the 5 costliest mistakes in training
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The five costliestmistakes in trainingI N C R E A S E Y O U R B U S I N E S S P E R F O R M A N C E
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Can you relate to these5 costly mistakes?
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No.1
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No.1 Administration devours resources
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No.1 Administration devours resources
As the scale of your training programmes begin to grow,every aspect of your operation grows. More resources are
required to manage the workload and as a result yourbottom line begins to take a beating. Costs mount as
administrators wrestle with an increasing number of tasksassociated with course date management.
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Number 2
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Number 2 Failing to capitalise on sales opportunities
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Number 2 Failing to capitalise on sales opportunities
Can clients register for your courses 24 hours a day, 7 days aweek? Are they able to access live course catalogues?
Customers spend too much time and energy searching for andthen trying to register for courses. In today’s competitive
marketplace it is vital to capitalise on every sales opportunity.
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NO.3
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NO.3 Business decisions are based on suppositionrather than fact
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NO.3 Business decisions are based on suppositionrather than fact
Business intelligence is vital to fight the temptation to gowith your instincts. Failure to take a rational approach to
the planning, marketing and delivery of training canerode margins significantly.
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Number four
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Number four Attendees are the only ones that learn
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Number four Attendees are the only ones that learn
Training can—and should—be a continual learning process forboth the trainee and trainer. In too many organisations this is
not the case. Obviously, the more you know about youraudience, the more effectively you can personalise your
programmes, fine-tune content, package offerings, and targetthe most appropriate potential clients.
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NUMBER 5
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NUMBER 5 Failure to communicate effectively
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NUMBER 5 Failure to communicate effectively
Communication with the customer is vital, many trainingorganisations are guilty of focusing on the attendee and failing to
keep the customer, i.e. the employer, fully involved. Experienceshows that gaining the commitment of the employer or his
representative, e.g. the HR manager, generates loyalty, leading toincreased repeat business.
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