Don’t expect your new hires (and internal folks who are new to a job) to be MAZE BRIGHT. Don’t expect them to just figure it out. That’s not usually effective and certainly not efficient.
From the late Tom Gilbert
From the 2006 Handbook of HPT: “We can have our greatest effects on human performance just by measuring performance correctly and making the information available.”
What Performance? That reflected in a Job Description? I don’t think so. I’ve seen only a handful in 40 years that truly reflected the real job.
Expectations According to Who?
My Chapter in that Handbook – would help to establish the authentic Measures and Standards for Performance using a FGP – Facilitated Group Process – with Master Performers, and as appropriate Other SMEs, Supervisors and Novice Performers. I offer it as a free 25 page PDF:
Modeling Mastery Performance and Systematically Deriving the Enablers for Performance Improvement – by Guy W. Wallace, CPT – Chapter 11 of the Handbook of Human Performance Technology – 3rd Edition – 2006. This methodology was first published in this 1984 article in ISPI’s (then NSPI’s) PIJ in November 1984.
ISD/T&D/L&D Practitioners can help – and ensure the effectiveness (first) and efficiency (second) of people coming up the learning curve on their way to Performance Mastery – by building that Information & Instruction into the OnBoarding set of Content – to set the stage for additional Content that addresses background and immediate survival skills before OnGoing Development – all based on the needs of the job.
# # #