We are evaluating our training structure and would like a few ideas about how training is structured within organizations similar to ours. We are located in tri-state area (NC, VA & TN). We have approx. 1100 employees which include both office (Account Reps., Customer Service Reps., Administrative staff, etc.) and field staff (RNs, therapists, Service Techs, etc.). Currently we have 2 separate training teams, one dedicated to our clinical staff and another to our non-clincial staff, responsible for new-hire training and on-going education. Members of both training teams are required to travel within the tri-state area. Our goal is to cut down on travel costs without jeopardizing the educational integrity of our training curriculum and effectively use our computer-based training programs.

I read your post, and I'm submitting my two cent's worth.

I would suggest, first, a triage of the expected outcomes of training. In other words, sort out the performance objectives of all of your current training. Make a list of all of the courses, and then list the objectives for each course.

For the next step, buy into, for just a moment, my position that stated performance objectives, practice provided during the training event, testing of those objectives during the training event, and the content to support those objectives must be 100 percent congruent. Stay with me here...

The next step is to examine the way that you are providing practice for and testing of those objectives within the training environment. Also look at the content that supports each objective and the current way that that content is delivered. (That's a total of three items for each objective.)

Assuming that each objective begins a row on an Excel spread sheet (column 1), column 2 would be a description of the current manner of providing practice, column 3 would be a description of the manner of testing, and column 4 would be a description of the manner of content delivery. (By the way, the order of the columns is not important. What is important is that all three items be identified for each objective.)

Now for the triage itself! (No, we are not going to use green, yellow, red, and black ribbons!)

Add another column for each objective. In this column, based on the contents of the previous columns, classify each of objective as being in one of the following categories. Base your decisions on the medium required to satisfy the information recorded in columns 2 - 4. For instance, if an objective requires "expert observation" of its testing, then most likely, it belongs in the "on-job" category. If it is (or could be) tested by "paper or computer test," then put it in the last category.

• Must be addressed in on-job training
  
• Must be addressed in classroom
  
• Candidate for computer or web based training
  

For more information, read the tips on my web site. (www.peteblair.com)

This will at least give you a start as to which current objectives could be addressed, (at least theoretically) by web or computer based training. I say theoretically because there are several (OK, many) other things to take into consideration, such as content stability, cost to design, develop, deliver, and track new training. (By the way, when you start looking at cost, look at costs and savings over the expected life of the program, not just initial costs.)

I hope this helps. I'd appreciate your comments on my comments.

This is one of the reasons companies outsource this type of training. You find and certify instructors in this areas and any extra cost is offset by the reduction in travel.

But more important, I'd look at your circulum to see if it really needs an instruction or even elearning. Some of it can be eliminated because people won't remember it anyway, some will be outdated and some can be replaced by simple job aids.

We already have online training software (Health Stream).
It was our hope to get ideas of the true structure of other training departments. For example: A company may have a Chief Learning Officer with 2 directors of Workplace Learning/Employee Education---1 for clinical staff and 1 for non clinical staff. The training staff would be separated by region or state and would be seated at corporate office or would sit regionally. Is Organizational Development mixed in with this structure? Does this department sit within HR or is it an arm by itself, etc.?

Any ideas?