Technical training is defined as “A structured learning environment engineered to improve workplace performance in ways that are aligned with bottom-line business goals” (Ruth Colvin Clarke)

1. Structured - to optimize learning both during the learning event and afterwards on the job by following a structured process and producing a structured product to minimize inconsistency.

2. Environment - Workforce learning is moving from a series of isolated trainings to environments that incorporate diverse knowledge resources.

3. Engineered - Effective learning environments do not happen by accident or by seat-of-the-pants effort. They are the product of a structured process and proven methods.

4. Workplace performance - An effective training program starts and ends with the job. It includes guidelines, examples a job relevant exercise.

5. Business Goals - An effective training program focusses on knowledge and skills that are aligned to important organizational objectives. It is not about teaching “communication skills”, but specific behaviors needed to support the organizational objectives.

Using Performance Assessment

The training needs-assessment is used to determine what training is needed, by whom, and how it should be delivered.

Task analysis - define content and outcome of the training

- Adopt the mindset of the novice, not yours

- Define a learner profile – start above 20%

- Assessment – make it controllable…

Example:

Performance analysis: In reviewing the content of the current training, it was determined that more attention needed to be paid to the internal requirements and processes of the new teams. During this performance assessment, it was also noted that the new employees did not have enough time for in-depth training. This creates a paradox and is probably one reason for the poor overall performance of the Teams. No matter how good the training program is, it is useless if there is no time to use it.

The solution to this paradox is to provide the new employees with an adequate time frame for training.

The four main ingredients of instruction…

Content, learning outcomes, instructional methods, delivery media.

As a rule: Think of training aliens from a different universe. How do you prepare and what do you need?

Content

Content is information. By subtracting the knowledge and skills of the intended audience from those on the job, you can derive final course content. Classify content on: facts, concepts, processes, procedures and principles.

Ask questions like:

What - This can be the concept

When These are facts

How The answer will lead to a procedure

TRAINING CONTENT = REQUIRED JOB INFORMATION - PRIOR KNOWLEDGE

The learning Outcomes

They are used to measure the effectiveness of training. This is a clear statement of what learners will be doing when they have achieved course lesson goals  learning objectives

Ask the Question: What must the trainees be able to do after the training?

- Supporting Objective - explain environment to identify objects

- Terminal Objective: Follow the Learning objective helps to design practice exercises and evaluating lesson success.