Tom Greenan says keep it simple if you want to succeed.

I agree with Tim about not getting too hung up about scoring. Briefly and simply - I would focus on asking the managers and senior managers 'What are the three key things that you feel need to be done now to get/keep YOUR unit/department on track/target for meeting the objectives/goals etc'. This could be broken down into knowledge/skills/attitudes etc. They should know what's needed - or you've got a bigger problem.

I would also hold some focus groups with some selected non-managerial staff in the units to establish whether there is synchrony between what the managers and staff believe are priorities to meet the business needs.

The results can be easily married together - and there's a good feeling of something being done to meet the most pressing business needs at present. Then you can focus on longer term needs. I have carried this out many times over the years with many organisations (some even bigger than yours) and it works. Drop me an e-mail if you want to discuss it further.

***
View the original posting:
Prioritisation of Training Requests

***
See more Trainer’s Tips:
TrainingZONE