Why

Learning & Development

Opportunities

MISSED

Turnover, Low Morale,

Business ExpansionLearning Culture

L&DADDED VALUE

?Improve Morale

Reduce Turnover

Create Positive learning Culture

John CoxUniversity Of North TexasCollege of Education, Matthews HallDenton, TXUSAASTD 2005 Research-to-Practice

L&DADDED Value

?

Cost of Not Training?

Annual survey report 2006© Chartered Institute of Personnel and Development 2006 UK

L&D ADDED Value

? Cost of Not Training?

Double Face

Re-Supply People

Retain People

Learning

Contributions

Reduced recruitment costs (because training create more job-ready candidates for promotions)

Skilled Managers/ Impact

Increase retention by 300 percent.

 Companies that don't train their employees are more than three

times as likely to lose them,

BY Louis Harris & Associates

Slash turnover. Only 12 percent of employees who rate their

company's training opportunities "excellent" plan to leave within a year.

More than 40 percent of staffers who say their company offers poor training

opportunities plan to leave within a year.

  1999 Emerging Workforce Study-USA

Double Face

Management skills is now the subject most frequently addressed by U.S. retail ,companies in their training programs, edging out more traditional topics like customerrelations and technology skills,

according to a study released at the National RetailFederation's 90th Annual Convention. USA 200

Organizations

Building World-Class Business,

Building People, Building Business

International Norm

• Budget increases for corporate learning average 7 percent. • The average spending per learner is $1,273. • Total training spending grew from $51.1 billion in 2005 to

$55.8 billion in 2006. • The technology sector spends the most per learner at

$2,763. • Retail spends Average $519 per learner.• Forty percent of respondents said they have an LMS

“The 2007 Corporate Learning Fact book”

Bersin & Associates- USA

Building PeopleBuilding Business

International Norm

“TABLE Comparison ofBEST AwardWinners andBenchmarkCompanies

2005 Stateof the Industry(Alexandria, VA:American Society forTraining and Development,2005).

Training Hours Number of Employees

BenchmarkingWal-Mart University

Vice-President of vice president, talent planning and developmentof Wal-Mart Stores,

Benchmarking

Retail About People

THERE IS ONLY ONE BOSS: THE CUSTOMER ! …. AND HE CAN FIRE

EVERYBODY IN THE COMPANY, FROM TOP ON DOWN, SIMPLY BY SPENDING

HIS MONEY SOMEWHERE ELSE.

Sam Walton

Customers will spend up to 10% more for the same

product with better service.

Customers will spend up to 10% more for the same

product with better service.United States Agency for International Development - 2003

A SERVICE WHICH IS ANAFFORDABLE TODAY REMAINS UNAFFORDABLE TOMORROW…

Publisher: T+D MagazineUSA

The difference between a happy and horrifying shopping experience is the amount and quality of the training that frontline employees, such as sales associates and store managers, have received. With competitive pressures mounting from traditional local retailers, deep-discounters, warehouse clubs, and a galaxy of online merchants, many retailers see customer service and product knowledge as their key competitive differentiators, and they’ve ratcheted up their employee training efforts to meet that challenge.

Driving Business Strategy through

Learning & Training

L&DADDED Value ?

Cutting the Cost

Running with Less Manpower

Required SKILLED

& Competent

Caliber Staff Adaptive for Today & Tomorrow Needs

L&DADDED Value

?

L&DADDED Value

?

© Chartered Institute of Personnel and Development 2006 UK

A four-year study by the American Society of Training and Development

shows that firms who invest $1500 per

employee in training compared to those that spend $125, experience on average: 24% higher gross profit margins and 218% higher income per employee!

L&DADDED

Value

What & How

Running

Learning Like a

Business

Thank you!

Feras Al-Tal

Group Training Manager

Geant Saudi Ltd,

Feras.altal@gmail.com

faltall@geantsaudi.com.sa