Providing the Guide in Choosing the Best Ever Business Analytics Course
If you're part of training team in an organization, you may have a range of courses you offer as part of an internal program. How much response do you get when you let people know about your courses? Could it be better?
It's a crucial question right now because training budgets are under scrutiny and organizations will be looking at their programs and asking whether all these courses are necessary. If the take - up isn't very good, there's a chance some courses may be cut ( also some training jobs! )
I often hear people say something like, " We'll let everyone know the course is running and see what response we get. "
This can mean different things. It could mean:
- the course is listed in some internal training directory
- the directory is sent out to people, maybe with a training calendar showing all the available courses and some dates
- the program is on the HR or Training page of a website for people to find if they happen to look
- a separate flyer for the course is sent out by hard copy or email
- the information may be sent to everyone or just to certain people who will choose who to send on the course
Often, however the course is listed, there's precious little information given about it other than the title and a few lines describing the content. This is is nowhere near enough to get people's interest. As an independent trainer, I know I have to market my services to get people to buy them. But a lot of people in internal teams don't do enough to promote their courses. They don't always see the need. They just think they need to list the course with a few details and, if people are interested, they'll come.
It doesn't work like that, people still need persuading to give up their time and go on a course. So how do you promote a course successfully? Here's a very quick guide to marketing.
One - focus on the problems people are facing, the difficulties they have which the course is meant to help them with. In other words, what's the need that's given rise to the course?
Two - use these problems as your main " hook " to get people's attention. The description of the course should set out these problems so that people can identify with them.
Three - tell people how the course will solve these problems. What benefits will they get from attending, what will they learn, how will that help them?
Four - give the course an interesting name that reflects the benefit or the solution they're looking for.
Here's a brief example.
A typical listing for a course might be like this:
Title: Time Management.
This is a 1 day course for all managers and will cover topics such as Delegation, Organising your work area, Making To Do lists, Handling emails."
Title: How To Get More Done In Your Day.
How often do you get to the end of a day and wonder where the time went? Do you find yourself constantly juggling several tasks at once and never actually finishing any of them? How many times do you set out in the morning with the best intentions but find that interruptions and distractions have thrown you off track before you even get to lunchtime?
Well, this workshop is just for you. It will help you to plan your day, deal with distractions and actually get things done. You'll learn how to:
- write and use a To Do list the right way (most of them are useless and you'll find out why)
- prioritize your work so that you can focus on the most important task
- deal with interruptions and distractions without losing valuable time and wrecking your plan for the day
You get the idea.
It's not a question of using " hype " or over - promising, it's just a question of helping people see exactly what they'll get from attending. And that's what they need to persuade them to give up valuable time and go to a training course.
The other point is that people don't make a decision the first time they see something, they may need to be reminded several times before they respond.
So, if you really want to see the numbers go up on your courses, give some thought to the way you market them.
Skill development is important for people who are exposed to lesser job opportunities due to their limited education level. And the best way to develop skills is through vocational training in different areas. Such nature of training is not just limited to school education but also in agriculture, pharmacy, architecture, information technology, labour, medium and small industries as well as hotel management.
Vocational Skills Customized for All
Agricultural farmers approach a vocational training NGO, where they are imparted skills to use agricultural implements and machinery, conserve soil and process, test and manage the quality of food. Students can receive the apprenticeship training or take up a computer-related course in DOEACC 'O' level. For the labour, government provides expertise in craftsmanship and offers supervisory training. Industrial workers may look for jobs after pursuing an entrepreneurship development vocational training programme.
And, the textile industry workers can go for skill upgradation through decentralized training at the grassroot level. Young women can gain skills in preservation of vegetables and fruits and become experts in marketable trades. The educational sector has a major role to play in imparting vocational expertise to the lesser educated and vulnerable sections of the society. This step is quite helpful in catering to the huge problem of unemployment prevalent in our country.
Reasons Behind Underemployment
The difficulty actually sprouts from the high school dropout rates owing to poor education, working to support family income since an early age and lack of information about the job market. Also, what adds to the woes is not having the right skills needed for the nature of employment they seek. Many at times, people accept a work profile that pays them in daily wages without having an idea of the total amount of pay they should get or the opportunities they are ideal for.
Needs to Be Met
An appreciable effort could be designing youth skilling programmes that are sustainable for them yet provide practical knowledge to the needy in order to attract employers and encourage entrepreneurship. Another necessity is to build confidence among the youth and ensure a strong foundation for them in the world of professionalism. However, the labour requirements of growing sectors must also be met.
Employment Readiness Training
Also, opportunities are created through mentoring entrepreneurs and offering financial support to them. Now, what the non-profit organisations do is establish general skilling centres for vocational training. Here, the aspirants are trained in employment readiness and soft skills for both professional and personal growth. They can choose from many options available in specific courses - Desktop Publishing, Retail, Tally, Mobile Repair, Hardware and Networking, Driving and White Goods Repair.
As far as the entrepreneurship programmes are concerned, they are basically designed for women who are offered material and skill assistance to start their own businesses. For instance, tailoring and beauty entrepreneurship programme are inducted by many NGOs into the training module they adopt.