Shift from Training to Performance - Essay Example

Shift from Training to Performance Registration Number Shift from Training to Performance Introduction Training can trace itsdevelopment back in the 20th Century. However, before 20th Century, there were no issues related to training that covered the particular needs of the church and the military. Today, the training department could be at its peak from the look of things happening in the world presently (Genesiswebmaster, 2010). Training assumed much of its pace in the mid of the 20th Century. For example, GE established its corporate schools while the NCR introduced the first sales training. Europe also established schools that relate to training. In addition, Mayo was responsible for the invention of the Hawthorne Effect that paved the way for the studies related to motivation. Another similar development occurred with the construction of teaching machines by B.F Skinner. The Department of Defense of the United States also contributed to the training development by training soldiers for the Second World War. After that, it followed with the birth of ASTD. Development of training however became much more successful in the last half of the 20th Century. For instance, each of the employment institutions at this era opened up a training school. After that, there was the emergence of the Xerox Learning, DDI, and Forum Corporation. From these progresses, many recruits opted to attend conferences to learn about new approaches to programmed instruction, behavior modification, role-play, certification, CD-ROM, sensitivity training, corporate universities, and the Learning Organization. In this instance, training was safe and efficient to the recruits (Pershing, 2006). Rationale For The Shift From Training To Performance Initially, before the inception of the industrial revolution, the jobs that existed were from the local industries or the cottage industries. In this instance, people never had jobs but instead had vocations. Such cases, there were not trainings involved as people learned from the practical observations they watched from their seniors while working (Pershing, 2006). From the previous three hundred years, there was a formal organization in the work that people assumed to do. For instance, most employment agencies required teamwork when working. In such cases, every person had to be aware of the role he or she plays in the organization. The directions from the senior management authority ensured that there was coordination of workflow in the organization. Most personnel lead the way by demonstrating to the junior staff on how each and every aspect of the activity had to be done in the organization. Despite the fact that there were some small elements of training, there were indeed no trainers to perform such duties (Jarche, 2009). Most of the activities that relate to training prepared for the future through involving them in the activities that they were previously doing in their previous workstations. Yes, it is true that, the past practices dictate the prescription of what to occur tomorrow. However, the theory is only attainable when there is a stable world with no changes taking place on daily occurrences (Genesiswebmaster, 2010). Unlike the 20th Century, in 21st Century there is, however, a change of events taking place. For instance, complexity of nature of occurrence of the events today makes the world unpredictable. Hence, there is the shift from the shift from training to performance. It is because, the shift entails movement from past (efficiency, best practice) to future (creative response, innovation).There is a trend in workplace learning where morphing from blocks of training is taking place. The event takes place concurrently with working on a merger of work and learning. In this instance, the events are becoming the same and as such there is both continuity in change and learning (Genesiswebmaster, 2010). From the above-noted phenomenon, there is justification for the training department to shift direction to the performance mainly to; Embrace complexity and adaptation to uncertainty Invert the structural pyramid Adopt new models of learning Importance Of The Shift From Training To Performance To The Field Of Global Training And Development The 20th Century had some remarkable changes that took everyone by surprise in some perspectives. The rate at which the world is experiencing development is worth noting. Today, for instance, the measure of work rate takes place by use of the clock system. In the olden days, sun used to be the tool for such purpose. Today, the globe is like a mirror since the development of the railway network system that links almost all the corners of the world. There is also the use of fuel energy because of the increase in innovation and creativity that results in the development of many types of machinery which consume the fuels (Jarche, 2009). With the invention of the advanced and complex technologies, the performance of work today becomes so efficient such there is no need to carry out the training services to the employees. It is because most of the roles played by the employees, today these machines can do and faster and efficient and also in large quantities with the use of less time possible. In addition, the use of the Taylor’s Principles of Scientific Management today, achieves the objective of realizing efficiency in the workplace too (Pershing, 2006). Organizational Learning And The Impact On Training Organizational learning can be best explained through the use of the hierarchical organizational pyramid. The pyramid is the tool that made it much more successful for work in most of the organizations in the past centuries. It bases its principles and beliefs that the management team of an organization can gain access to the vital strategic information and knowledge. Since the knowledge is power, management, in this case, understands the outside world. As result, they can give directions to the workers on what to do and how they should do it perfectly so as to realize the success in the organization (Pershing, 2006). Figure 1: The Organizational Flow Design When there is complexity in the network of flow of ideas or chain of commands; there is the existence in this the hardship in communication between the workers and the outside environment. For instance, in most of the situations, most workers have the knowledge concerning the outside world than the management. As such, it is vital to the organization’s management to maintain a good relationship with the outside community by ensuring that there is proper communication between the workers and them (the outside world). The organizations should avoid at all cost looking like the inverted pyramid structure of management who does not for the proper information and communication between them and the workers (Pershing, 2006). The Changes In Learning And Instruction A long time ago in the traditional organizational pyramid, workers were at the bottom, and this case only interacted with their only close environment; market, customers, and the information. To ensure the effectiveness, the present management in most organizations, has in place a system that ensures dynamic flow of information so as to respond to the learning and instruction needs from the workers. The system has with it also a trusted network of information and knowledge sharing (Genesiswebmaster, 2010). Figure 2: Flow of Learning Process Changes in the learning and instruction in enhancing the flow of information and communication aims to: Enhance cooperative work and learning from the workers. Detect patterns and help to develop emergent work and learning practices. Coordinate with management in the funding and development of appropriate tools and processes for workers (Pershing, 2006). The significance of implementing the changes in the learning and instruction among the workers is that instructional designers have no time to develop formal courses. In this instance, one has to navigate rapidly-changing maze at high speed in order to survive in the fast-paced working environment. As such, each and every individual should develop his or her curriculum that can learn and cope with to match the job requirements. For instance, an individual should learn how to learn while the management needs to support learning instead of directing it (Jarche, 2009). Bibliography Genesiswebmaster,. (2010). Training and Performance Improvement. YouTube. Retrieved 16 February 2015, from http://www.youtube.com/watch?v=D3SfLpuzz0Q Jarche, H. (2009). The Future of the Training Department. Jarche.com. Retrieved 16 February 2015, from http://www.jarche.com/2009/10/the-future-of-the-training-department-2/ Pershing, J. (2006). Handbook of Human Performance Technology. Retrieved from http://learningnewsnetwork.com/wpcontent/uploads/2012/07/handbook_of_hpt_third_edition.pdf Read More