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