Hi, thanks for the response. Our trainer’s pool currently consists of a few members of HR (Generalists, Instructional Designers, Curriculum Manager) and volunteer managers who have expressed a desire and have the capability to facilitate. The courses they teach are leadership related, diversity and general HR topics (HIPAA, Sexual Harassment, ect.). (Note: the managers who serve as SMEs are mostly involved with the leadership training topics), All have been through either an internal or external facilitator’s certification program. Where our issues are is in the fact that the managers availability to teach has dwindled significantly because of other priorities, and this often leaves us scrambling for trainers to cover classes. At one time we had a pool of 25 or so managers who expressed an interest teach classes, we are down to a reliable 1 or 2 in addition to the members of the HR group. So my question is how do other organizations utilize / manage the SMEs in their trainer’s pool? Also, what if any reward / recognition do other organizations provide to those who volunteer to be part of the trainer’s pool?
To follow up on Amy's comment, you want to get the point where employees value teaching other employees and are willing to take on the responsibility onto themselves. Not a "pool" situation where you constantly find yourself pushing employees to conduct training.
Provide the tools and resources for them, but have them take ownership of it.
In an ideal world employees are required to conduct at least 1 1-hour training per year as part of their annual objectives.
