making your training practical (th)

Making your

training

PRACTICAL

Meet Jane.

Jane is a lot like you.

She’s also an HR Manager.

1

Jane’sPROBLEM

Jane’s having a bad day.

Her boss is angry!

Your department’s

training is never

PRACTICAL

enough.

The line managers are also

mad.

My staff still can’t

apply what they

have learned.

They forgot what they’ve

learned.

They are not confident.

2

Another

PROBELEM

Unhappy employees.

What should

Jane have done

DIFFERENTLY

?

Jane’s not sure.

3

the

SOLUTION

3 simple ideas

Separate

skills from

knowledge

Knowledge = what you know

skills = what you can do

knowledge is easy to measure, but

not as useful on the job as skills

Key point 1:

training should focus on and

measure SKILLS.

line managers

observe

employees early

on

Break the course in half

1 5 10 15 20 25 30

hours

In the middle of the course, line

managers assess progress of

participants

trainer closes performance gaps

in second half of course

Key point 2:

get line manager to access

participants

Align training

objectives

Key point 3:

align training objectives with

department objectives

measure participants learning by

how well they perform on the job 30

days after training

contact

path-stones

to help you analyze your

training needs…it’s FREE

02 207 9245

enquiries@path-stones.com

path-stones

Bangkok: 02 207 9245

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