learn how to design a course successfully. Learn about the ADDIE process and other methods to make your instruction work.





Building A Blue PrintIdentifying Training
Identifying Training
Building The Training ScheduleFive eLearning Components

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Building A Blue Print - Part 2

Identifying training issues requires in depth analysis of the situation. When building a blue print for success, it is important that you analyze the issues to ensure that they are actually "training issues".

Determine the problem: Determining the problem can sometimes be difficult, especially when it comes to identifying training issues. The first reaction is to look at a issue on the surface. By looking at the shallow end of a situation, we often misinterpret the symptoms of an issue as the root cause of the problem. To avoid this misinterpretation, try to take each problem and determine if there is a source for the problem. For example, your client states that his employees need training on a widget process. The misinterpretation is that the employees do not know the processes. After further analysis, you discover that the employees do not understand what the widget does. If you simply develop training around the widget processes, the employees will still find it difficult to meet the expectations of your client. However, training the employees about the purpose of the widget will result in greater success. Once they understand the purpose of the widget, the processes will be easier to understand and they will perform to the expectations of your client. Consider the following questions:

  • What is the root cause of the problem?
  • What can training do to improve performance?
  • What skill or knowledge is required for the performance?

Determine expectations: Many times people determine a problem and fail to identify the expectations of the performance. This is an importance step in the process of identifying training issues. In the last example, you identified the problem. The next step is to determine the expectations of performance for the identified problem. For example, you identified that the employees need to understand the purpose of the widget. However, you have not establish the amount of understanding that the employees need to know in order to meet acceptable performance measures. It is one thing to know about a widget, it is another thing to know how you should use the widget in accordance to management expectations. Many training courses fail because they lack a clear understanding of the performance standards. Ensuring that employees meet the expectations is the goal of all training initiatives. Consider for the following questions when discussing expectations:

  • What performance measures are being used to assess employee performance?
  • What skills are required for the job?
  • What level of experience is required for the job?
  • What level of skill is expected once an employee completes the training?
  • How does the business define success?
  • What are the goals of the business?

After determining the problem and the expect ions, you should be able to define and list the training objectives for the course. Remember that training attempts to provide the necessary knowledge and skill for employees to meet their job performance expectations successfully. Go to page 3.