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Seb Anthony

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Best practice exmples of Managing Training Resources both internally and externally


I am working in a large financial organisation and am responsible for training and employee development for operations, sales and marketing in EMEA. At the moment I am writing a report on how we manage our training resources both internally and externally. It would therefore be very helpful to know how other organizations are doing this and if anybody can point me to a best practice model for this. I am also very interested in some examples on how to evaluate the effectiveness of these training resources. I hope any one can help me on this:)

Eva Evers
Eva Evers

2 Responses

  1. Best practice or best fit?
    Learning & Development, and how it is managed, is extremely diverse. Some outsource a lot, others have in-house teams. Some hold the budget centrally, others devolve to line managers. Some have mainly e-learning, courses and secondments, others promote coaching, external qualifications and Action Learning. Some rely on simple cash budgets, others do comprehensive costing calculations. Some follow the holy grail of organisational level evaluation, others invest in individuals careers, if only to attract top talent.
    In other words, there isn’t a single dominant best practice model. The drive seems to be to get the best fit – to match the resources, management and methods that best fit the organisation’s culture, goals and purpose.
    I am sorry if this is not very helpful. All I can suggest is that you review what is delivered and how it is delivered against three main criteria – fitness for purpose, robustness (does it work quickly and flexibly for different people, in different situations) and value for money.

  2. Evaluation
    HI Eva
    Have you thoought about using the IIP Profile tool on evaluation – some great pointers.


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