1. Designing an Organizational Training System for the 21 st Century Andrew Hurt Systems Thinking April 3, 2007

2. Problem Statement Organizations need employees who have all the skills that are required for their job, but organizations/employees do not want training. This is an impossible statement  No single employee knows everything  Organizations can not anticipate all required skills  Life is dynamic Thus the problem is that organizations need a system for training employees that can anticipate a constantly changing environment in order to provide employees with all the skills required for their job.

3. Customer Requirements Design a system which centralizes the broad function of training and at the same time integrates and decentralizes the work unit training components such that the system:  Integrates new technologies  Is focused on learning and knowledge management  Is cost effective  Is adaptable

4. Derived Requirements Problem Statement: An orgs. broad T&D functions will be run through the corporate office; individuals within the work unit will be trained as trainers. Requirements:  Intranet training websites will be created/reworked, integration of PDAs and other electronic devices, applications of virtual training, etc.  An org. wide knowledge management program will be initiated, reinvention as a learning organization  Less trainers, less physical training space, transition to electronic environment, etc.  Continually reevaluate the system and make changes as needed Trade-Off: Compared with the current operating system; ISD and specifically ADDIE Test Plan: Implement the new system within one business function, develop metrics to gauge performance along the way, implement one component at a time

5. System Validation All technology components are currently available  Intra & internet  PDAs/communications software  Knowledge management software Explore other orgs. efforts to implement similar systems – Real world systems examples Costs are inline with the organizational reqs. Validate by entering a new unexpected component/technology/requirement

6. Use Case Model New Technology New Employees Retiring Employees Knowledge Mgmt. Decentralized Trained Workers Centralized Change Trainers