Start with capability gaps, not a course catalog
Identify roles that are difficult to fill, skills needed for growth and manager behaviors that need support. Ask how the provider turns those needs into development plans, assignments, reminders and records. Generic training libraries have limited value when they are not connected to actual work.
Measure participation and business use
Compare reporting on assigned learning, completion, role readiness and manager follow-up. Confirm which content is included, who maintains it and how external or company-specific training is recorded. Avoid unsupported promises that training alone will improve retention or performance.
For related guidance, read performance management support and HR outsourcing services.