Case Studies

More than 800 small and mid-sized companies nation-wide are using Business Training Library to meet their special training needs and budgets. Read on to learn more about how our members are using Business Training Library products and services to achieve outstanding business results.
 

Prior to partnering with Business Training Library in 2005, Nicholas & Company lacked a formal training program. Wes Stockmann, Nicholas & Company’s Manager of Performance Development, suggested the introduction of a performance development department to company executives to support its 10-year trend of double-digit growth. Nicholas & Company executives decided it was time for a formalized development program committed to management development training, as well as training in other soft skills, including communication, safety, and more. Nicholas & Company partnered with Business Training Library based on a recommendation from the American Society for Training and Development’s (ASTD); which touted Business Training Library as a great resource for providing companies on limited budgets with access to a wide variety of training programs.
 

Before partnering with Business Training Library in 2004, VSECU’s training and development curriculum was heavily technical, with little or no concentration on soft skills development. Varying skill sets needed improvement, including the need to initiate a sales training program for VSECU’s Retail Division. VSECU hired corporate trainer Bruce Tichenor to help the co-op with these needs. Bruce recognized that in order to take VSECU to a whole new level, its training program needed to have a broader focus than mere technical and sales topics. He believed it would benefit dramatically from the implementation of training in communication, business writing, management of difficult situations in the workplace, leadership, supervision skills and more.

Before partnering with Business Training Library, OPERS lacked a personalized training program, hiring local trainers to conduct programs both at the OPERS headquarters and offsite. The latter program caused management to be offsite for long periods of time, and was far too rigid for OPERS’ needs. David J. Tyhosky, Manager of OPERS Recruiting and Organizational Development Department, began to look for a more efficient training option, and “felt the 24/7 option Business Training Library offered gave everyone more flexibility.”

Before joining Business Training Library, Flinn Scientific lacked an internal training program. As an alternative, they allowed their managers to attend two external seminars per year. What they found, however, is that with such busy workdays, it was often difficult for their management team to set aside an entire day or even a half-day away from production. According to Human Resources Manager, Joanna Janecek, this approach wasn’t cutting it. “We weren’t doing enough to equip our managers with effective coaching skills, and the material wasn’t always applicable to their job at Flinn.


Before World Wide Technology joined Business Training Library, they provided employees with external computer classroom training that related directly to their job and CBT courses that they'd purchased on their own. Their technology vendors, Cisco and Sun Microsystems, provide them with training specific to their products. WWT found that the expense of classroom training and maintaining a full-time training staff limited their ability to meet all of their training needs. For their situation, they felt it made more sense to invest in outside training resources.


Prior to joining the Lending Library, employee training at AFSI was limited to monthly safety discussions and employees occasionally attending off-site seminars or going to the local community college. Because they run a three-shift facility, they felt that video training was the best possible approach for the bulk of their training but quickly became frustrated with the cost of purchasing training programs and the speed with which the programs became outdated. Based on their budget, they could only purchase two or three video programs annually but really needed more than what just three training videos could provide for a staff of over 100 employees.
 

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