A friend of mine asked me about how to design a good training program. I thought it is useful to write about it, as I might have other point of views on this topic. I think it is not right to say that there is a standard format for a training program. In the world of training (all size fits all) may not work all times or most of the times. But if we consider the training program as a document to be filled or template to be completed I can say that in my view a good training program is a program that cover the following:
- Explanation of the training needs analysis approach going to be used.
- The identified gaps, putting it in understanding.
- The objectives and goals of the program (long/short).
- Job profiles covered in the program.
- Participants groups.
- An outline of training.
- level requirements.
- Training delivery.
- Standards used.
- Roles & Responsibilities.
- Reporting methodology, which covers the evaluation methodology also.
Competency based Training Needs Assessment (TNA) or I might call it the top-down approach for efficient training implementation. Is something might be known long time ago, but I was trying to carry out this approach and I couldn’t find an exact implementation methodology until recently I have figured out that I should start designing this framework if I may call it “framework”, starting from the top to down. I have developed the Competency Dictionary, Competency Level Matrix and the Competency Evaluation Matrix. The Competency Dictionary will work as the base for this framework, where all required leadership/technical competencies that we wants to have in this dept. are there!. The Competency Level Matrix is a simple matrix that shows the required level of knowledge for each competency for each job. The last one is the Evaluation Matrix which is there to be used on an annual basis to rate and measure the real level of the competency that the job incumbent indicates.
By doing this all parts of the puzzle is brought together to be a tool for efficient training. How training! as I said the top-down approach! now we know exactly what kind of competencies we would like to have, also the level of competency for each job and how much of it each employee shows. The next step is to close the gaps using the competency mapping method and raise the current level provided by employees using the right training program.
The e-learning as an evolving field yet not broadly trusted way of delivering training among many organizations and cultures. Decision makers still not convinced if the e-learning is a training methodology that can compete the old times classroom or it is just a complement solution. Among the evolving societies e-learning still not trusted enough due to some facts. Personally I have a BA in Business Administration – Systems track from the Open University which uses an electronic solutions. I believe it was a good learning experience for me and I have learned a lot from it not on the academic level only it was about the whole experience. The courses taught was up to the standards I expected and even more.
These days everybody can go around and learn from variety of sources unbounded to time or geographic location. This type of learning is more broad and generic which I expect to give each one of us the knowledge he requires to be an effective member of the society. Imagine that you have done your degree in a certain field and you did not allow yourself to be exposed to other topics other than things that comes to you in the face. This will make us poor in other knowledge areas. The e-learning somehow encourages the learner to learn more broadly. Which in my view gives everyone the opportunity to learn about a lot of things in different fields since you can learn at anytime anyplace and cost less. Your motive will be the curiosity which everybody has. This curiosity will push you every time to learn in anything which increases the level of awareness and the overall education. Without the e-learning as a solution this learning experience will be difficult to begin.
Always remember if you don’t see the elevator next to you, you will keep using the stairs.
Have you ever asked yourself what my capabilities are? I was wondering what my capabilities are for years. This question is not easy to answer although it seems to be an easy one. I always thought a senior role than mine is easy to do. I look at my manager’s position reckon… why I’m not in his place yet. After a while I was given a bigger role which its goals were not clear enough. By then I have started to do things as I see it is the right thing to do. Later on I realized the successful professional should work out the added value. Holding senior job isn’t about performing the tasks as mentioned in the job descriptions. In fact there is no job description explains exactly what should you do and shouldn’t. It only gives you some hints about what is your job profile. At the end you are responsible of performing this job and if you do it this way (reactive) you will be good for some time and keep the area out of troubles but you will not be creative and won’t grow. The key is by being proactive performing things before someone triggers it. (more…)