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How-To: Engage the Managers of Distance Learning
September 22, 2009
By Scott R. Sheaffer, CSE, ATM
Distance learning is a big plus for training departments that have geographically dispersed learners. However, one of the drawbacks to distance learning is it easily can result in the learner's manager becoming disengaged from the learner's training.
Learning professionals know a manager's participation in employee training improves results. Asynchronous (i.e., unscheduled) e-learning and Web conferencing are convenient, but frequently this training is conducted with little involvement by the manager. Traditional on-site classroom training and on-the-job training have the advantage of allowing the manager to observe training directly and to interact with the trainer.
A Creative Way to Use Your LMS
There are several ways to address this issue, but one of the most effective is through your Learning Management System (LMS). You can simply create a test for the manager on your LMS that is given when distance learners complete their curriculum. The test questions do not cover the specific content of the courses; they are level three and four evaluation questions (Phillips' Framework) that reflect the application of training by the learner and business impact.
This compels managers to get involved in the training process and makes them at least partially accountable for its success. It also serves as a permanent record of the manager's observations about the effectiveness of the training and proficiencies of the learner. The learner's curriculum should not be considered complete until the manager successfully has completed this test.
Concerns About Test Validity
Yes, the manager can provide glowing answers to questions with little regard for how the learner actually is performing. However, if the learner has done poorly on level two testing (i.e., skills and knowledge) or is terminated later because of performance, there will be an obvious incongruity the manager must explain. The manager will be inherently aware of this.
The following are some guidelines for creating this kind of test on your LMS:
1. Make it a test instead of a survey or evaluation. This allows your LMS to check for appropriate answers, and will free you from having to manually monitor the completion of the test.
2. Add a "not applicable" option. In addition to asking yes/no questions about the application of competencies in specific areas, it's key to include a "not applicable" option with each question. There are always situations where certain learning content does not apply to a specific job description.
3.Add rating questions throughout the test that carry no point value. This is a way to allow the manager to attach a subjective number valuation to the observed application of skills. This can be helpful for assessing additional training needs and for future reference.
4. Include free-form comment sections through- out the test. This provides the manager an opportunity to include additional notes about the training that were not covered in the questions.
The training department should review the results of the test with the learner's manager. This helps to ensure the manager takes the test seriously and provides feedback regarding the perception and efficacy of the training.
Scott R. Sheaffer, CSE, ATM, is the Training and Development Manager at Allied Electronics, Inc., in Fort Worth, TX. He is the author and publisher of Sales Tips Blog by Scott R. Sheaffer (www.salestipsbyscott.com), a sales training blog offering insights on issues faced by sales professionals and sales trainers. His new book, “Comatose Management,” will be available this fall.
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