Best Practices in PerformanceBased Training Solution Design

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Best Practices in Performance-Based Training
Solution Design
Kevin Boyd Patrick Dunlap RWD Technologies
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Outline

• Performance-based solution components
• Real-world results
• Ideal state
• Evaluation
• Questions

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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 Performance and End User Tasks

• Organizational Performance Targets
• The critical performance measures the
  organization seeks to enable achievement of
  business goals
• Example
• Scrap rate is reduced to 1-in-10,000
• End User Performance Targets
• The task performance by end-users that is needed
  to reach the organization performance targets
• Example
• 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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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
Weeks
Without
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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Ideal Situation
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Evaluate Your Training Initiatives

• Do the tasks being training come directly from
  job requirements?
• Are there clear performance objectives?
• Has a clear relationship been established between
  the tasks being training and the organizations
  goals?
• Are there multiple knowledge stores?
• Learning events
• Performance support
• Collaboration
• Has an evaluation program been established?

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Questions?