Blending Training and Non-Training Solutions: New Broker Curriculum Case. Client Situation & Goals. Learning as a Process

Transcription

1 Blending Training and Non-Training Solutions: New Broker Curriculum Case Gus Prestera, PhD, CPT Instructional Design Consultant President, effectperformance, Inc. P: DVHRP Summit December 26, 2006 Client Situation & Goals Client: Retail Brokerage Firm Roughly 8,000 brokers nationwide Offers a 2-Year New Hire Training Program Goal: Improve Return on Training Investment Approach: Achieve greater Reach sooner Spend less $ on unproven talent (reduce year-1 expenses) December 26, DVHRP Summit 1 Learning as a Process December 26, DVHRP Summit 2 1

2 Orientation Guide Curriculum Guide Compensation Guide Expectation Setting with Branch Managers Checkpoint Call (with Training Manager) Week-by-week Roadmap December 26, DVHRP Summit 3 & Workbooks Web-based Training Live Meetings (with Training Manager) Online Exams Books Webcasts December 26, DVHRP Summit 4 Scenario-based Exercises Case Studies Situational Videos December 26, DVHRP Summit 5 2

3 Weekly Coaching Sessions (Role Plays) Action Learning Assignments Branch Manager Meetings December 26, DVHRP Summit 6 Performance Tracking Branch Manager Meetings More Coaching Sessions Instructor-led Workshops Continuing Education & Certifications December 26, DVHRP Summit 7 Outcomes So far so good: Brokers entering production after 4 months instead of 12 Reduced 1 st year training expenditures by tens of millions Are re-investing some into 2 nd year of the curriculum Have pushed most training & coaching out to the branch Rather than centralized ILT But we have a ways to go: $1 revenue (in first 2 years) for every $3 spent on training High 1 st Year Attrition Rate December 26, DVHRP Summit 8 3

4 FYI Slides The following are slides that we may or may not discuss during the panel session, but that may be helpful to you as a reference afterwards DVHRP Summit December 26, 2006 Blocks of Performance Information Resources Incentives Organizational Factors Clear expectations Relevant feedback Clear instructions Materials, tools Time Working conditions Financial rewards Recognition, praise Positive work environment Capacity Motivation Know-how Individual Factors s to perform to perform Based on Tom Gilbert s Performance Engineering Model, Human Competence, 1978 December 26, DVHRP Summit 10 Performance Solutions Information Resources Clear Materials, tools Clarify expectations expectations Provide Time resources Provide feedback Relevant Improve tools feedback Working Provide instructions Ergonomics conditions Clear instructions Incentives Financial Incentivize rewards Performance Recognize Recognition, Performance Cultural praisechange Positive work environment Training Practice Capacity Know-how s Simplify to workperform Development Hire/Replace Motivation Coach to perform Hold accountable Hire/Replace December 26, DVHRP Summit 11 4

5 Training Solutions Self-Paced, Formal e-learning Computerized s Workbooks Online Testing Formal Guided, Formal Classroom Instruction Virtual Classroom Phone-based Instruction Self-Paced Guided Self-Paced, Informal Job Rotation Exchange Programs Sharing Informal Guided, Informal Coaching Mentoring Developmental Assignments December 26, DVHRP Summit 12 5