Read e-book online Aligning Training for Results: A Process and Tools That Link PDF

By Ron Drew Stone

ISBN-10: 0470181753

ISBN-13: 9780470181751

What makes a few education courses profitable whereas others produce disappointing effects? the reply, says Ron Stone, lies within the methods running shoes hire to figure out wishes, layout and increase courses, convey the learning, and accomplice to get enterprise effects. it's time to reexamine those methods, says the writer, and produce them into the twenty-first century. In Aligning education for effects Stone offers a effective, entire, and flexible source to aid consultant running shoes via assessing, designing, and providing education suggestions that in attaining genuine and measurable results.Note: CD-ROM/DVD and different supplementary fabrics aren't integrated as a part of publication dossier.

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Extra resources for Aligning Training for Results: A Process and Tools That Link Training to Business

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But even if the compliance requirement did not exist, the business driver for this training would be the employer’s interest in the safety and well-being of the employees. Let’s review one more example. The scenario of a change in business processes brings on the need for training because the team is unfamiliar with the new process changes. Here the linkage between a potential execution gap and business outcome is quite clear. If employees are not knowledgeable in the redesigned work processes, at least two possible consequences could occur when the redesigned processes are put in place.

Often, the socalled problem is only a surface indicator. It may be the first sign that a problem of some type does exist. For example, poor work quality is a surface indicator. The real problem is whatever is causing the poor work quality. Our front-end research should identify the root cause of this deficiency in quality, and this should drive the remaining decisions. For example, maybe the team does not know how to execute the details of the work process, and this is causing deficiencies in quality.

This role could also be filled by the facilitator or instructor, but it is best that it be someone else—someone who oversees the entire process from request to follow-up. Who the project manager is may depend on the size of the project or even the size of the organization, as in some training organizations the same person may wear several hats. Root cause: The initial contributing factor of a chain of events that leads to a specific outcome. When the root cause is identified, an intervention may then be identified and implemented to change performance and prevent an undesirable outcome.

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Aligning Training for Results: A Process and Tools That Link Training to Business by Ron Drew Stone

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