Professional Documents
Culture Documents
A Systematic Approach
Joan Strohauer
Department of Education
“Remember, training is not
what is ultimately important…
performance is.”
Marc Rosenberg
Did you know...
ANALYZE DESIGN
DEVELOP IMPLEMENT
EVALUATE
Why ISD?
Robert Mager
Describe Discrepancy
Step 2: Is it important?
Why is it important?
What if you did nothing?
How big is it? (Quantify if possible)
Who cares?
“Is the cost of the discrepancy
high enough that it seems worth
pursuing a solution?”
If the answer is no…..
IGNORE
REJOICE
Step 3: Determine Cause(s)
Is it a problem of skill
or
a problem of will?
I don’t
I don’t
wanna!
wanna! I don’t know
how.
Yes, it is a skill deficiency
yes
Arrange Practice
no Used
often?
Arrange
Feedback yes
Other questions
Change the
Job Simpler
way?
Arrange on-
the-job
training
Potential
Transfer or
?
terminate
If a skill deficiency..
Provide training
Provide practice
Provide feedback
Simplify the task
Develop a job aid
OJT
Transfer
Terminate
P. 37
Non-performance Arrange
rewarded? Positive
Consequences
Arrange
Does performance consequences
matter?
And one last question...
Remove
Obstacles?
Obstacles
Step 4: To train or not to
P. 39
train?
First determine Calculate cost
cause(s) Select best
Only then look at solution(s)
possible solutions
Implement
Seek integrated
solution systems that
get to the root of the
problem
To solve a performance
issue
Cause Solution
If skill or knowledge……….training
If lack feedback……………..feedback, standards
If not motivated…………….rewards, consequences
If unclear expectations…..std, measure, discuss
If job environment…………change environment
If potential……………………change personnel
P. 40
To help determine
where to begin the
content of the
training program
To determine how to
present the content
To get buy-in
Methods for collecting
data
Interviews
Surveys/
Questionnaires
Focus Groups
Observation
Existing Data
Final Exam