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Bridging the Gap: Training for the Job- Not the
Software
Copyright, 1997 Susan Boyd, Susan Boyd Associates (215-886-2669),
website: http://www.susan-boyd.com.
All rights reserved. Cannot be reproduced in electronic form or copied
without written permission of author.
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1. |
Recognize the Need |
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Realize that there less time for training and that the rate
of change is accelerating.
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Recognize that the learners have changed from "pioneers"
to "settlers".
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Remember the impact of down sizing - less staff to do more
work.
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2. |
Automate Common/Standard Tasks |
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Create macros/templates for company/department wide tasks.
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Investigate EPSS (Electronic Performance Support Systems).
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3. |
Identify Job Functions in Relation to
Software |
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Identify key departments to work with and get their sponsorship.
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Review work samples and job tasks.
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Create a software/job responsibilities matrix including job
titles and names so it is clear who handles what functions. This helps
learners know who is responsible for what and helps provide a framework
for the training.
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Prioritize job tasks in relation to software functions.
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4. |
Customize and Tailor Curriculum |
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Pilot approach with most popular course or most troublesome
course.
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Build a mix of mediums: Classroom, Multimedia, Videos, Software
Tips Books.
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Plan for shorter, targeted specialty courses vs. Intro/Intermediate/Advanced.
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5. |
Customize Materials |
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Develop quick reference cards that could also be tailored
to a department.
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Create tip and trick sheets.
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Create customized exercises.
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6. |
Customize Training Approach |
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Teach how to use the macros and templates.
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Integrate on-line help/software "coaches" along with teaching.
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Get learners to prioritize topics based on job tasks, bring
in work samples.
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7. |
Get Buy-in From Managers |
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Identify the process and benefits.
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Get their commitment to getting a return on the training
investment.
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Ask them to discuss objectives with their staff before and
after the course.
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8. |
Get Buy-in From Learners |
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Communicate course objectives, benefits and pre-requisites
skills.
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Identify the process, benefits, and their role before, during
and after the course.
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Ask them to discuss course with their manager before and
after the training.
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9. |
Follow-up and Evaluate the Results |
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Do in-class assessments on comfort level and applicability
to the job.
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Track help desk questions and make enhancements to course
or materials.
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Conduct interviews with learners/managers to see how skills
are used on the job.
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10. |
Develop Independent Learners |
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Teach learners how/when to call the help desk.
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Have them use reference manuals and help during class instead
of teaching topic.
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