Welcome to the The Learning Center

powered by Sales Trac Training™

Sales Trac Training

WE Make Learning a Together Kind of Thing


In our fast-paced world filled with new rules on people interactions, living, and even buying, we must elevate our own way of doing business. By weaving into our platform "the future is now" concepts, we've developed best-in-class training programs from micro courses to full workshops that keep you moving forward. Content delivery at your service to meet your in-person, web broadcast, and even asynchronous (on your time) learning has created a learning ethos inclusive of everyone.
In our fast-paced world filled with new rules on people interactions, living, and even buying, we must elevate our own way of doing business. By weaving into our platform "the future is now" concepts, we've developed best-in-class training programs from micro courses to full workshops that keep you moving forward. Content delivery at your service to meet your in-person, web broadcast, and even asynchronous (on your time) learning has created a learning ethos inclusive of everyone.

Training & Development to Make the Future Now


The responsibility of training the workforce is generally taken on board by Development or Talent teams in larger corporations and Human Resources in smaller companies. They are required to identify topics and needs of the training programs and make them available for employees. They have a responsibility to build the strategy and roadmaps of employee experiences and journeys. 

There is a common stigma around corporate training programs, where employees often struggle to see value in them because they are designed to highlight gaps or are very specific and only relevant to current positions. Hence, the role of L&D now is evolving to enable ongoing learning rather than control it.
The responsibility of training the workforce is generally taken on board by Development or Talent teams in larger corporations and Human Resources in smaller companies. They are required to identify topics and needs of the training programs and make them available for employees. They have a responsibility to build the strategy and roadmaps of employee experiences and journeys. 

There is a common stigma around corporate training programs, where employees often struggle to see value in them because they are designed to highlight gaps or are very specific and only relevant to current positions. Hence, the role of L&D now is evolving to enable ongoing learning rather than control it.

Today's Learning Workplace


Better workplace learning is more in demand than ever. According to a survey conducted by LinkedIn, 94% of employees stated that they would commit to staying at a company longer if the company invested in their development. Complimenting this statistic is the fact that 90% of top management also believe that investing in their employees’ career development is a positive requirement for the growth of the company.

What next? Creating 'standardized' training programs for all your employees will present information in front of them but that does not guarantee transfer of knowledge and employee engagement that will translate into growth for the company. More importantly, your employees have varied roles, experience, knowledge, & abilities.

Designing your training program to be specific to each one of them will improve learning efficiency and increase ROI. Well-structured L&D programs build the desired knowledge and skills that will impact individual employee performance and increase job satisfaction, which often results in higher employee retention.

Better workplace learning is more in demand than ever. According to a survey conducted by LinkedIn, 94% of employees stated that they would commit to staying at a company longer if the company invested in their development. Complimenting this statistic is the fact that 90% of top management also believe that investing in their employees’ career development is a positive requirement for the growth of the company.

What next? Creating 'standardized' training programs for all your employees will present information in front of them but that does not guarantee transfer of knowledge and employee engagement that will translate into growth for the company. More importantly, your employees have varied roles, experience, knowledge, & abilities.

Designing your training program to be specific to each one of them will improve learning efficiency and increase ROI. Well-structured L&D programs build the desired knowledge and skills that will impact individual employee performance and increase job satisfaction, which often results in higher employee retention.


Career & Personal Development


Arguably the most common objective of training programs is to help employees in their current roles and prepare for future ones. Topics range from being very specific to job positions to soft-skills like leadership. 

Career development as a whole can be looked at from two perspectives: the employee and the employer. The company’s main aim is to increase its employees productivity in order to achieve business goals, which is generally done by ensuring "the perfect marriage between the job and the person". On the other hand, for the employee, both career and personal development are very important. While 'career development' helps them meet goals, get promoted and even get higher remuneration, 'personal development' results in work satisfaction and makes them feel valued as individuals outside of work. 
Arguably the most common objective of training programs is to help employees in their current roles and prepare for future ones. Topics range from being very specific to job positions to soft-skills like leadership. 

Career development as a whole can be looked at from two perspectives: the employee and the employer. The company’s main aim is to increase its employees productivity in order to achieve business goals, which is generally done by ensuring "the perfect marriage between the job and the person". On the other hand, for the employee, both career and personal development are very important. While 'career development' helps them meet goals, get promoted and even get higher remuneration, 'personal development' results in work satisfaction and makes them feel valued as individuals outside of work. 

Sales Trac Training IS the Difference


A substantial difference between career and personal development is the fact that not all companies are willing to invest in the personal development of their employees as much as they are with career. Personal development can include training courses that don't have a direct correlation to the job being done, for example investing in health and wellbeing or personal interests like cooking. There is evidence to suggest that investing in the 'person' often attracts and retains employees and drives better business performance.
A substantial difference between career and personal development is the fact that not all companies are willing to invest in the personal development of their employees as much as they are with career. Personal development can include training courses that don't have a direct correlation to the job being done, for example investing in health and wellbeing or personal interests like cooking. There is evidence to suggest that investing in the 'person' often attracts and retains employees and drives better business performance.