Re: Delivery methods that match the end-users needs
chester_at_goodnet.com
Sun, 13 Oct 1996 19:51:34 -0700
Vince Mancuso wrote:
>
> Hello Folks,
>
> 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
I would be interrested in your paper'Reconciling CRM and ISD".
Is an electronic copy available?
s.c. 8^)
Steve Chester