Systematic Approach to Training: Overview

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Training should be effective and easy to manage; learning is the hard part. Set your training system up right the first time, delivering results to the bottom line, supporting employee development and protecting the organisation.

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Systematic Approach to Training: Overview

  1. 1. Systematic Approach to Training and Development
  2. 2. Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate • Organisational Variables – Compliance requirements – Mandatory – Position requirements – Required or Elective* –Technical –Behavioural • Environmental Variables – Workforce planning – Legislation – National Standards – Environmental scanning Role-Based Training Profiles *Elective = Critical to skills mix in team, related directly to role Systematic Approach to Training
  3. 3. Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate • Training Needs Analysis – Recognition of Prior Learning/ Recognition of Current Competence – Assessment methods • Prioritise/Inform/Approve – Legislative compliance – Cost/benefit – Aligned to business strategy – Quick wins Systematic Approach to Training
  4. 4. Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate • Determine delivery methodology • Develop training materials • Ensure materials meet competency/company/legislative standards • Develop evaluation processes • Document management When program is ready, conduct pilot if time allows. Systematic Approach to Training
  5. 5. Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate • Schedule programs – consider: location of attendees, non-attendance rates, turnover, employee availability, rosters for trainers/assessors, venue availability etc • Coordinate/administer training – enrolment – notification/follow-up – record results – file records – interaction with registered training organisations managed Processes are simple and effective with clear accountabilities Systematic Approach to Training
  6. 6. Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate Return on Expectations – did the training meet the strategic purpose or intent Reaction - how well the participants liked a particular program Learning - principles, facts and techniques that were understood and absorbed by the participants Behaviour - transference of learning Results - impact on the organisation Systematic Approach to Training
  7. 7. Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate Enabling a Virtuous Cycle in Business Business Strategy/ Objectives
  8. 8. Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate Processes Procedures Learning Management System Strategy to Reality
  9. 9.  Ad-hoc application or design and implementation results in poor performance of the system  Examples:  The General Manager has a Good Idea - Regular rollout of “hand selected” training, linked peripherally to business objectives, creating a whirlwind of activity but providing no positive long-term business impact.  Does the Training Department Hate Me? - Training bombing, the effect of constantly being required to attend/complete training, with little relevance to the employee or bottom-line business results. Ad-hoc Application of Training
  10. 10. The General Manager Has a Great Idea… Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate
  11. 11. Does the Training Department Hate Me? Establish Training Requirements Determine Training Needs (have v. need) Select/Design/Review Training Materials Conduct/Administer Training Evaluate Human Resources Finance Operations Safety Corporate
  12. 12. Training is meant to be easy and effective. And it can be. This is an overview of the design requirements for a successful and elegantly simple training system design. If you have any questions about detail, collaborative design assistance or implementation suggestions, please contact me at Kailiford@yahoo.com. For More Information…

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