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Training in the Workplace

September 2nd, 2008

Harold Jarche » Changing the training and development role in the 21st C.

Changing the training and development role in the 21st C.
Posted on September 1st, 2008 by Harold Jarche

I received several comments on my last post on Learning and Performance in Balance. This post came about as I examined the role of training and development (T&D) in the workplace. My contention is that many organisational learning initiatives don’t achieve what they set out to do. They don’t enable learning at the individual level unless the person is already motivated and few are connected to performance objectives at the organisational level.

Instead, I think that a better approach would be for the organisation to focus on measurable performance and give workers the time and support to direct their own learning. The T&D function then provides support, but not direction, and also provides a feedback loop to develop better performance support from the organisation. This goes with Klaus Wittkuhn’s statement that:

It is not an intelligent strategy to train people to overcome system deficiencies. Instead, we should design the system properly to make sure that the performers can leverage all their capabilities.

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Brent Uncategorized pre-smtwl

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