Choosing the right technology training partner requires careful consideration of several important factors. Start by defining your specific training needs, including the skills and technologies you want to focus on and your overall training objectives — skill development, compliance or onboarding.
Next, evaluate the supplier’s expertise. Look for those with a solid track record in the life sciences industry. Check their experience with the specific technologies you need a curriculum on.
It’s also essential to review the training methods they offer; consider the different delivery modalities available, such as asynchronous digital learning, synchronous live online or in-person or hybrid, and prioritize interactive and engaging approaches, like simulations, role-playing or hands-on labs.
Customization is another key aspect. Ensure the partner can tailor their training programs to fit your organization’s unique needs, culture, business policies and specific software configurations. As you narrow down your options, request references and review case studies from previous clients to gain insights into their effectiveness and the relevance of their content.
Ongoing support and resources should also be assessed. Determine what kind of support is available before, during and after the training, and check for post-training resources that reinforce learning. Additionally, consider pricing structures to ensure they align with your budget, while also evaluating the potential return on investment by assessing the vendor’s impact on employee performance.
Be sure to evaluate the tools the supplier uses. Confirm that they have experience with the latest tools and technology available.
Collaboration capabilities are crucial when selecting a training partner. It’s essential to ensure that the supplier is open to feedback and has a well-defined process in place to facilitate effective collaboration.
A strong partnership means the supplier should proactively engage with your team, allowing ongoing dialogue throughout the training development process. Open collaboration ensures the partner can tailor the curriculum to your organization’s specific needs and objectives.
Look for a partner that values your input and is committed to refining the training content based on your insights and organizational culture. This collaborative approach can significantly enhance the training experience and outcomes.
That said, it’s crucial to ensure that the partner can take on the bulk of the work independently. They should be able to create the training content with minimal oversight from your team. If the supplier requires constant guidance, then the purpose of outsourcing — to free up your internal learning and development team for more strategic initiatives — won’t be achieved. Look for a partner that demonstrates self-sufficiency and expertise, allowing your team to focus on highervalue tasks.
Finally, after considering all these factors, you can confidently select the partner that best aligns with your organization’s needs, goals and budget. The ideal partner should feel like a natural extension of your internal learning and development department, fostering a cohesive partnership rather than a disconnected relationship.
If a partner falls short in any of these areas, it may be wise to continue your search.
Pam Morris is the director of operations and sales at LPW Training Services. Email Pam at pmorris@lpwtraining.com or connect through www.linkedin.com/in/pam-morris/.
