Figuring out what’s driving the request is the most important step in the whole process. Training is requested or created for different reasons, including compliance, a specific performance issue, or standardizing the onboarding process. Knowing the reason behind the request helps you understand how much effort the training deserves.
- As a young corporate trainer, … I took too much responsibility on my shoulders. … I felt that because someone was paying me … to create training, it was my responsibility … that the learners learned everything … that I was putting down, and if they didn't, … it was because my training sucked. … What I didn't understand is that not all training … is designed to teach people new skills. … I'm going to go pretty high level here, … but I think there are three types of training. … The first type is what I call presentation-type training. … With this type, your job is to clearly present … information to learners, there's no real expectation … that the training itself will teach the learner … something new or impact their behavior. … People are just supposed to be aware … that the information exists. … Much compliance training is in this mode. … You know those online modules on workplace ethics, … sexual harassment, and workplace safety. … If you're tasked with developing compliance training, …
- Recall the most important job for an instructional designer.
- Name three cost-efficient, highly effective strategies that stakeholders can use in place of formal training.
- List three results that indicate an effective training program.
- Recognize steps that show changes in key performance indicators.
- Identify the stages in preparing a learning solution.
- Determine which strategy would prevent you from minimizing technical issues in your project development.