News And Events

Training out-tasking a growing solution for corporate learning

Are you dealing with the business challenge of a post-merger or acquisition integration? How about implementing new or upgrading technology? Expanding operations or opening a new location? Or maybe you're in the process of complying with new regulations and laws.

If any of these scenarios sound familiar, then you are probably also wrestling with the stresses associated with coordinating the large-scale training programs associated with these major business initiatives. The complexity of locating, hiring and managing a team of qualified trainers, especially on short notice and with a need to cover multiple locations can be extremely daunting.

And while you are struggling to keep up with these growing educational needs, you may also be asking: How does this training relate to our strategic business goals? How can we link training costs to bottom-line return?

Increasingly, businesses are turning to out-tasking, an arrangement where selected services are provided by an external service provider, offering access to skilled expertise, a manageable and variable cost structure, and opportunity for increased focus on an organization’s core business. Businesses keep control of the training function, but gain a strategic partner that can address key needs at a reasonable cost.

Challenges faced by training managers

The corporate training function is championed by either a training manager or in smaller organizations, the human resources manager. This individual is tasked with many responsibilities: dealing with unexpected projects when a company experiences rapid business growth, responding quickly to change and providing timely education to employees on the latest developments that will impact their organizations. The training or HR manager is constantly evaluating the availability of internal resources to determine what support is required to satisfy training and business objectives. That role is balanced with determining how to maximize internal staff through periods of growth, dormancy, and downturn.

Benefits of out-tasking for the company

For the training or HR manager, out-tasking offers a way to augment, as well as maximize internal resources to achieve business goals with flexibility in cost and time.

Reduced costs – With out-tasking, training becomes a variable cost rather than a fixed cost, as training personnel are brought in as needed. While costs per hour are higher, there’s maximum efficiency with little or no downtime. Increased training costs become closely aligned with increased revenues during periods of business growth. Companies can negotiate contracts with competing vendors, and are free to renegotiate – or change service providers – when contracts expire. Companies are able to accomplish more without bringing on additional full-time staff.

Top-quality expertise – External service providers offer specialists in multiple areas who can pin-point their expertise to deliver exactly what the company requires. They can add value to on-site training initiatives by providing subject matter expertise, state-of-the-art instructional design and training project management. Internal personnel don’t need to spend the time or money to develop new programs or attempt to gain expertise in areas outside their comfort zone. External training personnel can provide objective advice to internal training departments and offer an alternative business perspective.

Increased internal focus – When external training professionals are engaged to provide specialized classroom training, internal management is able to better focus their time on core business goals, existing training programs, and higher priorities such as coaching and performance improvement. As a result, training goals become closely aligned with the larger goals of the company.

Targeted implementation – Finding and contracting with professional trainers at the right place and time can be a challenging task. A collaborative relationship between external vendors and internal training personnel delivers successful, just-in-time training programs. Programs are implemented quickly and consistently to meet company objectives.

Low risk – Short-term out-tasking contracts allow the company to evaluate and replace vendors, if needed, on a regular basis without further obligation. Companies retain ownership of the training function, but are relieved of the burden of carrying out the training activities. Because external vendors offer skills transfer, knowledge and experience, internal employees are generally accepting to out-tasking and often see it as an opportunity to improve their skills.

A successful partnership

Out-tasking creates a successful partnership that builds an in-depth understanding of an organization’s business, culture and dynamics. Training needs of the organization are fulfilled, with an understanding of the business objectives and how to direct the organization towards achieving its goals, through the development of its employees.
Projects can be developed without a long lead time, and can be linked for consistency and continuity. Training and HR managers can focus more on core management responsibilities and build on training and development initiatives that link to an organization’s goals.
Today’s business environments no longer require a clearly defined choice between in-house training and outsourced solutions. Rather, organizations are looking to strategically source the best training products, services and talent possible. Out-tasking has evolved an optimal choice for companies who understand that black-and-white business decisions more often appear as shades of gray.
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Owen Davis is Managing Director of U.S. Operations of TrainingFolks, which specializes in performance consulting, leadership development and designing and executing employee-based development systems. He can be reached at 704-987-7761 or visit www.trainingfolks.net for more information.