A "minimalist training strategy" from the implementor's perspective - be it a Human Resources department or any other in a services company - could simply be the recommendation for every applicable worker to follow the next simple steps:
- Do your personal training plan (with your manager)
- Assist online (typically on your "extra" time, or you could have a cost centre for reporting effort spent on the individual training)
- Assess your acquired knowledge on those same platforms (online tests) or at external certifications sites (MS, Oracle, ...)
- Your manager should manage the execution of the plan. After all, he's your manager ;)
There are several online tools that streamline the implementation of this "minimalist training strategy". You just have to pay the yearly fee (and configure who has access to it):
- Microsoft Virtual Academy: http://www.microsoftvirtualacademy.com/
- CBT Nugets: On-demand video training for IT pros – http://www.cbtnuggets.com/#
- Pluralsight: http://www.pluralsight.com/business (and http://www.pluralsight.com/)
- Simplilearn: http://www.simplilearn.com/
This model is interesting to manage some delivery idle times that could be created between the end of a services project and the start of the next one (if you're a software service company), since it is individual and the training can start at any time, any place (no need to wait for the trainer).
