No, I don’t think so – in fact, I’d say that what you have summarised is what I concur with. I think we are perhaps miscommunicating on the meaning of the word ‘training’.

I’m not a great fan of so-called ‘formal training’ though I have been a perpetrator of this means of delivering resources mid 20th century. But when it comes to learning, the ‘embedding in practice’ is where and when the ‘training’ should occur.

While I don’t agree with just-in-time education (I don’t honestly believe that it exists) I do believe in the equivalent in ‘training’. When I’m stuck with a routine in a new system or process, or of a new application, or whatever, THAT’S when I need help. That’s when so-called training should kick into action.

I should not be required to remember a Britannica of delivered information, a month, a week, or a day before that.

But you are not necessarily right when you say that impact is minimal. I’d say there’s a fair chance with many poor trainees that there would be no impact at all!

Kia ora Peter.

Thanks for the opportunity to discuss with Charles. I appreciate it.

Catchya later

Apart from the issues with short-term memory and the gap between the ‘learning’ and embedding in practice, I was arguing that anyone who uses formal training for roll-out or upgrade of new systems or processes, or of new applications, is wasting their time and money. All the evidence points to the fact that impact is minimal.

Now that’s a challenge to most organisations as I would guarantee that 99% (at least) use formal learning in some form in these cases – such as when a new expenses, vacation tracking, HR or other ERM system is deployed.

Charles

I find it hard to tune into what you are getting at here. I read Charles Jenning’s post. A lot of it is pragmatic good advice to any trainer or training organisation in any environment, whether they consider themselves L&D professionals or not. I might have proffered advice along these lines myself.

An alternative is to deny that there could be anything wrong with current training practices. Perhaps I’m missing some important nuance here?

As an instance, any training that’s ‘delivered’ to employees the day before summer vacation starts is simply no use, no matter who is delivering it, L&D professional or not. I’ve witnessed this happen in some organisations. Apart from it being anti-pedagogy and unfair to the trainees, it’s a downright waste of time and money.

I’d be interested in your opinion on this tack.

Catchya later