How To Manage Training: Facilitating Workplace Learning for High Performance

How To Manage Training: Facilitating Workplace Learning for High Performance

Carolyn Nilson How To Manage Training: Facilitating Workplace Learning for High Performance

2007 American Management Association. All rights reserved. This material may not be reproduced, stored in a retrieval system, or transmitted in whole or in part, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. ISBN: 0-7612-1456-9 ISBN 13: 978-0-7612-1456-4 Printed in the United States of America.

Contents About This Course How to Take This Course Pre-Test 1 Champion of Workplace Learning 1 Jenn, the Office Manager Characteristics of a Workplace that Values Learning All Employees Have Access to Training Both Formal and On-the-Job Learning Are Evident Training Is Directly Related to Improving Job Knowledge and Skills Establishing a Training and Learning Mission Setting a Forward Direction Defining Priorities Stating Your Mission Linking Training and Learning to Business Goals Linking Training to Core Business Areas Basics: The Four-Phase Training Process and the Three Categories of Learner Needs The Business Plan for Training Communicating the Training and Learning Message Streamlining the Process: Workplace Models and Tips External Promotion 2 Builder of a Learning Culture 35 Precision Ball s Stability Paradox Planning and Implementing a Learning Strategy ix xi xiii American Management Association. All rights reserved. v

vi HOW TO MANAGE TRAINING Planning a Learning Strategy Documenting the Plan Making It Work for Individuals Making It Work for Organizations Leveraging the Power of Diversity Creating Equal Opportunity for Learning Building In Creativity and Innovation Guidelines for Flexibility Workforce Training for Creativity and Innovation Above All, Get the Boss(es) Involved! Encouraging On-the-Job Learning The Computer and Learning Coaching and Mentoring Getting the Most Out of E-Learning Techniques for Encouraging Self-Study Team Learning Understanding the Four-Phase Training Process Phase 1: Assess Phase 2: Design Phase 3: Deliver Phase 4: Evaluate Management versus Development 3 Performance Consultant 73 Defining the Gap Between What Should Be and What Is The Agency s Vision Thing Working with Performance Standards Performance and Ethics Performance Standards for Processes Performance Standards for Individuals Focusing on Causes for Poor Performance Focusing on Solution Interventions Firming Up the Relationship between Performance and Training When Training Is Not the Solution Guidelines for Using Training as the Solution Sharing the Performance Technology Model with Learners Using Performance Standards to Facilitate Transfer of Training 4 Support 99 One Supermarket s Commitment to ADA Facilities and Personnel Resources American Management Association. All rights reserved.

CONTENTS vii Training and Learning Spaces Equipment and Supplies Print Materials Presentation Materials Professional and Support Personnel Training the Trainer Preparation Executive as Presenter Monitoring, Feedback, and Follow Up Monitoring Performance Giving, Receiving, and Using Feedback Follow Up: Making Training Stick Supporting Career Development 5 Administrator 125 Administering Training that Mattered at Cybernautics Serving a Changing Workforce Facilitating Internal Networking for Learning Balancing Training and Functional Responsibilities Recruitment, Negotiation, Alignment of Goals Places to Look for Maximum Impact Guidelines for Going Outside Getting the Most Value from Outside Seminars Managing Per Diem Trainers Learning Management Systems Training Project Management How to Assess Quality in Training Projects 6 Keeper of the Budget 141 Who s Your Boss? Cost Center or Profit Center? The Training Operation as a Cost Center The Training Operation as a Profit Center Budget and Accounting for Training and Learning Productivity Return on Investment The Make or Buy Decision The Request for Proposal Vendor/Consultant Contract American Management Association. All rights reserved.

viii HOW TO MANAGE TRAINING APPENDIX A: Sample Business Plan for Training 155 APPENDIX B: Format for a Learning Strategy Document 169 APPENDIX C: Tools for Training Delivery 175 Bibliography 183 Post-Test 191 Index 197 American Management Association. All rights reserved.