You feel your inexperienced or poor performers are lacking certain skills and knowledge that would help them do their jobs more effectively. Your company offers a menu of training courses, but these seem too generic to meet your needs. You could also send them to an industry conference, but this again is not job specific.
It takes too much time for your new hires to reach the production, quality, or customer service skill levels of your experienced staff. You'd like to cut this time in half, or perhaps even better.
Best practices in the job are discovered here and there, but they are not uniformly applied, and are often forgotten as staff leave, transfer, or are promoted.
You have set your expectations for training too low. Performance-Based Training stands in stark contrast to what we call subject matter training. Subject matter training is much like a college course - general, conceptual information that is difficult to know exactly where and how to apply back on the job. Most training you will see - programs at industry conferences, vendor training, college courses, general corporate offerings, is subject matter training.
In Performance-Based Training there is one and only one criteria for success: can the performer produce the job outputs to requirements, without supervision, by the end of the training? What would be the point of settling for less than this? Now, they may not be as fast as your best employees right after training, but that will come with experience, and they won't have to unlearn any bad habits.
Validation of training as the appropriate solution to the performance gap.
Estimated economic return from performance-based training.
Training roles and commitments (decision maker, consultant, trainers, subject matter experts, materials developers).
Means by which best practices will be determined.
Definition of the training role going forward.
Training Program Design
A clear definition of job outputs to be trained.
What specific skills and knowledge are required to produce job outputs
Training activities and sequence - job tasks to be trained, prep sessions, prerequisites, skill checks, etc.
Based on exemplary performance, not average performance.
Job Performance Aids
Procedures that embody best practices, in an easy to follow format, that replace the need for memorization of complicated or infrequent tasks. Available to the performer while they are doing their tasks. They never forget, they never sleep, and they are always right.
Job aids can take many forms - display boards, paper procedures, references, decision tables, worksheets, online context-sensitive help systems, etc.
Because job aids capture the way work is done, their development often results in tactical process improvements as well as world-class training.
Procedures for the trainer to follow before, during and after training (preparation, introduction, task demonstration, employee task practice, assessment, training administration).
trainers given hands on instruction in exemplary training techniques.
a means to track the development of training materials, and certification of trainees
Performance Based Training is the most efficient and effective way available to have new hires, or those making mistakes, performing like your best.
"Practice does not make perfect,
perfect practice makes perfect."
- Vince Lombardi
If it's "nice to know", its got to go.
- Robert F. Mager
(referring to the content of training)