"6D Rule" is a professional book about training management, which is closely related to my work. In the next period of time, I will read through this book and take notes.
As HR, I am no stranger to training. But when training is operated as a project, some people may not have this awareness, and some people have this awareness like me but have no such ideas and methods. This book will tell us ideas and methods.
To operate training as a project, it is necessary to define business benefits from the beginning and design a complete experience from beginning to end. Each of these six rules is an essential weapon in training and can be used alone. But if you want to maximize the benefits, it is best to apply these six rules as a learning system.
In an organization, the ultimate goal of training is not for human development, but for the improvement of organizational performance.
Questions to be considered before training: What kind of business benefits can this learning project bring to enterprises? How to measure these commercial interests?
After reading the above picture, we find that the general learning process will focus on these steps: 2-3-4. In fact, 5-6 is essential for a learning project to get real benefits.
At the beginning of training content design, we should choose "how to teach" and "what to teach" purposefully, and design teaching strategies in teaching to help students successfully cross the gap between study and work. Only when what you have learned can be easily applied to your work can it create value.
Everyone who does training knows that the biggest problem in training at present is the transformation and follow-up of training. What is difficult in this matter is not the operation skill, but the execution. There is a famous saying on the training ground that training means that you are very excited in class and impulsive at the end. After training, you don't move, and you don't know how to move if you want to.
We often encounter all kinds of obstacles in the implementation, and summarize the most common ones:
The end of the training course is the end of all training.
Business department leaders believe that training effect tracking is the business of the training department.
Student feedback: With such a busy job, how can I have time to make an action plan?
There are three guarantees: to ensure that students set appropriate learning goals, to ensure that students apply what they have learned, and to ensure that managers are responsible for the transformation of learning.
Providing performance support after training is also an important way to help learning transformation. At present, performance support includes: obtaining the support and cooperation of senior managers; * * * With the creation of a cultural atmosphere, business managers realize that support after training is also their responsibility; Redistribute the resources originally used purely for training, use them in performance-oriented teaching design and use them in the system development of learning transformation.
The training department should be a model of performance improvement and promotion.
In fact, the evaluation of academic performance in the sixth part is similar to that in the CET-4. With the first point above, it has been echoed from beginning to end, ensuring the improvement of enterprise performance.
Summary:
This is the content of the first chapter of this book, and the following chapters will decompose the six laws and introduce the actual operation of each law, which will involve the use of various tools.
Thank you for patiently reading the first article, which is both encouragement and supervision for me.