Kaliko,

You are very generous with your attention and material.

Nero

I am offering precisely what has worked, but it doesn't gel with what you want the solution to be.

quote:

I am offering precisely what has worked, but it doesn't gel with what you want the solution to be.

And what is it that I want the solution to be? Please enlighten me.

Kaliko,

I do appreciate your willingness to share materials. But you've read much more into the situation than what is currently happening. We have not even implemented our on the job training. I'm trying to prepare our people who we will be asking to deliver training to deal with various situations they are likely to encounter. I haven't even delivered any of the train-the-trainer sessions yet.

Am I supposed to think of:

quote:

I imagine you have not done an adequate job task analysis, nor developed written training materials based on that analysis.

as constructive criticism?

I'm not asking for organizational analysis as that's impossible to do on a message board.

I thought it was a pretty simple, straightforward question.

quote:

Am I supposed to think of:

quote:
I imagine you have not done an adequate job task analysis, nor developed written training materials based on that analysis.

as constructive criticism?

That was an educated guess based on the information we have from you. An earlier post on Feb. 6 said that you do provide Train the Trainer courses. So I assumed that you currently are doing the Train the Trainer or have done it before. The obvious thing to guess since it's not working with the senior folks is that the job task analysis and resulting training materials have not been developed. I did not mean it as a criticism of any sort. That's where you need to start - IF you haven't already done it. Otherwise, you are putting the cart before the horse - and no amount of band-aiding can help.

Since you haven't delivered any Train the Trainer sessions, maybe you are expecting trouble where there might not be any. But without more information from you it's hard to recommend anything more specific for you to try.

I hear what you are saying about the senior people not respecting the less experienced trainers. But without knowing the following, we can't help:

Are you locked into using the trainers you now have? (I'm guessing this is not a union environment or the senior people would probably be the trainers.) You are correct to expect resentment. Could it be that these senior folks don't need the training? Can you find a way to get them involved in a contributing way to the OJT program?

If they think they already know it all, don't fight them. Enlist their help. Usually there are at least a couple of the old guard that will get involved. There are a million ways to involve them. Have them help with the job task analysis - in a group of both experienced and inexperienced people. Get them involved in discussing what tasks need training and which don't. Always emphasize that the focus is on the less experienced people - i.e., get them discussing the best way for a trainee to do the job. That takes the focus off of them and makes them more willing to pitch in and help. Get them involved in a team effort to outline step-by-step procedures for accomplishing the tasks. Put them to work! Have the trainers work with the seniors on the team tasks.

Even if you have already done a task analysis and have training materials, you still need to involve the senior people in it somehow. Get them to review it and give comments.

Another idea - if the training materials are written at the right level of detail and in a format geared for OJT, your senior people could probably take the training materials and familiarize themselves with the procedures - particularly if they have had a hand in developing them. They might be able to test out of the training - assuming it is old material to them.

Another thought - Design into your Train the Trainer course a practice evaluation of their training skills and enlist the senior people in providing feedback. Also, in the Train the Trainer class, when participants are practicing the OJT delivery skills on a real task, have the senior people play the part of trainee. In other words, use those people in every way you can possibly think of.

Well, I hope some of that makes sense. If you would provide more details of your situation and/or some of your own ideas, we'll have more to discuss...........