The Five Stages of Training

As a Six Sigma Black Belt, leader of an organization, or as Training Manager, the question of training effectiveness eventually becomes a topic.  As an internal auditor, I have too often seen “training” as the only (and repeated) solution to a quality spill.  In order to address the efficient and effective training, consider how training plays into the overall quality of product and performance of employee.  I suggest considering training in five separate stages, mimicking a story plot.

Training falls into two specific categories: 1.) Operational Skills and 2.) Development.  In the Operational Skills, training needs to understand the specific skill set needed in the working environment.  In order to be truly effective, the current states and the future states must be clearly defined in order for a gap analysis to be completed.  Successful training programs include metrics that extend beyond “bodies in the seat” and “hours in training,” including topics as such as transfer, quality outcomes, and retention over time.

Research has shown that setting expectations, manager and trainer interaction with the trainees before the training during the prepare stages as well as repeated interaction from both manager and trainer post training in the follow up stages are important.  More posts specifically to these actions to come…


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