making your training practical (th)
TRANSCRIPT
Making your
training
PRACTICAL
Meet Jane.
Jane is a lot like you.
She’s also an HR Manager.
1
Jane’sPROBLEM
Jane’s having a bad day.
Her boss is angry!
Your department’s
training is never
PRACTICAL
enough.
The line managers are also
mad.
My staff still can’t
apply what they
have learned.
They forgot what they’ve
learned.
They are not confident.
2
Another
PROBELEM
Unhappy employees.
What should
Jane have done
DIFFERENTLY
?
Jane’s not sure.
3
the
SOLUTION
3 simple ideas
Separate
skills from
knowledge
Knowledge = what you know
skills = what you can do
knowledge is easy to measure, but
not as useful on the job as skills
Key point 1:
training should focus on and
measure SKILLS.
line managers
observe
employees early
on
Break the course in half
1 5 10 15 20 25 30
hours
In the middle of the course, line
managers assess progress of
participants
trainer closes performance gaps
in second half of course
Key point 2:
get line manager to access
participants
Align training
objectives
Key point 3:
align training objectives with
department objectives
measure participants learning by
how well they perform on the job 30
days after training
path-stones
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