Aligning Training for Results: A Process and Tools That Link by Ron Drew Stone

By Ron Drew Stone

What makes a few education courses profitable whereas others produce disappointing effects? the reply, says Ron Stone, lies within the methods running shoes hire to figure out wishes, layout and improve courses, convey the learning, and companion to get enterprise effects. it's time to reexamine those procedures, says the writer, and convey them into the twenty-first century. In Aligning Training for Results Stone offers a powerful, entire, and flexible source to aid advisor running shoes via assessing, designing, and providing education options that in achieving actual and measurable effects.

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Extra info for Aligning Training for Results: A Process and Tools That Link Training to Business

Example text

That is, the desired business outcome must be identified and discussed so that the proper solution can be designed and delivered. During this process, the execution requirements and needs in the work setting must also be identified. Solutions must influence execution, and execution in turn should influence desired business outcomes. This is what alignment and linkage is all about. 1. EBS PRINTING COMPANY Scenario Dissatisfied customers are complaining about being overcharged on their invoices. Research identifies that newly hired junior accountants in the accounting department are making errors on customer invoices.

3. CRITERIA FOR AN EFFECTIVE TRAINING AND PERFORMANCE PROCESS A. Assessment, design, development, delivery, and evaluation of the training and performance process are results centered. B. Some form of assessment is completed to identify performance requirements (what the population should be doing), performance gaps, and root cause. C. Solution objectives and measures focus on root cause and are developed and communicated for performance readiness, performance execution, and business outcome. D.

Execution is the key as we engage clients to address their needs. We cannot address learning without addressing execution in the work setting. If we can link learning and other components of performance readiness to execution, and if we can successfully address learning transfer, the desired business outcome will follow. We should also educate our clients on the training and performance process and how the training design can be properly executed to influence their desired outcome. indd 18 8/22/08 5:02:50 PM Y CHAPTER TWO FIVE KEY FACTORS OF ALIGNMENT In this chapter you will • Review an example of how performance results occur through alignment.

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