1. Making your
training
PRACTICAL

2. Meet Jane.

3. Jane is a lot like you.

4. She’s also an HR Manager.

5. 1
Jane’s
PROBLEM

6. Jane’s having a bad day.

7. Her boss is angry!

8. Your department’s
training is never
PRACTICAL
enough.

9. The line managers are also
mad.

10. My staff still can’t
apply what they
have learned.

11. They forgot what they’ve
learned.

12. They are not confident.

13. 2
Another
PROBELEM

14. Unhappy employees.

15. What should
Jane have done
DIFFERENTLY
?

16. Jane’s not sure.

17. 3
the
SOLUTION

18. 3 simple ideas

19. Separate
skills from
knowledge

20. Knowledge = what you know
skills = what you can do
knowledge is easy to measure, but
not as useful on the job as skills

21. Key point 1:
training should focus on and
measure SKILLS.

22. line managers
observe
employees early
on

23. Break the course in half
1 5 10 15 20 25 30
hours

24. In the middle of the course, line
managers assess progress of
participants

25. trainer closes performance gaps
in second half of course

26. Key point 2:
get line manager to access
participants

27. Align training
objectives

28. Key point 3:
align training objectives with
department objectives
measure participants learning by
how well they perform on the job 30
days after training

29. contact
path-stones
to help you analyze your
training needs…it’s FREE
02 207 9245
enquiries@path-stones.com

30. path-stones
Bangkok: 02 207 9245
Jakarta: 21 2358 4559
KL: 3 2117 5100
Singapore: 6866 3888
Shanghai: 21 6101 0000
Sydney: 2 9235 3535