Focus Magazine - Fall 2017 - 11

GUEST EDITOR
Bill Dewey

Training Effectiveness vs.
Performance Management
Things become
murky when
someone who has
been 'qualified' to
perform fails to
perform.

L

ike many of you, I have been constantly
asked, how are we measuring the
effectiveness of the training we are
providing? For the most part, I struggled to
provide an easy answer. And then it hit me,
training effectiveness is easy to measure. I was
simply complicating the answer.
Let's say the purpose of training is to
prepare, teach, educate and inform what is
needed to successfully and consistently
complete a process/task. en, training
effectiveness occurs when, upon completing
training, the individual has obtained the
knowledge (as measured through assessment),
and has demonstrated successful completion of
the task, procedure, process or work
instruction (measured through observation).
When both of these occur, the person is
"qualified" to perform and therefore the
training provided was effective. We have to
"assume" the person will transfer or apply what
was learned back on the job.
However, if during training a person cannot
demonstrate knowledge and/or successful
completion, then immediate re-training is
required. If more than one person cannot
demonstrate knowledge and/or successful
completion (of the same process/task), a review
of the training deliverable is required.
Where things become murky is when
someone who has been "qualified" to perform,
fails to successfully perform. Oentimes the
knee-jerk reaction is they need to be re-trained.
e simple fact is re-training may not be the
issue or solution.
Let's go back to the definition of training
effectiveness. If we agree training effectiveness
occurs when someone has successfully
completed the training and has been deemed

"qualified," it would seem logical they don't
need to be re-trained.
Why? Because unless something in the
process changed without communication, this
person has successfully completed the tasks in
the past. is is now a performance
management issue.
So now we can delve deeper and ask the
question: What is the difference between
training effectiveness and performance
management?
Performance: e accurate, consistent and
acceptable completion of the steps associated
with a process or task.
Performance management (audit): e
determination of whether an individual "is or is
not" performing the process/task in a
consistent and acceptable manner (not a
measure of training effectiveness).
Performance action: Consequences if a
trained person fails to complete a process/task
in a consistent and acceptable manner (retraining may not be viable for someone who
has been trained but has stopped performing).
Ready for the bombshell? e vast majority
of people responsible for managing and/or
coaching others have never been fully trained
on the tasks their direct reports are
expected/required to complete. us the kneejerk reaction of "the training was ineffective."
Perhaps it is more of a question of how is
performance being managed.
So there you have it: A very simple view on
the difference between training effectiveness
and performance management. While some
may not agree, the purpose of this article is to
simply look at things from a different lens. Or
perhaps, I need re-training. ■

Bill Dewey is global R&D training director for Indivior. Email Bill at William.Dewey@Indivior.com.

FOCUS | Fall 2017 | www.L-TEN.org

11


http://www.L-TEN.org

Table of Contents for the Digital Edition of Focus Magazine - Fall 2017

LTEN Focus on Training Magazine
From the President: Reducing Scrap Learning
Table of Contents
Table of Contents
Guest Editor: Training Effectiveness vs. Performance Management
Directions: Fall Behind?
Front of the Room: Lessons from My Painter
Otsuka: Reinventing the National Meeting
Two Steps to Openings that Give Control
Building and Engaging Workforces with R-E-S-P-E-C-T
Change Agility: A Winning Capability at All Levels
Revolutionize Your Coaching Action Plans
Gamification, Game-Based Learning & Rep Engagement
Lateral Thinking
Virtual How: The Evolution of Learning Engagement
Ad Index
Focus Contacts
Focus Magazine - Fall 2017 - Intro
Focus Magazine - Fall 2017 - LTEN Focus on Training Magazine
Focus Magazine - Fall 2017 - Cover2
Focus Magazine - Fall 2017 - 3
Focus Magazine - Fall 2017 - 4
Focus Magazine - Fall 2017 - From the President: Reducing Scrap Learning
Focus Magazine - Fall 2017 - 6
Focus Magazine - Fall 2017 - Table of Contents
Focus Magazine - Fall 2017 - 8
Focus Magazine - Fall 2017 - Table of Contents
Focus Magazine - Fall 2017 - 10
Focus Magazine - Fall 2017 - Guest Editor: Training Effectiveness vs. Performance Management
Focus Magazine - Fall 2017 - 12
Focus Magazine - Fall 2017 - Directions: Fall Behind?
Focus Magazine - Fall 2017 - 14
Focus Magazine - Fall 2017 - Front of the Room: Lessons from My Painter
Focus Magazine - Fall 2017 - 16
Focus Magazine - Fall 2017 - Otsuka: Reinventing the National Meeting
Focus Magazine - Fall 2017 - 18
Focus Magazine - Fall 2017 - 19
Focus Magazine - Fall 2017 - 20
Focus Magazine - Fall 2017 - 21
Focus Magazine - Fall 2017 - Two Steps to Openings that Give Control
Focus Magazine - Fall 2017 - 23
Focus Magazine - Fall 2017 - 24
Focus Magazine - Fall 2017 - 25
Focus Magazine - Fall 2017 - Building and Engaging Workforces with R-E-S-P-E-C-T
Focus Magazine - Fall 2017 - 27
Focus Magazine - Fall 2017 - 28
Focus Magazine - Fall 2017 - 29
Focus Magazine - Fall 2017 - 30
Focus Magazine - Fall 2017 - 31
Focus Magazine - Fall 2017 - Change Agility: A Winning Capability at All Levels
Focus Magazine - Fall 2017 - 33
Focus Magazine - Fall 2017 - 34
Focus Magazine - Fall 2017 - 35
Focus Magazine - Fall 2017 - Revolutionize Your Coaching Action Plans
Focus Magazine - Fall 2017 - 37
Focus Magazine - Fall 2017 - 38
Focus Magazine - Fall 2017 - 39
Focus Magazine - Fall 2017 - Gamification, Game-Based Learning & Rep Engagement
Focus Magazine - Fall 2017 - 41
Focus Magazine - Fall 2017 - 42
Focus Magazine - Fall 2017 - 43
Focus Magazine - Fall 2017 - Lateral Thinking
Focus Magazine - Fall 2017 - 45
Focus Magazine - Fall 2017 - 46
Focus Magazine - Fall 2017 - 47
Focus Magazine - Fall 2017 - 48
Focus Magazine - Fall 2017 - Virtual How: The Evolution of Learning Engagement
Focus Magazine - Fall 2017 - 50
Focus Magazine - Fall 2017 - 51
Focus Magazine - Fall 2017 - Ad Index
Focus Magazine - Fall 2017 - Focus Contacts
Focus Magazine - Fall 2017 - 54
Focus Magazine - Fall 2017 - Cover3
Focus Magazine - Fall 2017 - Cover4
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