Good afternoon everyone. I’m excited to share with you some insights into evaluating training and getting results for your people and your organization.
Here’s an interesting statistic. [Read] The most valuable asset is the collective knowledge and skills of your employees, or [Click][Read] The Human Capital.
Our agenda will cover learning and performance objectives, the Training Gold Standard (old and new views), compare ROE and ROI, and Training Transfer and Impact.
“KSAs” or Knowledge, Skills and Attitudes are also known as job competencies.Knowledge-based instruction might include information on new equipment,procedures,regulations or processes. Skills-based instructionhelps shape behavior and on-the-job training is a good example of this.Finally, Attitudinal instruction teaches appropriate soft skills or thoughts/feelings. Of course this type of learning is difficult to measure.
Training developers often talk about “closing the gap” – the knowledge or skills gap that is. This is the difference between current and desired results, or “what is” and “what should be”, for the individual, team or organization. Importantly, if there is no evidence of a knowledge or performance gap, training is not needed (except for compliance reasons).
Trainers and educators alike often write “Learning Objectives” or Intended Learning Outcomes (ILOs) . Learning objectives are commonly written as, “The Student OR Learner Will Be Able To.” For example, the employee will be able to create Excel spreadsheets. Learning objectives came from the field of education or the schools.
Besides learning objectives there are performance objectives.Bob Mager is widely recognized as the first authority on them for his “PCC” method of writing them which includes: desired Performance, Criteria of the performance, and the Conditions under which it will be achieved by learners.Here’s an example.
[Read] Learning or Performance objective. Let’s vote.This is Performance objective since it contains all three conditions – performance (demonstrate techniqes…), criteria (correctly) and conditions (after the two-day workshop and guided practice exercises)
Finally, this last one is a Performance objective since it includes all three (PCC) elements – Performance (demonstrate), Criteria (accurately…proper procedure), Conditions (in-class activity and video).
Could I have a couple volunteers give me your definition of the Transfer of Learning? [1-2 participants share]I love this definition of transfer of learning. [Read aloud]
Truly [Read]…This means adopting a systems perspective of the organizational context in which training is occurring.
