When discussing "training" there are three interesting insights to know in order to understand the "truth" about training.
#1. Training is when you get people to do something they no longer have to think about. Similar to when we teach or train children to tie their shoes. There is an "automaticity" about the behavior that no longer requires them to think, but it is done automatically. (Stolovitch)
#2. Training must be learner centered: when every aspect of the training from the content to the method delivery is oriented to the needs of the learner. (Stolovitch)
#3. Training must be performance based: when the learners must be able to demonstrate new skills in a concrete way.(Stolovitch)
It's important to understand that training contributes to an organization's strategy. First, the goals, mission, value and vision help determine the business strategy. Then the training and development activities such as: on-the-job learning and internet learning will open opportunities for employees. In conclusion such activities translate into internal growth for the organization, efficiency, external growth and concentration on the organization's strategy. (Noe, 2010)
http://www.filefactory.com/file/cece65e/n/Truth_About_Training.mp3
References:
Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill
Stolovitch, Harold. Video: “The Truth About Training”
HI Pam.
ReplyDeleteYou raised some excellent points about the benefits of training. However, how would you express these to a client who is suggesting they do not have the money for training? Or feel 'why should we invest given the economic issues of the world.'
Thank you
Liz
Hi Pam and Liz!
ReplyDeleteI couldn't access your MP3 file, so my comments are from the printed text of your speech.
When you talk about being oriented to the needs of the learner, what do you mean? I think *I* know what you mean, since I share the instructional design background, but I wonder whether people outside our field know what that really means.
For me, part of the point of being "learner centered" is about making sure that we never waste learners' time giving them training they don't need, and we respect them by giving them training in ways that are effective and efficient.
Liz, those are good questions. I guess my best answers are: "if you don't have the money to invest in big training, that's fine--my job isn't to find ways to sell you training. My job is to help strengthen your business. Are there any areas where your business is weak? If we fix those, the cost of training is likely to be small relative to the business rewards you'll reap."
and, "why invest in your people? Partly because well-trained people work more efficiently, and partly because the market will eventually recover to the point where workers have more options. Demonstrating a commitment to your workers now, while it's costly, will probably resonate more than if you say it further down the line. It's a way to show good will."
What are your thoughts?
Hollis