Supervisory Leadership

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What makes good training in a company?

Most of the organizations I've dealt with wanted "training" but didn't want to do the hard (and more costly) work of pre-program assessment and learning and of post-program assessment and development.

There are three kinds of training that organizations do. There is orientation/enculturation, skills training, and Initiative training. In that last one a company is doing something like Six Sigma training as part of an organizational change initiative. Each of those have slightly different objectives and needs, but they all should have four basic components.

There should be some Pre-Training. This should include some form of benchmarking or assessment so we can determine later if anything has changed. There may also be some homework or briefing to make the training more effective.

Next, there is the training itself. That can be delivered in a variety of ways. Different delivery systms are used in different ways, but we know that the ability to practice in some way usually leads to the most effective training.

There should be some kind of validation at the conclusion of, or soon after the conclusion of, the training itself. For the organizations that do validation, it is most often a paper and pencil test, even if that is not the best way to measure learning or new skill acquisition.

Finally, there needs to be transfer of the learning and skills to the workplace. Mentoring programs, support groups, job aids and refresher training can all play a part here.


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