Working with Human Resources to Create Outcomes
Working with Human Resources to Create Outcomes
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- Last Updated: 02 April 2021
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Every client is different. HR knows the business context; you bring the learning craft. When you co‑create clear outcomes up front, the design gets sharper, delivery runs smoother, and reporting gets easier.
Kickoff: questions to ask HR
- Why this now? What problem should change next month?
- Who’s in the room? Roles, headcount, skill spread, constraints.
- Non‑negotiables? Policies, compliance, must‑cover topics.
- Format? On‑site/off‑site, virtual/in‑person, full vs. half day.
- Evidence? What will count as proof that this worked?
- Follow‑through? Who nudges, measures, and reports after the class?
Turn needs into outcomes (then objectives)
Keep it simple: outcomes are on‑the‑job changes; objectives are the in‑session performances that signal progress.
- Outcome (sales): “Reps run a 3‑question discovery on 8/10 calls for four weeks.”
- Objective (in class): “Build and rehearse a 3‑question discovery script once.”
Need a refresher on writing objectives? See Writing Proper Training Objectives and Why Outcomes Matter.
Design the build with HR
- Methods mix: vary for preferences—use the VAK questionnaire and plan to hit multiple styles. See Seven Learning Styles.
- Practice first: if behavior must change, protect drills and feedback time. You may need a full‑day build.
- Context fit: swap generic cases for real scenarios from HR.
- Room norms: co‑set participation rules. Use Positive Learning Environment.
Measurement: during and after
- During: quick demos, teach‑backs, or 5‑item checks tied to objectives. See The Power of Assessment.
- After: one behavior metric (e.g., on‑time starts, first‑call resolution) + a 2‑week check‑in.
- Data sanity: agree on what you’ll collect, who sees it, and how long you keep it.
Roles and hand‑offs
- HR: sponsors outcomes, provides scenarios, confirms policy fit, coordinates managers.
- Managers: reinforce on the job; run short huddles post‑training.
- Trainer: designs to objectives, delivers practice, reports evidence.
To keep momentum after delivery, use Putting Training into Action.
One‑page HR brief (copy/paste)
Audience & size: _________________________________________
Format & date(s): ________________________________________
Objectives (session): _____________________________________
Methods & practice: ______________________________________
Measurement (during/after): _______________________________
Roles (HR/Manager/Trainer): ______________________________
Risks & constraints: ______________________________________
Version & sign‑off: _______________________________________
Related tools & products
- Train the Trainer (Full Course) — outcome‑driven design, debrief scripts.
- Mini Course Packages — focused builds you can stack.
- Meet Organizational Objectives With Your Training — align to strategy and constraints.
- Assessing Your Organisation’s Culture & Readiness for Change — spot adoption risks early.
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