I have been tasked to create a T&D department (Dec 07') and since has been working creating training protocol for almost every department in my organization. Recently I have been asked by my COO to give a PPT presentation on how the T&D departments needs to be a permanent anchor on the organization and vital to its future success for growth. I am looking for some advice on how to do this. My issue is most of the evidence for success appears to be anecdotal rather than quantifiable.
My presentation needs to be 8-10 slides and I want to hit a home run so that my entire executive peer group buys in on the importance of T&D.

Thanks,
Ron

Ron,

Maybe there really is no value to be gained from T&D.

After all....

....if your organization hires fully trained employees, and...

...if the work never changes,and....

...if customer needs never change, and...

...if policies, procedures, and equipment never change, and....

...if work processes are stable, with no complexity or variation, and...

...if there are no errors or rework, and...

...if everyone is delighted to remain at the level (compensation) that they began with on day 1, and...

I think you get the message. Every organization is constantly in a state of flux...growth...change. Without an explicit strategy, plan, and capability for keeping employee skills in alignment with that movement you are behind before you ever start.

Want to hit a home run? When it comes time for your presentation just stand up and tell them you don't know how-to use PowerPoint. They'll get the message. (You may also lose your job.....but man will it have been a moment for the ages!)

Thanks for the chuckle. I agree. here is the scenario. anytime there has been the need for training everyone just went out and obtained the training on their own. Yes grossly inefficient in many levels. I am actually looking for a skeletal outline for presenting this to the my peers who happen to be the executive team.

Cheers,
Ron

Ron,

Can you provide a bit more info regarding company size/industry?

Here are a couple of quick hits...nothing definitive but maybe something to help get the juices flowing.

Check out Industry Statistics article on ASTD website.

Here is a basic discussion about Why Training Matters.

Think about changing the conversation from T&D (a department) to Performance Improvement. In doing so you get to flow in language linked to corporate goals/objectives....and yes, ROI.

You might even find yourself with a far better seat at the head table....since what you do is help people help the company become more profitable.

Bridgevine, Let me get this straight, these guys charge you with creating a Training Department and now they ask you to justify your existence (their decision) by a ppt?????
What were your goals as defined by management(COO) and what have you accomplished so far , in terms of $/time etc in a language they understand (for this speak to the numbers folks).

Nero