Identify the skills and qualifications required. Industry Trends: Stay informed about industry trends. Identify emerging skills that could enhance your career.

Totally agree, Even....it gives a new perspective that the company doesn't really want to acknowledge.....yet, it soon appreciates the suggestions/recommendations, when the benefits of change are highlighted.

Evaluating potential partners, whether organizations or individuals, is a prudent approach. Utilize accessible resources such as social media, referrals, reviews, testimonials, portfolios, and experiences. Additionally, it's crucial to assess their availability, qualifications, and style to ensure alignment with your organization's offerings.

Partnering with external Training plays an integral role in bringing fresh perspective and innovation to Training approach, negating the possibility of an influenced opinion which can possibly lead to Training interventions not addressing the real pain points causing ingenuity and waste of resources coupled with ineffective training outcomes. They also provide a bird eye view on the outliers providing unbiased and authentic feedback along with offering flexibility in terms of industry best practices, trends and technologies.

Partnering with external facilitators or organizations can bring several benefits to your HR department. They often provide fresh perspectives, specialized expertise, and a neutral standpoint in handling various HR initiatives. Additionally, external facilitators can offer tailored training programs, workshops, and resources to enhance employee development. Collaborating with external organizations can also bring in industry best practices, helping your HR team stay updated and aligned with current trends. This external input can contribute to improved problem-solving, innovation, and overall organizational effectiveness.

Partnering with external training providers and facilitators offers HR teams and their organisations the ability to scale at speed. Outsourcing provides the means to easily adjust the size and scope of training initiatives to match the changing needs of the organisation. This flexibility allows for efficient allocation of resources based on factors such as workforce size, fluctuating demand, and specific training requirements. External trainers can quickly respond to sudden training needs, providing a cost-effective solution that maintains consistent training quality even during periods of growth or contraction. Ultimately, it allows HR teams to adapt training programs swiftly and effectively in a dynamic business environment.