1. © 2010 by Nelson Education Ltd. 1 Chapter Fifteen Training Trends and Best Practices

2. © 2010 by Nelson Education Ltd. 2 Learning Outcomes  Describe the changing role of training professionals  Discuss the outsourcing of training & development  Discuss the role of ethics in training & development  Discuss just-in-time learning, rapid e-learning, and learning management systems (LMS)  Define lifelong learning and describe the four pillars of lifelong learning  Describe the main reasons why training programs fail and describe training design factors that facilitate learning and transfer

3. © 2010 by Nelson Education Ltd. 3 The Trainer’s Role A trainer’s primary responsibilities have traditionally revolved around:  Design  Delivery, and  Evaluation of T&D programs

4. © 2010 by Nelson Education Ltd. 4 The Trainer’s Role Changes in the Trainer’s role  From staff employee to strategic business partner Key roles: (see Fig 15.1) – Learning strategist – Business partner – Project manager – Professional specialist  Performance consultant providing solutions to performance problems

5. © 2010 by Nelson Education Ltd. 5 Outsourcing T&D Using an external supplier to provide training and development programs and services  57% of HR and training professionals outsource at least some portion of T&D  In Canada, 52% of total training investment is outsourced  Directly to outside trainers  Indirectly to tuition reimbursement to outside providers

6. © 2010 by Nelson Education Ltd. 6 Outsourcing T&D Benefits to outsourcing Access to specialists Greater variety of programs More efficient and less expensive Time savings Improvements in compliance and accuracy Risks in outsourcing Loss of control Vendor does not understand organization’s culture Loss of in-house expertise Increased vulnerability

7. © 2010 by Nelson Education Ltd. 7 Outsourcing T&D To increase likelihood of success:  Establish trusting relationships  Have frequent client-vendor interaction  Make contractual agreements clear and comprehensive  Work closely with training suppliers  Outsource for the right reasons

8. © 2010 by Nelson Education Ltd. 8 The Ethics of Training & Development Ethics: involves systematic thinking about moral consequences of one’s actions and decisions on various stakeholders Stakeholders: persons inside or outside the organization who might be affected by one’s actions and decisions  Many organizations, such as the Canadian Society for Training and Development, have codes of ethics that set standards of practice and professionalism for members

9. © 2010 by Nelson Education Ltd. 9 The Ethics of Training & Development Ethical Guidelines for Trainers 1.Voluntary consent 2.Discrimination 3.Cost effectiveness 4.Accurate portrayal 5.Competency in training 6.Values See Trainer’s Notebook 15.1

10. © 2010 by Nelson Education Ltd. 10 Trends in Training and Development Just-in-time learning: Capability to provide learning and training opportunities when they are needed and where they are needed  Training on demand  Accelerates pace of learning  New technologies helpful in achieving this  Scenario-based (see Training Today 15.1)

11. © 2010 by Nelson Education Ltd. 11 Trends in Training and Development Demand to shorten the length of training programs increasing.  Redesign training programs and find creative ways to make up for reduction in content  Pre-course work, job aids, on-the-job training, and using technology can accomplish this Rapid e-learning: template-style software with easy to use interface that guide trainer through the course development process Develop e-learning more quickly, easily and at lower price than conventional e-learning tools

12. © 2010 by Nelson Education Ltd. 12 Trends in Training and Development Learning Management Systems (LMS) is software that manages and tracks training activities  Sophisticated systems  Allows an organization to integrate and organize all their training data and programs  Especially used by web-based programs  Track and report administrative activities of training Enrollment Completion of programs Training results

13. © 2010 by Nelson Education Ltd. 13 Trends in Training and Development  Some very sophisticated LMS include assessments, course catalogues, communication tools, and individual learning plans  Benefit of LMS is increased efficiency, reporting, tracking, and delivery of e-learning  Increasing use of technology for training will create increasingly more important role for LMS

14. © 2010 by Nelson Education Ltd. 14 Trends in Training and Development  Lifelong Learning is an approach to learning that recognizes that learning takes place throughout a person’s life and involves all aspects of one’s life.  Canadian Council on Learning developed Composite Learning Index (CLI)  Measures Canada’s progress on “Four Pillars” Learning to know Learning to do Learning to live together Learning to be

15. © 2010 by Nelson Education Ltd. 15 Trends in Training and Development  The CLI recognizes lifelong learning is critical to success of individual, the community, and the country  Individual benefits from better jobs and higher wages  Canada benefits from higher productivity and a stronger economy  Training and development is an important contributor to lifelong learning  Many organizations taking holistic and lifelong approach to continuous education and learning

16. © 2010 by Nelson Education Ltd. 16 T&D Best Practices: Main Reasons for Failure 1.Lack of alignment with business needs 2.Failure to recognize non- training solutions 3.Lack of objectives to provide direction and focus 4.The solution is too expensive 5.Regarding training as an event 6.Participants are not held accountable for results 7.Failure to prepare the job environment for transfer 8.Lack of management reinforcement and support 9.Failure to isolate the effects of training 10.Lack of commitment and involvement from executives 11.Failure to provide feedback and use information about results See Table 15.1

17. © 2010 by Nelson Education Ltd. 17 T&D Best Practices Design factors that are important for learning and transfer: 1. Trainees understand the objectives of training 2. Training content is meaningful 3. Trainees are given cues that help them learn and recall 4. Trainees have opportunities to practice 5. Trainees receive feedback on their learning 6. Trainees have the opportunity to interact with others 7. Training is properly coordinated and arranged See Trainer’s Notebook 15.2

18. © 2010 by Nelson Education Ltd. 18 Summary  Discussed the changing role of the trainer and outsourcing training and developed  Ethical issues in training discussed  Important trends including just-in-time learning, rapid e-learning, and learning management systems were introduced  Training and development as part of larger process of lifelong learning was described  Reviewed of major reasons for failure of training and development and design features that facilitate learning and transfer