Training
Your Organization’s Training Program
• Is it: Pertinent? Appropriate? Cost-effective?
• Does program and course design fit your company’s job requirements?
• Do people spend too much time in training? Too little?
• After training, are employees able to do their jobs efficiently and effectively?
• Do managers ever suggest training as a solution when the performance of excellent employees deteriorates?
• Do you know how much it costs for ten entry-level employees to spend a morning in training? Ten mid-level managers to spend a day?
• How much could it cost your organization when an employee makes a mistake? Loses a customer?
One-on-one and small-group follow-up
If someone needs help after the training, is it Pragmatic? Goal-oriented? Short-term? Karen’s clients often come to her for one-on-one or small-group follow-up after she has led a conflict resolution or teambuilding class. Drawn to her pragmatic approach, HR directors hire Karen for short-term conflict resolution or results-oriented consulting on a specific conflict (such as on-going organizational change). They find that the rapport Karen has built in the class, as well as employees’ familiarity with her philosophy, viewpoint, and methods, adds to her effectiveness.
“Karen Snyder was instrumental in improving our safety training program. Our work together has gained recognition from senior management.” —Bill Thornton, Shire Labs
Karen helped a pharmaceutical-testing company streamline their safety-training program while still meeting stringent FDA requirements, reducing the yearly training time by 66 hours per employee.
