A T&D Path Based On a Performance Analysis Is Best
That way the focus is always on Performance Competence: the ability to Perform Tasks to Produce Outputs to Stakeholder Requirements.
A T&D Path presents a suggested sequence for cherry-picking (downselecting) and scheduling (resequencing) to meet the specifics of the Job Assignments – as all jobs with the same job title ARE NOT THE SAME – and to account for the variability in the INCOMING K/Ss from education and experience.
Personalized if you wish to use a current buzz-word in the biz.
All of the T&D Paths that I design with the guidance of the Design Team – Master Performers and Other SMEs – who were also on the Analysis Team – frame the Initial Content the same: OnBoarding & Immediate Survival Skills followed by OnGoing performance-based/relevant content.
The Top-Down approach to the Path’s construct enables better placement of Reinforcing Spaced Learning – where the job won’t provide enough of that itself.
The typical type of Content in OnBoarding – but with a Performance – need to know – twist.
Immediate Survival Skills
These are theoretically needed on Day 1 by the learner/Performer. But care has to be given to Cognitive Overload – which is best handled by ensuring that the Content is 60% or more authentic Application Exercises.
The goal is – and always has been (since the early 1980s) to provide “Most 10 Before Most 20 Before Most 70” – in the parlance of the day.
Deferred until after the initial training. Because the Master Performers and Other SMEs decided that – not as decided by any ISDer.
Example T&D Path
New Supervisors have a lot of Performance Competence that they need on Day 1.
Another Example T&D Path
This Path assumes completion of the prior Path – if not – back to Square (Path) 1.
Just a few of the hundreds of Resources available on this website.
I’ve been doing these Paths since 1981 – when I did my first while employed by Motorola – and then I’ve worked on 76 efforts since becoming a consultant back in 1982.
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