【前沿】你开发培训项目是为了谁 — 学员还是你自己？

你开发培训项目是为了谁—学员还是你自己？...

作者：Jim Kirkpatrick

翻译：培训江湖编译小组

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当我们培训员工时，我们的主要目标是提升个人表现。每年全球的所有组织机构都要在人员的学习与发展方案上投入上百亿美金。 对于学习与发展专家、培训专员、线上学习开发人员及绩效改进专家来说，他们能够获得的信息太多了，都兜售着不一样的所谓的最佳培训方案。有的人认为小件学习是未来的趋势；也有人推崇一对一的辅导。有些人认为课堂学习效率更高；也有人认为异步的自我线上学习模块效率更高。而最近，学习与发展领域更多地开始关注游戏化这一块了。

然而，在面临这么多选择的情况下，是否我们已经忘了学员真正需要的是什么，反而把更多的注意力转移到了交付媒介上呢？现在，是时候放下那些我们认为最好的学习方案，停下来多想想学员更喜欢什么样的教学、什么样的学习方法了。要真正地理解员工的需求并获得最好的学习效果，你需要回答以下六个简单的问题。

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你是否成功进行了需求分析及学员分析？

不管你采用什么方法，是技能评估、观察、调查还是团体讨论等等，学习及发展经理都必须在任何培训前先进行全面的需求分析及学员分析。一般来说，培训主要的目的是达成“已知需求”，而不是一定要进行非常正式的评估和分析。当然，如果是专业的技能培训或技术培训就另当别论了。在进行了前提分析的情况下，你才能明白学习项目的意义所在，才能更游刃有余地投入到课程的设计中。确定培训的类型及其服务对象是培训整个流程中最为重要的一步。

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你是否了解学员目前已掌握了哪些信息和知识？

学习与发展专家能做的最错的一件事就是为员工已具备的技能或知识设计培训项目，这样会浪费时间、金钱和资源。如果我们没有调查学员的需求，设计的教学方案就没有价值，结果反而会加重自身的负担。学员们也会因此产生“厌烦培训”这样的情绪。因此在设计培训项目之时，学习与发展专家一定要深入了解学员已经掌握了哪些知识和技能。

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你是否考虑了你要交付的培训有什么样的社交及文化影响？

理解培训的社交及文化影响是促进有效学习的关键所在。在今天，组织文化把国际化和本地化的价值都糅合起来，甚至还包括了环境场景的影响，我们的培训类型也需要随之进行调整，以便能够与这些文化和社交的价值相契。这种契合不仅能够引起学员的注意力，也能够保证学员更愿意参与进来，因此能够提高知识的留存率。

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你是凭什么挑选交付媒介的？

在本文开篇我讨论了不同的培训交付原理，主要就是为了强调单一的交付是无法满足多样的学员需求的。一种培训交付手段可能对某些学员有效，却不一定对其他的学员同样有效。对交付媒介有更深入的了解，培训专家就能挑选合适的交付媒介，提高培训内容的可亲度，增加学员的参与度。通过正式的评估确定媒介手段是提高学员学习成效的关键。

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你是否准备了正式的培训效果反馈机制？

一名真正的学员总会想要反馈自己对课程的意见。但是通常情况下，培训专家都没有设计正式的反馈机制来让学员们畅所欲言。尽管每个培训从业者都会关注培训评估及投资回报，但在真正地理解什么对学员有用，什么没用的方面我们还有很长的路要走。在开展完学习项目之后加一个集中于学员反馈的步骤是非常有必要的。

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你是否能够引导学员们在培训实践中产生好奇心并勇于创新？

支架策略中最为关键的一点就是要刺激你的员工产生好奇心。这不仅仅能帮助你探索创新更为适合你员工的学习实践方式，也能够鼓励整个组织去营造一种创新的学习环境。

现在，我们花费了太多的精力去创造我们所谓的高互动、设计合理、内容精美的培训课程了，以致于我们快遗忘了培训课程本质上到底是为什么而创建的。不过如果你发现培训效果达不到预期时，不妨扪心自问一下，从这几个问题的答案中能够怎样去改善整体的学习体验。by  Priyanka Chopra

When we train employees, our primary aim is to take the performance of individuals to a higher level. Every year around the globe millions of dollars are spent to provide the best learning and development solutions. There’s so much information available to learning and development (L&D) professionals, trainers, e-learning developers, and performance improvement professionals touting the best training methods. Some say bite-sized learning is the way to go; others advocate for one-on-one coaching. Some suggest that classroom learning is most effective; others say the same for asynchronous and self-paced e-learning modules. And recently, the trend has started to shift toward gamification.

However, with all the options available to us, have we forgotten to think about what learners really want? Has our focus shifted to the medium of delivery? We need to stop thinking about what we deem best, and instead focus on the instruction and the methods learners prefer. To really understand your employees’ learning needs and get the best results, answer these six simple questions.

• Have you conducted a thorough needs assessment and learner analysis

Whether you use a skills assessment, observation, surveys, or focus groups, L&D project managers must initiate a thorough needs assessment and learner analysis. Often, the training request arises from a “perceived need,” rather than any formal assessment and analysis. Skills training and technical training needs have a better chance of being assessed through formal analysis. Once you conduct a formal analysis, you will be able to answer the “why” of the learning program, as well as its design. This is the most important step to determine the type of training required and for whom.

• Do you know if your learners already possess the information and knowledge 

The worst thing L&D professionals can do is to create training programs for skills and knowledge that employees already have. It is a waste of time, money, and resources. Not researching needs can lead to the creation of invalid instruction, which results in the highest form of boredom. The “I Hate Training” phenomenon emerged from this concept. Tap into the learners’ knowledge when designing a training program.

• Are you aware of the social and cultural aspects of the training you want to deliver

It is very important to understand the social and cultural aspects of the training before effective learning can occur. Today, when organizational cultures are keeping global and local social values in mind, along with environmental situations, any type of training needs to be aligned with these cultural and social facets. It not only gains the attention of the learners but also enables them to participate more willingly, thereby facilitating greater retention of knowledge.

• On what basis are you choosing the medium of delivery

I began this post by discussing the different kinds of mechanisms for delivering training to emphasize that one size does not fit all. A certain training delivery might be relevant for some learners, but it might not be as relevant for other learners. Having a true understanding of the best medium not only enhances accessibility, it also increases engagement. It is crucial to validate the medium through formal assessment to ensure the highest success rate for learning.

• Do you have a formal feedback collection mechanism in place

There is always something a genuine learner might want to offer. However, there is often no formal mechanism in place for feedback. Even though everyone focuses on evaluations and return on investment, an effective understanding of what worked for the learners and what didn’t goes a long way. It may be necessary to add a step after implementing the learning program to focus more on feedback.

• Are you generating curiosity and innovating training practices

It is crucial to scaffold strategies that work best to generate curiosity with your employees. This not only allows for innovation of better learning practices that actually work for your employees, it also allows for a learning culture to exist in the organization.

We get so immersed in creating highly interactive, well-designed, and pretty content that we forget the purpose for which it was built. But when our training falls short of expectations, why aren’t we asking ourselves these questions to improve the overall learning experience?
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