What are the most successful training coordination models?

The success of a training coordination model often depends on the specific needs of the organization, the nature of the training, the audience, and the available resources. Tailoring or combining models based on these factors can lead to a more successful training coordination approach.

The centralised model stands out for its efficiency. Consolidating the coordination process under one single entity, streamlining communication and resources. This model enables uniformity in training content ensuring all learners receive consistent information and fostering a a standardised learning experience. This also facilitates data management allowing for comprehensive analysis and reporting on effectiveness of training. This model is particularly effective for organisations seeking a structured and standardised approach to skill development

The collaborative model is a training coordination model that involves engaging multiple stakeholders to participate in the design, delivery, and evaluation of the training programs. The collaborative stakeholders can include trainers, learners, managers, peers, mentors, coaches, and external partners. The collaborative model has some advantages, such as feedback, interaction, and ownership. However, it also has some challenges, such as coordination, conflict, and compromise.

The main thing to make people keep learning is to push them fail if they don't learn. Less flexible Methods like this will lead to more learning and experimenting.

Este modelo costuma ser o mais específico para treinar uma fun??o, porém sofre com problemas sérios como agregamento de conteúdo e falta de personaliza??o e privacidade do treinando.

Contrastingly the decentralised model thrives on flexibility and expertise. This approach distributes coordination responsibilities across various sectors or departments allowing for tailored training that aligns with specific team needs. This empowers local leaders to address unique challenges and customise training content to the requirements of their team. This model is ideal for organisations valuing adaptability and a nuanced approach to skill development fostering an ownership among the teams and encouraging the cultivation of expertise of your business

The decentralized model means different teams manage their own training in a company. Each team can do their own programs, use resources their way, and make their own decisions. It's good for adapting, being creative, and having diversity. But, it can also have problems like doing the same thing twice, not being consistent, and not working together towards the company's goals. Finding a balance is important, like cooking with different ingredients but making sure they all taste good together.

Im dezentralen Schulungskoordinationsmodell sind mehrere Einheiten oder Abteilungen involviert, die jeweils ihre Autonomie besitzen, um ihre eigenen Schulungsfunktionen zu verwalten. Diese Einheiten gestalten, entwickeln und evaluieren unabh?ngig ihre Schulungsprogramme und treffen Entscheidungen über Ressourcen und Methoden. Die Vorteile dieses Modells liegen in seiner Anpassungsf?higkeit, erm?glicht durch innovative Ans?tze und eine Vielzahl an Perspektiven. Allerdings birgt es Nachteile wie potenzielle Doppelarbeit, die Schaffung von Inkonsistenzen und eine geringere Koordination sowie Ausrichtung auf übergeordnete Ziele der Organisation.

In my experience, the Hybrid model is good, The hybrid model is a training coordination model that combines elements of both the centralized and decentralized models. The hybrid model allows for some degree of centralization and standardization, as well as some degree of decentralization and customization.

Some examples of Hybrid Model implementation : 1. Empowering local training champions which can be identified within each department or unit. These individuals can work closely with the centralized team to identify and address training needs specific to their area, ensuring that training is relevant and effective. 2. Utilizing technology to enhance the flexibility of centralized training. E-learning platforms, virtual classrooms, and other digital tools can provide learners with access to training materials and resources on their own time and schedule.

Un modèle hybride me semble le meilleur compromis pour garder un échelon de proximité au plus près des attentes locales tout en gardant un contr?le centralisé pour garantir une uniformité et une cohérence globale du contenu de formation.

Training is the most valuable part of an organization to achive the goals, since the employees should know their role and responsibility , and how to perform their tasks to meet the organizational goals. When it’s a small organization with limited number of people, limited number of tasks, the centralized model will work at its best. Decentralized model will help to develop a training models for a large scale organization with a multiple departments performing different processes, as it surely need the expertise in what they are doing. In this, different experts could plan and develop their training to match their requirements.

This is a model that can be very successful. The central training unit main responsibilities are as follows 1. Develop training standards 2. Develop the templates for training 3. Manage the training cycle. 4. Develop the policies for monitoring work. Each line supervisor should plan and execute the training that can increase productivity. All central policies would be used.

In my experience as a health and safety professional, there are factors which need to be considered before deciding which model to adopt or practice. One factor could be the local and/or international safety regulatory requirements for certain trainings. Persons engaging in high risk activities, such as craning or rigging, are required to be trained and certified by a competent and approved third party organization or individual. So the 'outsourced model' is mandatory in such a situation. The 'centralized model' could be applied for safety induction of new employees since they will require general overview of compamy's health and safety practices while more specific on the job trainings could be given through the 'decentralized model'.

The outsourced model is like hiring outside experts to handle training for a company. These experts can do many things like creating content, teaching, and using technology. It's good because you get access to experts and it can be cheaper. But, there are risks like making sure the quality is good, they do what they promise, and their way fits with the company's style and values. It's a bit like hiring a chef to cook for your party – it can be amazing, but you need to make sure they understand your taste and do a great job.

It has been observed that self-discovery model is one of the most effective ones. When we discover the objective of learning or reach the required outcome, it gets burned in our memory with the associated feelings. That is something unforgettable. However, it is also true that this model has limitations. Therefore, it has to be guided and supported to ensure that we reach the learning objectives. In aviation training for example, progressing in handling skills has to be tried and discovered by trainees. I believe in science labs that is true too. As pilots, we have to try takeoff and landing under guidance to discover how it’s done better. We have to experience turbulence to be able to evaluate its gradation and therefore avoid it.

For me this cam motivate persons. However there must be a learning and development culture for this to work. Learners must understand and see this as beneficial. In my experience the self directed model for training works but culture change in organisation's may be necessary here.

Le modèle auto dirigé, c'est un modèle à mon avis performant qui consiste à donner aux apprenants les moyens de prendre en charge leur propre apprentissage et leur propre développement futur....

Your own experience as a trainer will determine whether this model is suitable as every training situation is individual as is every trainee!

The self-directed model lets learners be in control of their own learning. They pick what to learn, how to learn, and when to do it. It's good because it keeps them motivated, lets them work at their own speed, and makes learning more relevant. But, there are challenges like needing support, guidance, and being accountable for their progress. It's like giving someone the freedom to plan their own trip – exciting, but they might need help with directions and making sure they're on the right track.

Le Modèle Collaboratif demeure le plus performant et le plus durable. >Performant car son ingénierie prend en compte les objectifs stratégiques de l'organisme et les rend homogènes avec tous les besoins et aspirations des autres parties intéressées (ndl : ISO 10014, ISO 9001, ISO 31000 et HLS). >Durable ou Sustainable, car il adhère, d'une part, aux Objectifs de Développement Durable issus de l'Agenda 2030 des Nations Unies (17 ODD ou Sustainable Development Goals), et d'autre part, aux aspirations de l'Agenda 2063 de l'Union Africaine à savoir le Plan Africa High Five.

En sectores como el aeronáutico, donde existen requisitos de formación muy específicos para mantener la capacitación del personal (tripulaciones, técnicos de mantenimiento, ingenieros, etc.), el modelo híbrido proporciona mayor flexibilidad. De esta forma, cada departamento gestiona la formación específica sin perder de vista los objetivos definidos, el cumplimiento con la regulación y los posibles cambios que se puedan producir.

Desde mi experiencia, esta forma es la más potente pues implica que las partes interesadas son involucradas en el proceso y teniendo en cuenta que las personas tendemos a apoyar aquello que ayudamos a construir, el compromiso respecto de la o las actividades de capacitación será mayor simple y llanamente debido a que yo contribuí. Efectivamente hay desafíos en este formato, entre los cuales la coordinación de todas las partes y la gestión de posibles conflictos, los que pueden ser minimizados provocando conversaciones desde la sinceridad que busquen construir reservas de buena voluntad. Si hacemos esto bien, entonces el compromiso no será un desafío sino una realidad!!

This way gives perspective way for training. Interaction provides learning different ideas. Increase respecting others opinion. Less chances of failure.

You can get the most benefits of Collaborative Model (CM) in these situations : - In organizations with a diverse workforce, the CM can cater to the varied learning styles, preferences, and needs of learners from different backgrounds and cultures. By involving learners in the design and delivery of training, organizations can create more relevant and engaging learning experiences. - During periods of organizational change or transformation, the CM can foster a sense of shared ownership and commitment to the training process. By involving stakeholders in the development of new skills and knowledge, organizations can increase the likelihood of successful change implementation.

None of the models today can work in isolation for scale as the needs are agile and ever evolving. If the model is too rigid we risk taking the eye off the prize and if it's too flexible we might miss out on pure impact if we are solving for scale. Hence we would need to tread with caution, solitary models can work in a well defined environment and we will be able to take our pick. Scale will require customisation

O sucesso de uma coordena??o de treinamento é a combina??o de vários modelos. Em uma institui??o de ensino existem diferentes equipes de prepara??o dos treinamentos e diferentes públicos. Cabe ao gestor identificar qual o modelo de coordena??o é mais adequado. Por exemplo, em equipes alto nível de maturidade o modelo colaborativo alcan?a bons resultados. Em equipes que trabalham com andragogia, em especial e-learning, o modelo autodirigido pode proporcionar uma experiência de aprendizado com alto grau de engajamento. Estar atento às características das pessoas envolvidas em todas as etapas dos treinamentos, desde os designers instrucionais até ao aluno é o segredo para o desenho do modelo de coordena??o de treinamento bem sucedido.

Most large companies opt for the centralised model which may not be as engaging for some employees. I've worked with SMEs where they have outsourced training and it has been successful, the key is finding a trainer that understands your business needs and can adapt their style to facilitate the learning objectives. A blended approach may be a way to adapt to the agile work force and cater for different learning styles. I agree there is no one size fits all.

One prominent training model involves an in-house approach where a team entrusts one of its members to thoroughly explore a specific training method or concept. Through the individual’s passion, dedication, and firm belief in the system, they aim to impart an exceptionally robust model to the team. This method relies on the premise that a personally invested team member can deliver a highly relevant and tailored understanding, akin to an amplified form of word-of-mouth, as opposed to conventional learning from an external expert.

J'ai eu l'occasion de me former au travers de différents formats : Formations en entreprise, VAE, Distanciel, Contrat de professionnalisation.... Actuellement, avec les différentes formules disponibles, il serait dommage de ne pas en profiter dans le cadre de son développement personnel, ou pour se qualifier et évoluer en perspective d'une promotion professionnelle.