How to Build a Self-funded Learning and Development Model
For years, organizations have been getting by with the bare minimum when it comes to training, especially sustaining employee learning and introducing innovation.
Organizations now face one of the biggest transitions in the way humans work and learn since the Industrial Revolution. This digital and work-from-home shift has accelerated the move from traditional learning models to a more virtual, digitally enabled,
on-demand learning ecosystem. ISG provides a range of training advisory, content development, technology enablement, training delivery and learning managed services to help clients succeed in the modern digital workplace:
1. Leveraging the Cost of Technology
2. Realizing Training Is Not Core to Your Business
3. Generating Revenue
4. Mitigating Risk
5. Improving Scalability of Resources
6. Leveraging Channel Relationships
7. Boosting Speed to Market
8. Increasing Geographic Reach
9. Improving Access to Talent
10. Reducing Costs
As many companies look to shrink and stabilize their budgets, they may overlook an easy way to save money and still maintain effectiveness in the critical area of training. It’s imperative to have a good training staff at your organization, but
you also want to make sure you don’t have more full-time positions than required as training needs ebb and flow. A relatively new way to handle this involves managed services that support training design, development and deployment.