7 Reasons Why On The Job Performance Support Will Transform Traditional Training

October 23, 2014by Can !Do

In a previous post, “Agile on the job learning”, we introduced the idea of on the job performance support as an emerging trend. Let’s expand on and explore this idea further…

From our experience in the systems training world, we are seeing a major pain point arise among SA organisations, as they experience, all too often, the low ROI attained from training and education initiatives.

We see a massive opportunity for South African organisations to embrace the concept of ‘On-the-job performance support solutions’, which has emerged as a powerful supplement or alternative to classroom based training and e-learning solutions. This fast growing trend may be the perfect solution for companies that are looking for new ways to drive better business results from their business process and systems training, for the following reasons:

1. Companies who have attempted to invest in performance management tools and e-learning systems, in the hope that these would automate their talent development and management pains away,
do not see a sustainable return. Instead many of these systems are being underused because they have not turned out to be a panacea for the challenges of training and performance

2. Organisations are fast learning that on-the-job training is the best way of marrying the learning process to the practicalities of the workplace

3. Real-time, on-the job learning is the most effective form of education, training and upskilling because it forces users to practice their new skills. Real-time learning breeds
intelligence, which will improve performance. It is also rooted in a real-world work context that the learner understands.

4. With performance support tools, organisations can create knowledge assets that allow them to transfer knowledge in efficient, practical and relevant ways. If someone leaves, it will be
relatively easy for someone else to learn how to fulfil their role.

5. Performance support systems can relieve middle management of much of the stress of needing to coach and train staff. They provide the sort of on-the-job support that once relied on
someone sitting next to an employee to walk him or her through the system and processes.

6. It can be cheaper than e-learning or classroom-based training.

7. Performance support tools can be used to help create a culture of collaborating and sharing knowledge, for example, staff could share thoughts and ask each other questions through
instant messaging or online bulletin boards.

The face of training is changing, at least when it comes to skilling employees in new systems and processes. As such, we are seeing an overdue shift from focusing on theoretical training towards facilitating real-time learning that drives better workplace performance in a tangible manner.

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