Systematic training started during and immediately after the world wars, when industrial growth assumed rapid progression and the demand for skilled workers increased with the demand for the goods produced. Pioneers in the field such as Frederick Taylor, who is considered as the father of the scientific management and efficiency movement tried to make training more systematic and scientific for improved efficiency.

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First do no harm. This is an unforgettable title of a book I’d read long back (complete title First do no harm: reflections on becoming a neurosurgeon, written by J. Kenyon. Rainer). Good advice that. Especially in the context of training and instructional design.

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The nature of the training requirement or the learning goals is one of the key deciding factors for the format of delivery. By learning goals, we are not referring to specific performance objectives, rather a very high-level training requirement. Learning goals can be viewed in the light of typical learner stages of acquiring learning, having an opportunity to practice it, receiving feedback and further inputs to strengthen learning, followed by testing and further support and reinforcement of learning.

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In continuation of yesterday’s post, here are a few steps for getting into the mind of the SME when working with him/her for inputs for your training solution.

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Training programs are generally successful when they aim towards designing a course which not only provides the knowledge the learner is looking for but also help the learner analyze how to apply this knowledge on the job. The answer to this question would be the use of performance-based training. Performance-based training focuses on teaching new skills and knowledge, sets expectations and gives feedback on the performance.

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