Instead of launching off on training, why not use the process to identify what anyone might need. Start off with identifying the competencies required, (that is; what does the person need to demonstrate to show they can do their job), then identify how 'aware' they are of their function and its impact on the customer/internal issues. Then any gaps can be made up by taking some kind of action, not necessarily 'training', to close that gap. You could then re-evaluate the competency again, just to show it worked.
I believe we put too much emphasis on 'training' when we don't try to find out what the result is. If I want to stop accidents, just training and retraining isn't going to work, is it. It has to be a blend of desired outcomes - training simply makes people dangerous!
Andy
I believe we put too much emphasis on 'training' when we don't try to find out what the result is. If I want to stop accidents, just training and retraining isn't going to work, is it. It has to be a blend of desired outcomes - training simply makes people dangerous!
Andy
excellent stuff...Andy!