Dave Wilson writes: _______________________
A course on human factors needs to be "tailored " to the culture in which it is
to be
presented....My point is that the best and most effective course from a results
standpoint will be one that is accepted by the target audience.
________________________________________
Instructional delivery methods still remain one of the underdeveloped CRM/Human
Factors frontiers. As human factors and CRM practitioners, we seek to
translate human performance science into practice. Our research friends help
us identify the core issues, but we have to do something with these findings
within our organizations. It seems that this same orientation of applying good
science to practice applies to instructional design and delivery.
While training is just one way to shape human performance, it is one of the
highest leverage tools available to operational managers. Since nearly
everyone involved in CRM will likely find themselves building training programs,
a CRM developer will find great value in a solid understanding of the science of
training. I think we will find that many of our questions regarding effective
delivery of instruction will require us to reach beyond our human factors
bookshelves. The body of training literature is ABSOLUTELY MASSIVE.
As I review the training literature it appears to all boil down to four training
program components that need to be harnessed:
Structure
Content
Methods
Devices
A well designed training program STRUCTURE results in a systematic progression
from Knowledge, to Skill, to the fulfillment of a Role (KSR). I have a paper
titled "Reconciling CRM and ISD" if anyone is interested. As we all know, many
CRM programs stop at knowledge building.
Selecting appropriate course CONTENT will ensure that the training focus is
appropriate. However, content without structure is not a training program.
Many CRM programs are nothing more than briefings. A briefing dispenses
information. A training program systematically progresses individuals to a new
behavior. If all you have is content, then all you have is a briefing.
Using the most appropriate DEVICES insures that you are using the most efficient
vehicle for the delivery of the content. We have proven that you do not always
need to use high fidelity training devices to have an effective learning
progression. The human factors and CRM practitioner will benefit from a
comprehensive understanding of the emerging instructional technologies. When
these powerful new technologies are combined with good content, structure, and
delivery, they become tremendous levers for the operational manager.
And finally, the bold and underdeveloped frontier of METHODS
The proper selection of delivery METHODS insures that the content is presented
in a way that maximizes the the student's assimilation. As we systematically
progress people from Knowledge, to Skill, to the fulfillment of a Role, the
methods must be tailored appropriately.
When we are trying to shape human performance, classroom delivery is not always
the answer. We have a prototype Team Resource Management program for ramp
employees that uses OJT as the primary delivery method. The trainers become
part of the ramp team. They then develop and assess team skills as a team
member.
I would be very interested in finding out some delivery methods that folks
around the industry are using for both cockpit and ground employees.
Just a few thought from a humble trainer,
Vince Mancuso