Find the most business cultural savvy person to manage your corporate training!

American Writer by Pietro Savo

Corporate training requires someone skilled in adapting to unexpected change. Historically, companies do not spend a great deal of money on internal education processes. Funding for such internal educational processes is dependent on a business’s revenue and the overall profit margin. When you are not making money, a company does not spend money on training. A new mindset must emerge that for a company to be competitive in today’s volatile business markets, a very high-end dedicated sense of urgency must be reflected in corporate training. What is important to understand is that corporation’s number one resource is its people, and that people all learn in different ways, but they all share a common need for success that comes about from training.

In retrospect, a true training leader must be focused on the value of the training to the people under his or her educational care. Training must be used to adapt the company to the market. For that reason corporate training commitments must be focused, funded, and have the ability to be adaptive to the never-ending adjustments in business markets. Corporate training must be adaptable to the market’s priorities and reality for conducting business. The commitment to corporate training is even more important once you realize that training in today’s busy work environment of having to do more with fewer resources; it becomes even more important to train people quickly to meet the market needs the first time.

Therefore, the corporate trainer’s role must be to ensure that every moment of training has a very high ROI ratio for the employee as well as for the corporation. To ensure this happens. It becomes very important that corporation seeks out and hires the most business cultural savvy people to develop and deploy training throughout the corporation, and this becomes the best recipe for corporate training successes.

by AMERICAN WRITER Pietro Savo Tradition Books Publication © 2011


Manufacturing Research Practitioner ™ by Pietro

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About Dr. Pietro Savo

Dr. Pietro (Pete) Savo is a Principal Consultant with over 28 years of diverse experience in Business Strategy Improvement (BSI), Leadership Development, Operations, Engineering, Manufacturing, Quality Systems, Material Management, Supply Chain, Union Shop and consulting environments. Pietro created the term Manufacturing Research Practitioner ™ as the foundation for his Doctoral thesis dedicated to improving the United States Manufacturing Industry.  Dr. Savo has lectured at, Boeing Aircraft, Lockheed Martin, Rolls Royce, Northup Grumman, Raytheon and United Technologies on various subjects such as Lean Thinking, Leadership, Team Building, Quality Systems ISO Registrar Selection and Root Cause Analysis. Taught Root Cause Analysis for American Society for Quality (ASQ). Customized Training Specialties Leadership & Culture & Conflict Resolution Made Simple Root Cause Analysis (RCA) Problem Solving & Mistake-Proof It! Lean Manufacturing & The 6S's: Workplace Organization Evolving Quality Systems ISO 9001:2000/AS 9100:2000 Industry Evolution Building Business with the United States Government and Prime Contractors New Project Bidding Team Improvement Training “Know Your Front End” Published: Root Cause Analysis System for Problem Solving and Problem Avoidance Published: PERFECTION - 10 Secrets to Successful Lean Manufacturing Implementation. United States Navy Veteran View all posts by Dr. Pietro Savo

2 responses to “Find the most business cultural savvy person to manage your corporate training!

  • sensitive875

    i really enjoyed your fabulous post and i am agreed to the fact about corporate training . What matters in this i s Rate of Interest of both an employee and industry.

  • Liane

    Well-written article, Pete! You brought up an area within corporations/organizations that is typically cut because of lack of funding. I agree that organizations need to hire business cultural savvy people to develop and deploy training throughout the corporation/organization. However, organizations struggle with keeping abreast of constant changes within their own industries, which may include new or updated government regulations, properly aligning their business practices to meet their organizations’ goals and objectives, maintaining their competitive edge, etc. Training/educating employees should be a high priority for organizations, as long as they have a well-developed, strategic plan that integrates professional development for their employees and they embrace ongoing changes aligned with their strategic business plans. There are too many organizations operating within an abyss – meaning, the primal chaos before Creation. The term, abyss, seems appropriate because there tend to be no “cross-functional” teaming of projects, programs are too often developed without appropriate requirements gathered and documented (supposedly saves time and money, which is truly a fallacy) and then implemented without appropriate levels of testing (ends up costing organizations more money to fix the non-functioning program and appease each client/customer), and organizations wonder why they are spending beyond their initial budgets…

    In a nutshell, organizations do need training programs developed for their employees and they need to hire business cultural savvy people who also understand the different styles of learning, and equipped to assess individuals and develop the most appropriate training programs for employees. In addition, organizations need to take a good look at their strategic business plans and make sure their business processes align with their strategic business plans. This would require organizations to hire ‘un-biased’ individuals with astute, business process analysis and workflow analysis skills, detailed documentation proficiency, and have the ability to communicate with various levels of personnel. How much money do you think organizations would end up saving in the long run? How productive and efficient do you think these organizations would become? How long do you think they would notice that ROI?

    Thanks for sharing your insightful article, Pete! Always a pleasure seeing what you have to say…

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