Lower academic level of first line management training. This piece was originally published: Industrial and Commercial Training. Volume 30 • Number 1 • 1998 • pp. 20-23 MCB University Press • ISSN 0019-7858 I have re-published this as the topic of academic levels in different qualifications has been discussed recently. This article shows the value of doing things differently to the academic convention of starting at your level. The company HDL is no longer trading as a training … [Read more...] about Lower academic level of first line management training for medically qualified healthcare staff can enhance workplace performance
So much training, so little to show for it in our organizations. Why is this often the case? Back in 2012 the Wall Street Journal published a piece looking at this. They concluded that businesses needed to do: Better training needs analysis (TNA) - not just what but who Design - what where how follow up - testing to see if people have learnt. Are they applying the new ways? Research from the The American Society for Training and Development claimed that only 10% of learning goes … [Read more...] about So Much Training, So Little to Show for It
We have all been there at one time or another. Budgets are tighter than expected. Often external spend is reduced to a minimum. A lack of budget should not mean training stops. It means we need to start thinking differently. Its innovation time! Attending courses are not the only way to train and develop people. Sometimes we need to focus on the end result, the learning needed and not the journey – how that knowledge of skill should be achieved. When as part of a Personal Development … [Read more...] about Training is like PPE – A lack of budget does not mean no training
In the move from training activity being classroom centric to a more balanced approach, much has been written about the 70-20-10 approach to learning and development, but have we thrown out the baby with the bath water? Let’s get some common understanding: 70-20-10 70 percent of learning should happen on the job – macro – step by step, words in a sentence if you like 20 percent of learning should be from coaching – micro – the role, paragraphs if you like 10 percent of learning should … [Read more...] about Macro, Micro and Global approaches to learning using the 70-20-10 model – have we got it wrong?
Work experience is not the same as learning. We often hear of Human Resource Managers using “on-the-job training” as a preferred training approach. But what does it really mean? Is it just experience of doing a job or task? Learning on-the-job definition On-the-job training (OJT) is a form of training taking place in a normal working situation Source Experience is not the same as learning We do learn from experiences, but is the “learning” that the individual gets and interprets what the … [Read more...] about Experience is not the same as on-the-job learning (or training) #HRBlog
The 70:20:10 model was developed by Michael Lombardo and Robert Eichinger whilst at the Center for Creative Leadership in 2000. Jay Cross says that “The 70-20-10 model is more prescriptive. It builds upon how people internalize and apply what they learn based on how they acquire the knowledge.” The 70:20:10 in context Based upon research that took place in the 1980s and 1990s, the 70:20:10 was the summary of activities in the process of developing leadership (then management) skills. In the … [Read more...] about 70:20:10 – has the model had its day?
In recent years the 70:20:10 approach to workplace learning has become increasingly popular. But is it about more than just blending on and off the job training? Common descriptions say that it is 70% on the job, 20% coaching and 10% from courses, but is that really the case? And is it a universal tool? History of the model The 70:20;10 model is usually credited with developing or popularizing this approach were Morgan McCall and his colleagues working at the Center for Creative Leadership … [Read more...] about 70:20:10 an effective learning strategy?
"“If you think training is expensive, try ignorance”. Peter Drucker" Training can be in many forms, on-the-job, off-the-job etc. But not doing that training can have costs that as a manager and business we could be paying for many years. For example, if you have a small team, having one person trained to help and support people, may be all that is needed. But what happens when that person is sick or worse, they leave! How do you train your people then? If you do not train, then using systems … [Read more...] about If you think training is expensive