Every successful relationship begins with a basic understanding of each other – and your relationship with your learning and development partners is no exception. In order for L & D partners to provide an effective curriculum, they need to demonstrate their experience in successful learning interventions.
Your workforce understands all the nuances of designing and delivering to new audiences and reveals maximum value from experienced learning and development partners. When conducting a vendor audit process, request relevant client feedback, case studies, and an overview of the facilitator audit process. Do they have experience in training design and delivery? How long have they done in your industry, and what are some of their success stories?
Do L & D
Just because a learning development vendor has shown enough experience does not mean that they are automatically certified as Cork Bicycle Rent zone optimal for your company. Having it provides a strong foundational starting point, but value-creating L & D partners need to be able to understand both the short-term and long-term goals of a particular business.
After a few discussions with potential partners, you should be confident that they understand where your company is now and where you want to be in your learning and training program. Learning is not a single event! To assist in the transition from A to B, L & D partners need to offer their own learning strategies that show a completely immersive journey of how learning goals are achieved. Veteran vendors implement strategies that take into account the various learning paths of the business, such as a basic level onboarding process for new employees, continuous learning modules for existing employees, and continuous learning.
Do L & D partners customize content and offer employees multi-channel learning options?