Learning Management

Purpose of Process:

Training can improve employee work performance and productivity, and improve employee engagement.

Recommended Step in the Process:

1. Determine strategic training needs (see process tips below)
   
   
2. If the training needs are general, consider purchasing an off-the-shelf training program or hiring a training vendor. The most common general training programs are:
   • Personal Computer Applications
   • Leadership
   • Sexual Harassment
   • Coaching and Counseling
   • Performance Appraisal
     
     
   Also consider using web-based training as summarized below.
   
   
3. Determine if tactical training is needed based on work performance discrepancies:
   • The work performance discrepancies must be important and significant.
   • The work performance discrepancies must represent a skill deficiency (versus performance that the employee can control).
   • The required skill must be new to the organization. Otherwise just practice or performance feedback is needed.
     
     
4. Work with management to assess training needs:
   • Management establishes standards of performance and defines which employees to train.
   • Human Resources and management mutually establish expectations and objectives
     
     
5. Analyze the population targeted for training:
   • What are their interests
   • What prior training did they receive (avoid redundancy; build on past training)
   • Assess attitudes and biases of the trainees
   • Assess demographics of the trainees (diversity in age, skill level, culture, etc.)
     
     
6. Analyze the tasks to be learned:
   • Observe the task (behavior)
   • Interview master performers
   • Interview managers
   • Collect input on how to best perform the task from the target population
     
     
7. Develop and write the course objective:
   • Write it from the learners point of view.
   • Use behavior-related verbs to describe the target behavior.
   • Indicate the condition under which the learned skill can be performed.
   • Establish a minimum level of performance/achievement.
     
     
8. Develop training methods and materials:
   • Vary the training medium frequently during the training (e.g. lecture, large group discussion, small group discussion, case study, structured experience, etc.).
   • Develop handout material that is neat, clear, concise, and accurate, is well organized, includes examples and exercises, and has enough white space for notes.
     
     
9. Be aware of the following adult learning principles:
   • Adults are motivated to learn when they perceive a need to learn and a benefit from learning.
   • Adults learn best from their own experiences.
   • Adults use their knowledge from years of experience as a filter for new information and they don't change readily.
   • The vast majority of what adults learn and retain is tied to previous knowledge.
   • Adults like small group discussion.
   • Adults like physical comfort (comfortable chairs and snacks).
     
     
10. Evaluate results of the training:
    • Pass out evaluation sheets to the trainees
    • Collect feedback from the supervisors, managers, and trainees several weeks after the training to determine how the training affected work performance.
      
      
11. Modify the training course based on feedback.

Process Tips:

The outline above dealt with tactical training needs. Strategic training needs are also important. They flow out of the organization's long term strategic plan. For example, if the strategic plan call for flattening the organization and eliminating the levels of management in the coming years, then management styles will have to change. The remaining managers will be responsible for very large organizations, so delegating and coaching skills will be needed. The strategic training process is the same as the tactical training process except for the first two steps above.

Another option is to utilize external trainers. External trainers can provide a wide range of services, from working with you to develop and deliver training programs, to selling turn-key training programs. Purchasing turn-key training programs may be more economical than developing a custom training program.

Web-based Training

The advantages of web-based training include:

• Cost Savings: Even complete web-based electronic training can cost 50-70% less than traditional classroom training.
• Time Savings and Convenience: Anytime, anywhere accessibility, from any computer that has an Internet connection, allows employees to "attend" their classes whenever it works for their individual schedules.
• Learner Management: Provides the ability to assign courses, view each learner's transcript, and keep tabs on the pace of their learners' progress, allowing managers to play an active role in their employees' development.

There are several web-based training models including:

• Web-based static training - In its simplest form, this can be a Powerpoint presentation saved in an HTML format
• Synchronous web-delivered training - An instructor conducts a class over the Internet in real time
• Web-based electronic training - Self-paced training that includes tracking course completion, testing to measure information retention, and links to areas with more in-depth information

How HRnetSource™ Can Help:

HRSource™ and SelfSource™ support the training function in many ways:

• HRSource™ provides alerts to upcoming training, licensing, or certification renewals
  
• Training requirements can be defined by job, so as to identify employees who are lacking job-required training
• Identifies training needs as part of succession planning
  
• Employees can enroll in training classes through SelfSource™
  
• Manager can view in SelfSource™ which training, licensing and certification classes that their employees have completed