Center for Effective Performance advises on making training work
From the best of my inbox:
The Center for Effective Performance (CEP) says that training can increase a company's competitive advantage and shareholder value, but many companies are still providing academic, content-based training instead of focusing on job skills and performance.
A CEP press release says that often workers learn what they really need to know to do their jobs after training ends. (This is known in many circles as informal learning, and makes up, according to some estimates, up to 80 percent of learning within organizations.)
Dr. Seth Leibler, CEO of the CEP, says organizations should evaluate their training based on these criteria:
"1. Training is viewed as the right solution only if the cause of a problem is a lack of skill or knowledge. Training is not automatically developed as the solution for every performance problem.
2. All training requests are analyzed to ensure the right solutions are developed and implemented. In addition to training, all the potential causes for underperformance are addressed: skill, motivational, and environmental resource and supports.
3. Practice situations in training match the actual on-the-job conditions as closely as possible (It’s why off-the-shelf training generally is ineffective.)
4. Learners receive immediate feedback after each practice to reinforce what is done correctly and coaching on what to do differently.
5. Skill checks ensure that learners master all essential skills needed to perform to job expectations before leaving training.
6. On-the-job reference tools (job aids) are developed to provide essential information to performers who only need a reminder of how to do a task."
Want to learn how to maximize your training investment? See this blog entry from last week.