Training Services
Training is about change. It is about transformation. It is all about learning.
Training is a process designed to assist an individual to learn new skills,
knowledge or attitudes. As a result, these individuals make a change or
transformation that improves or enhances their performance. These improvements
ensure that people and organizations are able to do things better, faster,
easier, and with higher quality and a better return on investment. [Elaine
Biech]
As a member of the Oracle’s Training and Development organization Michalynn
Hacker has spent a lot of time researching the best methods for training
functional, technical and managerial users of PeopleSoft’s entire suite of
products. Her research and industry experience led her to create her own
training model that she tailors to meet the unique needs of our clients. We
recognize today’s education and government clients have limited budget and
packing up a team of employees to attend formalized training at a Oracle
Training Facility is often times cost prohibitive. Michalynn has created a model
that allows us to offer a menu of course offerings that customers literally pick
from to have our team customize a training plan for their team. Peak Performance
Technologies stands ready to provide training to your organization and is
available to provide training:
- On-Site – Peak Performance Technologies product experts are available
world-wide to provide technical assistance and conduct training in almost every
functional or technical area of the PeopleSoft product line. This training is
custom designed for your specific business environment and the length of
training is dependent on the needs of the organization and level of experience
of staff.
- On-Line - Our on-demand and self paced courses include comprehensive
tests and interactive exercises. Proficiency tests, where applicable are
available and certificates of completion are awarded upon successful completion
of the program's requirements.
Peak Performance Technologies' Instructional Methodology
At Peak Performance Technologies, we utilize the Instructional System Design
(ISD) for course development. Why ISD? Simply stated, this process provides a
means for sound decision making to determine the who, what, when, where, why,
and how of a learning program. The concept of a system approach is based on
obtaining an overall view of the learning process. It is characterized by an
orderly process for gathering and analyzing collective and individual
performance requirements, and by the ability to respond to identified training
needs. The application of a systems approach insures that learning programs and
the required support materials are continually developed in an effective and
efficient manner to match the variety of needs in a rapidly changing
environment.
Note that ISD is sometimes referred to as SAT (System Approach to Training) or
ADDIE (Analysis, Design, Development, Implement, Evaluate). Although there are
minor difference among the various ISD models, most learning design models
follow an approach similar to the ADDIE model:
The ISD model was designed to solve human performance problems (U.S. Department
of Defense, 1975). It was first established by Florida State University in
conjunction with the Department of Defense, but can now be found in almost any
type of organization (Watson, 1981). It grew out of the ‘systems analysis’
concepts that became popular after World War II and is probably the most
extensively used instructional design model in use today.
Analysis
- Determine business outcome or linkage.
- Analyze system (department, job, etc.) to gain an understanding of it.
- Compile a task inventory of all tasks associated with each job (if needed).
- Select tasks that people need to learn to become performers (needs analysis).
- Build performance measures for the tasks to be learned.
- Choose instructional setting for the tasks to be learned, e.g. classroom,
e-learning, on-the-job, self study, blended, etc.
- Estimate cost and compare to
benefits gained.
Design
- Develop the learning objectives, to include both terminal and enabling
objectives.
- Identify and list the learning steps required to perform the task.
- Develop performance tests to show mastery of the tasks.
- List the entry behaviors that the learner must demonstrate prior to entering the
learning program.
- Sequence and structure the learning objectives.
Develop
- List activities that will help the students learn the task.
- Select the delivery methods (media).
- Review existing material so that you do not reinvent the wheel.
- Develop the instructional courseware.
- Synthesize the courseware into a viable learning program.
- Validate the instruction to ensure it accomplishes all goals and objectives.
Implement
- Create a management plan for conducting the training.
- Conduct the training.
Evaluate
- Review and evaluate each phase (analyze, design, develop, implement) to ensure
it is accomplishing what it is supposed to.
- Perform external evaluations, e.g. observe that the tasks that were trained can
actually be performed by the learners in their working environment.
- Revise training system to make it better and to meet future challenges.
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