How can you design distributed training programs that are easy to evaluate and improve?

Es muy importante conocer el usuario, entender las necesidades y los dolores, con base en esa data se puede organizar un modelo de negocio que permita se escalable.

I would add that knowing your audience and where they are already is super important. I have learned from training that the more interactive, the better, as it allows the trainer and the trainee to see what they need more of. I’ve found that interviewing supervisors, allowing them to share specific situations to include in practice problems, videos and even recorded calls to show during class are very effective adds for any training, as it can lower the anxiety of the unknown and can build confidence. Making sure there are scenarios to role play and time to practice is most important. I find that talking with trainees, supervisors and trainers is the best way to really find out what is needed to improve training.

Design using a work context approach. Practice learning experience design to understand learners while they perform their core daily tasks, as well as high impact tasks or critical work tasks regardless of frequency. Then design interventions and enablement opportunities to accompany those tasks in as seamless a way as possible. Track those interventions and enablers with digital tools that require little effort on part of learner, with mechanisms that require one click, like we are used to now with social media platforms.

As a visual learning I really enjoy good videos with the opportunity to answer scenario questions of multiple choice answers to start with, plus a fill-in-the-blank space in case there is anything that I felt needed to be added. The automated test would grade the multiple choice answers and I could print a copy of the Q&A with my comment for later discussion. The “blank” could also help the trainer and the training author to enhance the program.

The thing with orientation programs is that they are designed to give a new recruit information, duh! But, we often don't consider the various ways people learn and retain information. Too often are new recruits left to read a large policies and procedures document or slide deck. Find creative ways to present your information. If you are creative in your approach it will engage the employee and retention is found to be increased.

I agree with Mark. I can remember putting a big orientation binder on my office shelf until one day, as the director, I had to study, update, and know the policies. I didn’t even remember going over any of them, other than my DB plan, which we administered. Orientation is so important and in my opinion should be a time to learn about the company, the culture, the departments, the policies, the groups and activities, the semi-annual review details and what is expected, as well as the tour to meet people and connect the dots. Once it’s over you are too busy working to read and ask questions.