© 2010 by nelson education ltd. 1 chapter fifteen training trends and best practices

© 2010 by Nelson Education Ltd. 1

Chapter Fifteen

Training Trends andBest Practices


Learning Outcomes

Describe the changing role of training professionals Discuss the outsourcing of training & development Discuss the role of ethics in training & development Discuss just-in-time learning, rapid e-learning, and

learning management systems (LMS) Define lifelong learning and describe the four pillars of

lifelong learning Describe the main reasons why training programs fail and

describe training design factors that facilitate learning and transfer


The Trainer’s Role

A trainer’s primary responsibilities have traditionally revolved around:

Design Delivery, and Evaluation of T&D

programs


The Trainer’s Role

Changes in the Trainer’s role From staff employee to strategic business partner

• Key roles: (see Fig 15.1)– Learning strategist– Business partner– Project manager– Professional specialist

Performance consultant providing solutions to performance problems


Outsourcing T&D

Using an external supplier to provide training and development programs and services

57% of HR and training professionals outsource at least some portion of T&D

In Canada, 52% of total training investment is outsourced Directly to outside trainers Indirectly to tuition reimbursement to outside

providers


Outsourcing T&D

Benefits to outsourcing

• Access to specialists• Greater variety of

programs• More efficient and less

expensive• Time savings• Improvements in

compliance and accuracy

Risks in outsourcing

• Loss of control• Vendor does not

understand organization’s culture

• Loss of in-house expertise

• Increased vulnerability


Outsourcing T&D

To increase likelihood of success:

Establish trusting relationships Have frequent client-vendor interaction Make contractual agreements clear and

comprehensive Work closely with training suppliers Outsource for the right reasons


The Ethics of Training & Development

Ethics: involves systematic thinking about moral consequences of one’s actions and decisions on various stakeholders

Stakeholders: persons inside or outside the organization who might be affected by one’s actions and decisions

Many organizations, such as the Canadian Society for Training and Development, have codes of ethics that set standards of practice and professionalism for members


The Ethics of Training & Development

Ethical Guidelines for Trainers

1. Voluntary consent

2. Discrimination

3. Cost effectiveness

4. Accurate portrayal

5. Competency in training

6. Values

See Trainer’s Notebook 15.1


Trends in Training and Development

Just-in-time learning:

Capability to provide learning and training opportunities when they are needed and where they are needed

Training on demand Accelerates pace of learning New technologies helpful in achieving this Scenario-based

(see Training Today 15.1)



Demand to shorten the length of training programs increasing.

Redesign training programs and find creative ways to make up for reduction in content

Pre-course work, job aids, on-the-job training, and using technology can accomplish this• Rapid e-learning: template-style software with

easy to use interface that guide trainer through the course development process

• Develop e-learning more quickly, easily and at lower price than conventional e-learning tools



Learning Management Systems (LMS) is software that manages and tracks training activities

Sophisticated systems Allows an organization to integrate and organize all

their training data and programs Especially used by web-based programs Track and report administrative activities of training

• Enrollment• Completion of programs• Training results



Some very sophisticated LMS include assessments, course catalogues, communication tools, and individual learning plans

Benefit of LMS is increased efficiency, reporting, tracking, and delivery of e-learning

Increasing use of technology for training will create increasingly more important role for LMS



Lifelong Learning is an approach to learning that recognizes that learning takes place throughout a person’s life and involves all aspects of one’s life.

Canadian Council on Learning developed Composite Learning Index (CLI)

Measures Canada’s progress on “Four Pillars”• Learning to know• Learning to do• Learning to live together• Learning to be



The CLI recognizes lifelong learning is critical to success of individual, the community, and the country

Individual benefits from better jobs and higher wages Canada benefits from higher productivity and a

stronger economy Training and development is an important contributor

to lifelong learning Many organizations taking holistic and lifelong

approach to continuous education and learning


T&D Best Practices:Main Reasons for Failure

1. Lack of alignment with business needs

2. Failure to recognize non-training solutions

3. Lack of objectives to provide direction and focus

4. The solution is too expensive

5. Regarding training as an event

6. Participants are not held accountable for results

7. Failure to prepare the job environment for transfer

8. Lack of management reinforcement and support

9. Failure to isolate the effects of training

10. Lack of commitment and involvement from executives

11. Failure to provide feedback and use information about results

See Table 15.1


T&D Best Practices

Design factors that are important for learning and transfer:1. Trainees understand the objectives of training

2. Training content is meaningful

3. Trainees are given cues that help them learn and recall

4. Trainees have opportunities to practice

5. Trainees receive feedback on their learning

6. Trainees have the opportunity to interact with others

7. Training is properly coordinated and arrangedSee Trainer’s Notebook 15.2


Summary

Discussed the changing role of the trainer and outsourcing training and developed

Ethical issues in training discussed Important trends including just-in-time learning, rapid

e-learning, and learning management systems were introduced

Training and development as part of larger process of lifelong learning was described

Reviewed of major reasons for failure of training and development and design features that facilitate learning and transfer