For maximum impact, HR and training professionals should work with operating managers to see how and if training can help the organization meet its strategic goals. Thinking about training strategically requires a broader perspective. For example, if a company knows that many of their managers will be retiring soon, they can implement training to prepare future leaders, but they may also want to implement a succession plan and promote from within to address the problem. Training is not the only answer to every company problem.

To be a strategic investment, training must align with company goals, but it also has to produce performance results. Training evaluation is as critical as training design and implementation.

Select the best answer to the following question.

Generally, how much do companies spend on training per employee, per year?

$$1,300$

$$500$

$$5,000$

$$2,500$

Select the best answer to the following question.

A program mission, financial resources, technologies used, instructional design and delivery, outsourcing, and vendor information are all part of:

an organization$$s learning strategy.

an organization$$s strategic mission.

an organization$$s training costs.

an organization$$s key competencies