Best Practices in PerformanceBased Training Solution Design

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Best Practices in Performance-Based Training
Solution Design
Best Practices in Performance-Based Training
Solution Design Session 28700

• Session 19860

Kevin Boyd RWD Technologies
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Outline

• Definitions
• Performance-based solution components
• Real-world results
• Evaluation
• Questions

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Definitions

• Performance-based Training
• Learning Objectives
• Performance targets

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Performance-based Training

• Instruction is designed to accomplish pre-defined
  learning objectives
• Learning objectives are derived from the job
• Skill checks exist to determine the success of
  the instruction
• Skill checks match the learning objectives
• Participants are provided an opportunity to
  practice each of the skills described by the
  learning objectives
• Participants are required to study and practice
  only those skills they cannot perform to
  standards
• Participants are provided sufficient practice
  opportunities to develop confidence in the skills
  learned

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Learning Objectives

• Collections of words and/or pictures and diagrams
  intended to let others know what you intend for
  your end users to achieve.
• Related to outcomes, not the process for
  achieving outcomes
• Specific and measurable
• Concerned with end users

Reference Preparing Instructional Objectives,
Third Edition, Dr. Robert F. Mager
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Learning Objectives

• Performance
• What should the learner be able to do?
• Conditions
• Under what conditions do you want the learner to
  be able to perform
• Criteria
• Describe acceptable performance

Reference Preparing Instructional Objectives,
Third Edition, Dr. Robert F. Mager
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Performance Targets

• Organizational Performance Targets
• The critical performance measures the
  organization seeks to enable achievement of
  business goals
• End User Performance Targets
• The task performance by end-users that is needed
  to reach the organization performance targets

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Performance-Based Solution Components

• Clear relationship between organizational
  performance and end user tasks
• Knowledge management through multiple stores
• Evaluation program

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Organizational and End User Performance
Relationship

• Organizational Performance Target
• Scrap rate is reduced to 1-in-10,000
• End User Performance Target
• Machine operators can utilize trend analysis to
  determine when tool wear will result in out of
  tolerance production

If end user task performance doesnt
produce desired business results, why conduct
training?
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Business Performance
Define performance this way
End User Tasks
End User Performance Targets
Organizational Performance Targets
Business Objectives
Achieve results this way
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Component 1 Performance Relationship
End User Tasks
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Component 2 Knowledge Management

• Learning Personal memory store

• Performance Support Reference store

• Collaboration Collective memory store

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Component 3 Evaluation
Evaluation provides the feedback to improve the
solution
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Component Relationships
Performance Support
Learning
Objectives Performance Targets
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Real-World Results

• Reduced training investment
• Reduced time to train
• Reduced time to competency
• Reduced user errors
• Reduced help desk dependence

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Reduced Training Investment
Time to Train
Users
Time to
Competence
for Users
Without
Weeks
P-B Solution
P-B Solution
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Reduced User Errors
User Errors
P-B Solution
P-B Solution

• Five plants that did not use a performance-based
  approach averaged over 5,000 user application
  errors. Plants that did averaged 1 user
  application error.
• One plant that did not shut down for 3 days upon
  go-live.

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Reduced Help Desk Dependence
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Evaluate Your Training Initiatives

• Are there clear performance objectives?
• Do the performance objectives come directly from
  job requirements?
• Are there skill checks to evaluate whether the
  learning objectives have been accomplished?
• Has a clear relationship been established between
  the tasks being training and the organizations
  goals?

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Evaluate Your Training Initiatives

• Are there multiple knowledge stores?
• Learning events
• Performance support
• Collaboration
• Has an evaluation program been established?

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Evaluate Your Training Vendor

• Does the vendor provide performance-based
  solutions?
• Can the vendor describe a performance-based
  solution?
• What solutions does the vendor offer
• Project management?
• Training development (ILT and WBT)?
• Change management?
• Document management?
• End user performance analysis?
• Has the vendor defined rigorous methodologies to
  guide the development of their solutions?

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Evaluate Your Training Vendor

• What previous experience does the vendors staff
  offer?
• Instructional design
• Change management
• Learning solution development tools
• Training delivery
• Can the vendor demonstrate a track record of
  delivering outstanding project performance?
• Does the vendor offer or use development tools
  and accelerators?

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Questions?