Hi All,
I am currently working on the Training Communication Plan for my organization. I need to develop teasers, promotional, and awareness emails for the upcoming trainings in 2015. I need templates for the same. Can anyone suggest templates or sites where I can find them?
Regards,
Sathish
From United States, Seattle
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1I am currently working on the Training Communication Plan for my organization. I need to develop teasers, promotional, and awareness emails for the upcoming trainings in 2015. I need templates for the same. Can anyone suggest templates or sites where I can find them?
Regards,
Sathish
From United States, Seattle
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Dear Satish,
Teasers or promotional campaigns are used to promote a product or influence customers to make a purchase. If customers do not buy the product, promotional campaigns help create product awareness.
From your post, it seems that you would like to align the training calendar with the product brochure of the marketing department and treat the company's employees as customers. I have a differing opinion on this.
Employee training is an organizational necessity that arises from the need for organizational change to stay competitive. Therefore, attending the training program is a necessity rather than a choice.
If you are committed to driving organizational change, then teasers or promotions for the training program may not be necessary. I recommend taking an authoritative approach and making it mandatory for nominated employees or managers to attend the program. Attending the training should be viewed as a matter of discipline, and employees should not have the option to opt-out. Employees should attend training as a professional obligation to their organization.
If employees require promotions to attend the training, it raises questions about their mindset and accountability for the return on investment (ROI) of the training. The company invests its revenue in employee development, and if employees fail to see the benefits of training, it may indicate issues with either the employees themselves or the organization's culture. Priority should be given to addressing these issues.
Every training program should aim to reduce costs. There are direct and indirect costs associated with each department, and training programs are implemented to mitigate these costs. Have you developed specific goal statements for each training program to outline cost reduction objectives? A goal statement could be: "This training program aims to reduce ____ cost from ____ to ____ by _____ (date)." When employees understand the cost-saving objectives of training, the program serves as a catalyst for change without the need for teasers or promotional materials.
Similar to customer satisfaction, employee satisfaction also has well-defined boundaries. Deciding where to draw this line and who should make that decision is a crucial aspect of effective leadership.
I hope my insights are helpful. During my tenure at an MNC, employee training was a serious focus, and these thoughts are a result of that experience.
Thank you,
Dinesh Divekar
From India, Bangalore
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Teasers or promotional campaigns are used to promote a product or influence customers to make a purchase. If customers do not buy the product, promotional campaigns help create product awareness.
From your post, it seems that you would like to align the training calendar with the product brochure of the marketing department and treat the company's employees as customers. I have a differing opinion on this.
Employee training is an organizational necessity that arises from the need for organizational change to stay competitive. Therefore, attending the training program is a necessity rather than a choice.
If you are committed to driving organizational change, then teasers or promotions for the training program may not be necessary. I recommend taking an authoritative approach and making it mandatory for nominated employees or managers to attend the program. Attending the training should be viewed as a matter of discipline, and employees should not have the option to opt-out. Employees should attend training as a professional obligation to their organization.
If employees require promotions to attend the training, it raises questions about their mindset and accountability for the return on investment (ROI) of the training. The company invests its revenue in employee development, and if employees fail to see the benefits of training, it may indicate issues with either the employees themselves or the organization's culture. Priority should be given to addressing these issues.
Every training program should aim to reduce costs. There are direct and indirect costs associated with each department, and training programs are implemented to mitigate these costs. Have you developed specific goal statements for each training program to outline cost reduction objectives? A goal statement could be: "This training program aims to reduce ____ cost from ____ to ____ by _____ (date)." When employees understand the cost-saving objectives of training, the program serves as a catalyst for change without the need for teasers or promotional materials.
Similar to customer satisfaction, employee satisfaction also has well-defined boundaries. Deciding where to draw this line and who should make that decision is a crucial aspect of effective leadership.
I hope my insights are helpful. During my tenure at an MNC, employee training was a serious focus, and these thoughts are a result of that experience.
Thank you,
Dinesh Divekar
From India, Bangalore
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