A training effort structured in a delineated manner, which establishes both responsibility and control of the learning and development function can be effectively utilized to further the business purpose of the organization. Training efforts, established with a formal learning and development structure, containing authority for learning processes, learning administration and learning maintenance, then encourage an analytic approach to the work of learning as a human resource achievement. A formalized training unit or learning and development department can effectively approach needs assessment, GAP identification, program development, production responsibility, and event execution with authority. This establishment of structure and authority, accompanied by an analytical approach to development and maintenance of training programs, assures a process to realistically improve learning across the workforce and accomplish learning goals.
Structure your learning and development organization according to your business’ size and purpose. If you have a small, regional, or mid-sized business, a centralized training structure is likely to be appropriate.
Work with other business managers to create a learning and development structure that meets the timing and topic needs of line managers and employees.
Negotiate proactively with your senior executive to determine an appropriate structure for your learning and development unit to be responsive to the organization’s needs, agile in delivery, and able to consistently reinforce the organization’s values and mission.
Identify the position(s) within your learning and development organization, which are responsible for learning creation, learning delivery, and learning maintenance.
Outline staff responsibilities in specific jobs and roles within your learning and development structure. Write responsibilities for training and learning activities into formal job descriptions for your staff.
Establish a process to measure the effectiveness of the development, administration, delivery, and support of the education/training programs provided.
Create and maintain a periodic internal review process that ensures adherence to standards for continuing education and training, either generic educational standards such as those offered by IACET or standards for accreditation provided by your industry.
Designate persons responsible for the calculations of CEUs and the maintenance of CEU records. Assure that calculations are established and allocated differently for both face-to-face and online, self-paced training events.
Allocate the CEU to both learning events and to individuals.