By Ron Drew Stone
What makes a few education courses profitable whereas others produce disappointing effects? the reply, says Ron Stone, lies within the approaches running shoes hire to figure out wishes, layout and strengthen courses, carry the learning, and companion to get company effects. it's time to reexamine those tactics, says the writer, and convey them into the twenty-first century. In Aligning education for effects Stone presents a effective, entire, and flexible source to assist consultant running shoes via assessing, designing, and offering education recommendations that in achieving actual and measurable results.Note: CD-ROM/DVD and different supplementary fabrics are usually not incorporated as a part of e-book dossier.
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Extra info for Aligning Training for Results: A Process and Tools That Link Training to Business
This leads us to the next important element of the Performance-Centered Framework: performance readiness. We must answer the question, what needs to happen to enable the performers to execute (perform) in the work setting? 1. PATH TO ALIGNMENT AND RESULTS Performance Readiness Path In • Readiness of people to perform enables execution in the work setting. Knowledge and skill are only one component of readiness. • Execution requirements must be known before any readiness needs are determined. indd 11 Execution in the Work Setting Path Out Business Outcome • The intended business outcome will not occur unless there is execution.
What should be done to correct the situation and influence the outcome in a positive way? Perhaps further questions should be, both now and in the future, Who or what is in a position to influence execution in the work setting? And how is this influencing the ability to achieve the end in mind—the desired outcome? Then we follow with the same questions just listed. It could be that faulty work processes or something external to the business is influencing the desired business outcome. Maybe individual or team performance is a secondary issue.
Historically to this point, training professionals conducting needs assessments have addressed the ability component (knowledge and skill) but often ignored the other components. As you will discover in Chapters Four and Five, tools are available with the Situational Needs Assessment process to help determine which components of performance readiness are lacking. Also, in the table on page 15 of this chapter, you will see how the training and performance design criteria account for all components of performance readiness, not just the learning component.
Aligning Training for Results: A Process and Tools That Link Training to Business by Ron Drew Stone