receive training at conferences or via the ever increasing webinar selections.
Sounds pretty easy to provide professional development these days, doesn’t it? Well, YES, it is easy to PROVIDE training. It’s also easy to lead a horse to water. Are you now thinking like I am thinking? Just because people are provided with training, do they learn?
- is meant to make an employee become more effective as s/he learns new information or skills and/or improves current knowledge and skills.
- can revive an employee’s eagerness to be productive.
- demonstrates an organization’s commitment to the person being trained.
Professional development has the ability to be a very powerful tool in increasing an organization’s level of success. Like any tool, it must be used correctly. If the right professional development is not offered, both the employer and the employee will be very disappointed.
How can you determine if the professional development you want to offer SHOULD work?
- Does it list what it will provide … or … what the outcomes (results) of that experience will cause?
- Should the new information be able to be learned immediately or will it take repeated or further training?
- Does the training match the type of work you are doing or must the employee make
inferences about how to adapt the new information to his/her setting?
- Is the learning format you are offering to the employee compatible with his/her learning style?
- Will the learner be able to glean the content from a flat screen or a room full of strangers or the same people he sees everyday?
How can you determine if the professional development you offered DID work?
- Have a conversation with the employee prior to the training.
- Examine past performance evaluations.
- Give a pre-test in written or oral form.
- Have a conversation with the employee following the training.
- Ask the employee to write a review of the training – and what s/he learned from it, how s/he will operated differently in the job.
- Give a post-test in written or oral form.