There are so many articles, white papers, and videos guiding you on the pitfalls of why your training efforts will go wrong. Wouldn’t it be refreshing to read guidance on how your training will go right? Yes…? You have come to the right place. Let’s list all the reasons your training efforts will go right!
Right Reason #1: You have taken the time to develop a training strategy. Far too many times, people have jumped right into developing and executing a training plan. But not you. This time, you have taken the time to understand the difference between a strategy and a plan. A training plan is a program or scheme for a definite purpose. If you want to stay well organized and on-track, a plan provides a framework from which to build and a direction to follow, where as a training strategy is a blueprint used to accomplish a specific goal. You can use a strategy to enhance collaboration, creativity and innovation. Without a solid strategy, your plan lacks the foundation for success.
Right Reason #2: You have performed a complete training needs assessment. You know who needs what! The purpose of a training needs assessment (TNA) is to identify performance requirements and the knowledge, skills, and abilities needed by the workforce to achieve the requirements. An effective TNA will help direct resources to areas of greatest demand. A TNA is the process of identifying the "gap" between performance required and current performance. It explores the methods for closing or eliminating the gap. The results of the TNA will allow the Training Staff to set the training objectives by answering two very basic questions: 1) who needs training and 2) what needs to be learned?
Right Reason #3: Your curriculum will be role and scenario based; focused on the WHY as opposed to the HOW. A learning path for each role will be developed as a combination of the training classes which make up the Course Curriculum/Learning Paths. In addition, the training program will communicate integration “touchpoints” within the modules and how the overall business tasks are carried out within the system. The training content will be based on new roles and will focus on: 1) changes to your organization; 2) new business processes; and 3) new technology. Your training will also communicate how to properly resolve a common Oracle error message; non "happy learning path" training.
Right Reason #4: Your training materials will be developed against a style guide/standards. Standardized processes will be used in the development of training materials to create a consistent “look and feel.” The standards will be followed to ensure consistency throughout the course material.
Right Reason #5: You deliver your training via a variety of methods. . By using a blended learning approach with various training methods, such as instructor led, web-based, and/or a learning hands-on lab, you will be able to create a learning program for the end-users which will:
Increase knowledge retention
Allow training to be deployed in a timely fashion (close to the system Go-Live date)
Decrease training time
Decrease the time an employee is away from his or her job
Right Reason #6: You utilize level 1 AND Level 2 evaluations. Learning is best measured through the building of capabilities in how to use the system as a tool to support the business process at hand. As a result, your training program should be measured using Kirkpatrick’s Levels of Evaluation (https://www.kirkpatrickpartners.com/Our-Philosophy/The-Kirkpatrick-Model). Each level of evaluation determines whether a fundamental set of objectives was met. The primary objective in using Kirkpatrick within your training program is to determine whether the training objectives were met and demonstrate the business of the training program.
Level 1: Reaction is based on how the participants reacted to the training? This feedback is typically captured on an evaluation form.
Level 2: Learning is based on whether the training resulted in the desired knowledge, skill increase or attitude. Assessments and knowledge checks can be created within the appropriate training topics. The checks can be utilized in an instructor led trainer setting with group collaboration. Learners have the ability to focus on what they have learned throughout the training topic by completing the knowledge checks. Each knowledge check will provide feedback as to how the learner is progressing through the topic.
Right Reason #7: Your Training infrastructure moves beyond focusing on the training environment. It includes support, resources and of course, AND facilities! Based on your initial assessments, initial infrastructure and resource requirements should be identified. Who will serve as your training support? If there is an issue with the training environment, who will troubleshoot? If a business process related question is raised during the training, what subject matter expert will be in the training, available to answer the question? Where will the training event be held? In what location and facility?
A training facility for adult professionals must have flexible and technologically-advanced learning environments that are safe, healthy, comfortable, aesthetically-pleasing, and accessible. It must be able to accommodate the specific space and equipment needs of the training program and curriculum and allow students to execute business functions within the system during their training sessions. The following are important design considerations that should be reviewed when assessing training facilities:
Indoor Environmental Quality
Security and Occupant Safety
Operations and Maintenance
Facility selection should also be based on a number of factors, such as location, size, technical infrastructure, equipment and availability.
Now that you know the 7 steps to Training that WILL go RIGHT, I’d love to hear about your success stories and any additional strategies you implement to ensure rolling out training will NOT fail!
“You can't have confidence unless you are prepared. Failure to prepare is preparing to fail." John Wooden