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30. October 2007 by kevinmhuff.
One of my favorite training topics is that of the Training Needs Assessment. It amazes me how many training organizations, and corporations are guilty as well, don’t take the time to determine what needs to be trained. Conducting a Training Needs Assessment (or Analysis) is one of the most critical steps in the entire training cycle.
Without data telling us who our primary, secondary, and tertiary audiences are … and without input from the varying people, teams, and organizations that will impact the training content or the training outcome … it is literally impossible to deliver world-class training. If you are willing to settle for less than that, this podcast series is not for you.
The Training Needs Assessment sets in motion the opportunity for training to be uber-successful. Take the time to determine your target population, all the influences on training, and write questions that can help you determine what the training REALLY needs to cover, for whom, when, and what the priority for this training is.
Now go get answers!
Next topic: Evaluations
Posted in Training Assessment, Training | 9 Comments »
27. October 2007 by kevinmhuff.
Proper corporate training requires a well designed and properly staffed Training organization. The key challenge facing Training organizations is training today’s diversified workforce to the needs/demands of the organization and the jobs themselves. The current approach is to create a learning organization and partnering knowledge management system.
A learning organization meets the needs of both the corporation/business unit and the learner. One way this is accomplished is a properly staffed learning organization will partner with leaders from other internal organizations and together they will focus on one goal. Additionally, a learning organization puts the onace on employees to learn and also share things like best practices, creating what is known as a community of practice.
Trainers in a learning organization will typically conduct training in one of three main areas. The first is strategic training which typically focuses on the goals and needs of the organization. Informational training is conducted when faced with a need to impart information about the organization. Finally, operational training relates directly to an employee’s actual everyday work for the corporation. Of course the lines do get blurred often so categorizing every training effort is typically not warranted.
Knowledge management systems then capture the information shared in a community of practice and the information delivered in training courses and attempts to make as much information available to as many people as possible.
When building (or rebuilding) a training organization, most leaders deem it necessary to craft both a training philosophy and mission. A training philosophy is simple - it is a system of values or corporate attitudes toward training. A training mission differs from a training philosophy because a mission includes an actual activity that should reflect or establish the value of training, to the organization.
Another key decision made during the formation of a training organization is how to model the team. The most common are the faculty model, the client model, the matrix model, and the corporate university model. Each has its ups/downs and much of the time the lines are blurred between each model.
Once the training organization is established with a foundation including:
then the focus should shift to the training cycle, that is, using instructional design to assess, develop (or define), implement, and then evaluate training programs. This is accomplished by starting with a Training Needs Assessment.
Next topic: The Training Needs Assessment
Posted in Performance, Training | 8 Comments »
13. October 2007 by kevinmhuff.
“Show up and throw up” isn’t just for sales anymore! It has become the de facto approach of today’s corporate trainer. Do NOT let this become YOUR approach! Each of us is responsible for what we train, how well that training is received and the extent to which it is applied. This is our responsibility and we must accept it. Once we do, we are in a position to become change agents for our company. Join our community by sharing your thoughts and responding to the accompanying blogs posted here.
(This podcast series was recorded for Indiana Business College students taking the MGT210 Training & Development course)
Posted in Performance, Training | 10 Comments »