Hi all,
I found this really interesting piece on the effectiveness of training and how performance support should play a key role in improving the productivity of employees at work. https://www.trainingjournal.com/arti...egacy-training
I found the part where the author (CEO of Whatfix) states that HR needs to be rechristened into Employee Success and practices should emulate that of Customer Success. Want to get some more thoughts on this.
From India, Bengaluru
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I found this really interesting piece on the effectiveness of training and how performance support should play a key role in improving the productivity of employees at work. https://www.trainingjournal.com/arti...egacy-training
I found the part where the author (CEO of Whatfix) states that HR needs to be rechristened into Employee Success and practices should emulate that of Customer Success. Want to get some more thoughts on this.
From India, Bengaluru
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Dear AT13, this is a general article. I did not find anything interesting. The author of the article, Khadim Batti, says that "It's still the same old bland classroom training. According to the Training Industry Report for 2016, about 48.3% of enterprises continue to rely on instructor-led classroom coaching for their employees." Now my question is, who is he to certify the blandness of instructor-led training? I am surprised at his statement.
Challenges in Measuring ROI of Training
Instructor-led training or any other method of training, measuring ROI of the training is always a challenge. The author has not quoted any proof that any other method provides better ROI. Neither has he come up with any other solution to this challenge.
The Role of Willingness in Learning
By the way, let me quote from my 17 years in training that people are unwilling to learn even when someone is teaching or training them. How can the author expect that some other method can drive willingness in the minds or heads of the learners? I have seen a few firebrand learners who refuse to take any training. By virtue of their strong willingness as well as above-average IQ, they learn on their own. There is no replacement for self-learning. It can be learned from books also.
Performance Support vs. Legacy Training
The last section of the article is about performance support as a substitute for legacy training. Why should performance support be a substitute for legacy training? Whatever the method of training, performance support or guidance at the time of implementation is required.
Rechristening HR into Employee Success
Lastly, about the rechristening of HR into Employee Success. Merely by changing the labels, can HR acquire more value? After all, hasn't personnel management been rechristened into HR? A few smart HR professionals have gone further and started calling themselves Human Potential Managers or Human Capacity Managers and so on. Nevertheless, have the results from HR improved? It is the same old wine in a relabeled bottle!
Thanks,
Dinesh Divekar
From India, Bangalore
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8072Challenges in Measuring ROI of Training
Instructor-led training or any other method of training, measuring ROI of the training is always a challenge. The author has not quoted any proof that any other method provides better ROI. Neither has he come up with any other solution to this challenge.
The Role of Willingness in Learning
By the way, let me quote from my 17 years in training that people are unwilling to learn even when someone is teaching or training them. How can the author expect that some other method can drive willingness in the minds or heads of the learners? I have seen a few firebrand learners who refuse to take any training. By virtue of their strong willingness as well as above-average IQ, they learn on their own. There is no replacement for self-learning. It can be learned from books also.
Performance Support vs. Legacy Training
The last section of the article is about performance support as a substitute for legacy training. Why should performance support be a substitute for legacy training? Whatever the method of training, performance support or guidance at the time of implementation is required.
Rechristening HR into Employee Success
Lastly, about the rechristening of HR into Employee Success. Merely by changing the labels, can HR acquire more value? After all, hasn't personnel management been rechristened into HR? A few smart HR professionals have gone further and started calling themselves Human Potential Managers or Human Capacity Managers and so on. Nevertheless, have the results from HR improved? It is the same old wine in a relabeled bottle!
Thanks,
Dinesh Divekar
From India, Bangalore
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