Atlanta, GA ñ Many training departments are striving to move from the old activity-based model that measured success by the number of ìbutts in seatsî to one that focuses on performance results. While a performance-based department is generally considered to be best practice, ìperformance-basedî is a widely-used term with many meanings.
In business, organizations measure their success by evaluating financial performance. That performance is derived from the value customers find in the organizationís products and services. Similarly, in the training world, success should be determined by evaluating job performance, and how well job performers are able to meet the organizationís requirements.
ìThe primary goal of the training department should be to provide products and services that directly impact the business results of the organization,î says Ann Parkman, President of the Center for Effective Performance (CEP).
To be considered truly performance-based, the training organization should feature these four major elements:
1. The training organizationís goals are aligned with the business goals
2. Before any solutions are selected, a thorough analysis is completed
3. The selected solutions focus on job performance, not subject matter content
4. When training of some kind is required, a systematic performance-based instructional design methodology is used (Criterion-Referenced Instruction is the very best example)
CEP advises organizations who truly want to be performance-based to assess themselves in five best practice areas:
1. Focus on Results - Improve Job Performance
The training department must be certain that procedures are in place to ensure that training (instruction) is not implemented as a selected solution unless it is called for as a result of thorough analysis.
2. Training and Performance Improvement Methodology
Adopting the best practices Criterion-Referenced Instruction methodology will guarantee that training focuses solely on skills needed to meet job performance expectations.
3. Performance Measurement - Measure Results
The training department should lead the organization in aligning and standardizing performance measures. Notes Parkman: ìLinks should be strengthened between major business goals and pre-employment hiring assessments, training, skill checks, and performance reviews.î
4. Organization Structure - Develop Strong Relationships
The training departmentís structure should promote and support strong relationships with the appropriate business unit leaders.
5. Staffing Strategy - Define Roles and Responsibilities Training department members must have the skills and processes needed to improve job performance throughout the organization, including a performance management process that serves as a role model for the organization.
One of the goals of directors or managers of training departments should be to build a training and performance improvement department that directly impacts the organizationís bottom line. CEPís Workforce Performance Consulting Services group can provide organizations with the recommendations and strategies to meet this goal.
Distributed by HR Marketer HR Marketer
Training departments strive to move from the old activity-based models
CEP advises organizations who truly want to be performance-based to assess themselves in five best practice areas
