April 2008

Organizational Development
Training through a recession

A potential recession that could be as severe as the economic downturn of 2001 is currently looming over Corporate America and heavily influencing the choices and actions of virtually every organization—regardless of industry. Fueled by several factors including the sub-prime crisis and weakening dollar, this period of financial instability has forced many companies to take steps to reduce costs and adjust strategies in order to sustain themselves. Read more…

Performance
Performance-based scenarios

Performance-based training must incorporate elements of practice and reflection in order to reinforce concepts taught to employees. Simulations and the use of scenarios are both excellent methods to accomplish this goal. Unfortunately, simulations are not always a viable option due to the costs associated with their delivery. As such, performance-based scenarios are often the best alternative for organizations looking to maximize the value of their training dollar. Read more…

Developing Employees
What do employees really need to know?

Before designing and developing courseware, the question, “What do employees have to know to achieve proficiency?” needs to be answered. All too often courses are created to be information dumps, leaving employees on their own to translate the material and determine how it applies to them. The overwhelming volume of information leaves them in a daze, is quickly forgotten, and is never transferred to the workplace. Read more…

Kirkpatrick’s Column
Evaluating reaction

Evaluating reaction is the same thing as measuring customer satisfaction. If training is going to be effective, it is important that trainees react favorably to it. Otherwise, they will not be motivated to learn. Also, they will tell others of their reactions, and decisions to reduce or eliminate the program may be based on what they say. Read more…