Methods to Achieve Consistency

Abstract

Every accredited training session, workshop, or course must be delivered to employees with an intent to solve a performance problem in the workplace. After the training course, employees must be competent in their new skills, knowledge, or attitude in order to perform at a high level of proficiency when back on the job. The experience of learners during the training sessions must assure that a performance change is achievable. Accredited training programs deliberately plan aspects of content and methods to both define successful learner completion and achieve lasting change.

Appendices

Manager Tips

• A. Establish your course plan from your learners’ perspective, not from the instructional designer’s perspective or the facilitator’s perspective.

• B. Consider the characteristics of adults as learners when designing training and adjust to the interests of your employees.

• C. Use instructional objectives as the foundation for all content.

• D. Sequence the content based upon a logical order for building knowledge or developing skills.

• E. Select methods that match the domains and the action verb expressed in your objectives.

• F. Keep learners active; create activities that support the action needed and which help learners to interact with each other and the content.

• G. Promote peer learning and peer interaction within sessions.

• H. Design course elements (objectives, methods, and activities) with a course planning instrument.

• I. Recruit organization line managers to support job integration and to reinforce peer learning. 

Supplement

Supplement Tool 11A : Methods Overview