Training = Workplace Learning + Performance Professionals
Today, the training has become increasingly complex as the available training options expand to meet the growing and divergent needs of organizations. Traditionally, training was something done to you or by you to increase your knowledge, skills and abilities. When people talked about training, they pictured some form of classroom setting with a "trainer" working with a group of participants, or alternatively, someone receiving skills training "on-the-job" from an "instructor".
This vision has been significantly extended through the impact of new approaches such as e-learning. People are searching for a word or phrase that better describes the techniques, methods and technology now available. Training and Development is now better described as an association of workplace learning and performance professionals. Over the years, we have progressed from training to learning and development, in much the same way as "personnel" changed to "human resources" and now "human capital".
If an organization needs to take their place in the world, the providers of learning, education and training should agree to some common themes. Training is not just about work. Yes it is an essential and key activity in the workplace, but learning and development applies to all aspects of human development. Lifelong learning should apply to all. Importantly, everyone has a training role.
Part of our mindset should be that everyone is responsible for training, just as many are now seeing that safety is everyone's responsibility. We need to learn from the recent trends in the health and safety industry. Too much emphasis was placed on the responsibilities of employers and managers. Not enough emphasis was placed on employees to observe safe work practices. The emphasis now is on all three parties. In the same way, training should be everyone's responsibility.
Technology has significantly expanded the learning delivery methods available. To meet the changed and changing operating environment, organizations need to learn and adapt quickly. This means that training needs to be available easily and quickly. "Just-in-time" not only applies to manufacturing and quality processes - it has become a viable model for learning and training as well. This means that a lot of learning is and can be in small chunks. Training is changing as a result of the need to be "just-in-time".
Our organizations are leaner, and some would say, meaner. Many organizations expect employees to be fully trained before they are employed. Once employed, knowledge and skills need to be constantly updated. This can be done through structured courses and additional qualifications and/or unstructured methods. Both individuals and organizations can play their part.
A wealth of material is available to assist, particularly now the internet is so widely available. Organisations need to encourage self-help. The resources need to be available. Skilled workers, at all levels, should be encouraged and equipped to pass on their knowledge and experience to others. These workers need to learn the appropriate techniques and methods to do this. This doesn't mean that everyone should undertake the Certificate in Assessment and Workplace Training. Some people only need basic "on-the-job" training techniques.
On the other hand, organisations need to ensure that their planning and human resources systems are monitoring the "big picture". This means effective performance management systems identifying individual development needs as well as systems providing organisation wide training where required, for example, with the introduction of new systems or ways of operating.
Individuals have responsibilities. Organisations have responsibilities. Training providers (formal, informal) have responsibilities. Management of these interrelationships is a complex task.
