Not a Member? Get access to HR news and resources that you can trust.
Standing desks and other innovative workstations can help counterbalance the negative health effects of sitting.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Elevate Your Talent Strategy. Join us in Chicago, IL – April 24-26, 2017.
Work process redesign is often needed to help make training stick
Aligning a company’s work processes with skills taught in training is instrumental to maximizing post-training transfer. In the vast majority of cases, training isn’t just a skill issue; it’s also a process issue. Most training functions focus on skill building and don’t align or influence their company’s work processes accordingly; so training efforts aren’t reaching their full potential for success.
The Learning to Performance methodology, a multistep training system, offers a solution to this dilemma. A major differentiator in this approach is the specific step focused on aligning (and possibly redesigning) work processes and tools to match training content. By better aligning internal systems with the new training effort, companies can:
When creating training programs, carefully consider the redesign of work processes and tools during the instructional design and course development phases.
For example, a global manufacturing company had five task teams operating inconsistently with respect to project management (PM). While each team was tightly aligned to the company’s overall business strategy, each was operating in a vacuum, with no commonality or common work methodologies.
The business needed to implement basic project management companywide to institutionalize common processes, methods and templates. However, if the organization moved forward with project management training and didn’t redesign the PM process, tools and templates, the training would result in little transfer. Therefore, simultaneously with instructional design and development, the organization implemented a new standard project management process. As part of this effort, it developed five standard PM templates and identified one online system the entire company would use.
These tools, templates and processes were approved by the executive team, and training was designed to support the PM initiative. This demonstrates the power of integrating process/tool redesign with instructional design, as shown below:
Redesign Integration Process
While there are many process redesign models, this simple model works especially well. Here are the implementation steps:
Step 1: As part of an instructional needs analysis and environmental scan, identify any process, tools or systems that are redesign candidates and present them to the client or other key decision-makers. They might decline the redesign but should understand the consequences to post-training transfer and performance.
Step 2: If they choose redesign, then the processes are mapped as is. If a company doesn’t have qualified internal resources to handle this effort, it should seek advice from a process-mapping expert on content and exercises that the instructional design should address. During this phase, the team should identify:
In addition, document the process flow by creating a diagram showing each step, the worker who performs the step and information flowing from step to step.
Step 3: Using the as-is process and the training’s impact map, design the to-be process, noting the content and tasks that training must address. Consider using an iterative adaptation of the fishbone or Ishikawa diagram commonly used for root-cause analysis. Essentially, the fishbone’s use is expanded to determine root cause and identify improvement opportunities.
Process Improvement Root Cause Analysis
At this point, consider key questions about:
Step 4: While the course is being defined the new or enhanced process and/or tools are tested and implemented. These activities greatly enhance the likelihood of successful training transfer.
Overall, this multistep training approach is an effective way to ensure training sticks because it systematically synchronizes work process redesign through pretraining initiatives, training and post-training efforts/evaluation.
Dave J. Basarab is founder of the Atlanta-based training company Dave Basarab Consulting, author of the book Predictive Evaluation (Berrett-Koehler, 2011) and co-author of The Training Evaluation Process (Springer Science Business Media LLC, 1992). Contact him directly at www.davebasarab.com.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies