Antes de iniciar qualquer programa de treinamento de design de processos, defina o que você deseja alcançar e como você irá medi-lo. Quais são as habilidades específicas que você deseja que seus estagiários adquiram? Quais são os benefícios esperados do treinamento no desempenho da sua organização? Como avaliará os resultados de aprendizagem e a transferência de competências para o local de trabalho? Você pode usar ferramentas como metas SMART, os quatro níveis de avaliação de Kirkpatrick e scorecards balanceados para definir metas claras e realistas para seus programas de treinamento.
Regardless of the “tool” (such as SMART, Kirkpatrick model, etc.), it is important to understand the training program’s participant profile, intended beneficiaries, relevant process context(s), and what would be the desired end results of the process design training program. Regardless of tool, and variants, if any, it is important to align on the desired end results (objectives). For process design training, what are the relevant objectives? Are they measurable (quantitatively and/or qualitatively)? How would achieving such metrics impact a given business unit’s and the overall organization’s performance? It is also important to be flexible to make changes, as needed, to reflect results from such check-ins.
Each and every training live or recorded should have a goal associated with it. What do you want the trainee to learn? What tasks or activities should the trainee be able to perform once the training is complete. I break this down to each key milestone of the training. And after each milestone there is a knowledge test, if the scores are poor the trainee is advised to re-visit the training. If the scores are good, the trainee can either request a one on one / a doubt solving session with an expert for clarification, or continue with the next part of the training. At the end of each milestone, the trainee is assigned the task to be completed, or is requested to list down the steps if the simulations that are not available.
Ao fornecer treinamento de design de processo, você pode escolher entre uma variedade de métodos e formatos, dependendo de suas metas, público e recursos. O treinamento ministrado por instrutor envolve um facilitador orientando os estagiários por meio de conceitos, métodos e ferramentas de design de processos. Isso pode ser presencial ou on-line, e pode ser adaptado a diferentes estilos e necessidades de aprendizagem. O e-learning envolve módulos de aprendizagem individualizados que os estagiários podem acessar on-line, usando multimídia, elementos interativos, questionários e simulações. O ensino híbrido combina treinamento ministrado por instrutor e e-learning. E aprendizagem experiencial é aprender fazendo, onde os estagiários experimentam cenários reais ou simulados de design de processos para aplicar seus conhecimentos. A aprendizagem experiencial pode ocorrer por meio de estudos de caso, dramatizações, jogos, projetos ou estágios para aumentar a retenção e transferência de aprendizagem.
Understand that people have different learning styles, ensure your training is a cohesive one and involves as many learning modalities and senses as it can. Audio - Listening - Ear Visual - Listening & Seeing - Ear & Eyes Test Audio - Speach - Tongue, Throat Test Writing - Activity - Hands Action and Explanation - A mix of all
Optimal delivery channel(s) for process design training warrants sufficient thought. Further, decisions in that regard, as well as training program content, should probably be reviewed once a year, to ensure adequate continuing relevance, effectiveness, and staying abreast with relevant changes to methods and tools. Desired end results of the training program, together with the primary learning style of intended participants, are key criteria for the deciding training delivery channel/method. Especially in medium or large size organizations, it is also possible that a central team conducts process design training for various business units. Creative thinking may be necessary to optimize the training program’s cost vs. benefits.
I am so glad that the author brought this up because too often training programs focus on course material as opposed to enhancing the skills that are being taught. My favorite exercise is to get students to design a process to make peanut butter and jam sandwiches. In doing so they need to design the process, come up with process metrics, test, measure and improve the process using the data they collect. Everyone has a role from putting on the peanut butter and jam, quality control, supervising the process and coaching employees etc. Students get practical experience with process design, management and improvement. Another aspect I would include is to give students ample opportunity to do facilitation.
Um dos fatores-chave para garantir a eficácia dos programas de treinamento em design de processos é fornecer suporte e feedback contínuos aos estagiários durante e após o treinamento. O apoio pode incluir mentoria, aprendizagem entre pares, comunidades de prática ou fóruns online, onde os estagiários podem fazer perguntas, compartilhar experiências e aprender uns com os outros. O feedback pode incluir avaliações formativas e somativas, inquéritos ou entrevistas, para que os formandos possam receber contributos construtivos e atempados sobre o seu progresso. O suporte e o feedback podem ajudar os estagiários a superar desafios, reforçar o aprendizado e identificar áreas de melhoria.
Towards the end of the training program, the trainees can be asked to define one or more problem areas that can be improved. The process design topic can be finalized after review and approval from supervisor and trainer. Also book meetings with stakeholders and the trainer. In this way the trainee gets to work on a real process design activity with support from the trainer.
We didn't Master how to drive in our first few days... It takes time to master any skill. The goal was to practice enough on the simulations that you don't kill anyone on the road while going from point A to point B. Not breaking any traffic rules while doing that. At first, that's what the goal should be with the process training. Not the speed, neither other frills and fancies. Provide assistive material in form of steps / flow and checklists, have someone to review before sending it to client or doing the final step. Sooner with practice both the trainee and the company will get confidence in each other.
Feedback questions (through surveys, interviews, etc.) should be genuine and meaningful; and not be biased. No real value in framing questions that are vague or that provide incorrect/incomplete picture for taking appropriate actions going forward. Even if a process design training program is well designed and delivered, there could be behavioral issues that impede trainees/participants from implementing learnings from the training program. Such issues need to be properly identified and addressed. Areas of improvement identified through feedback mechanisms should be actionable and measurable (quantitatively or qualitatively).
Para garantir que seus programas de treinamento estejam entregando os resultados desejados, avalie-os e melhore-os continuamente. A avaliação pode envolver a coleta e análise de dados sobre a eficiência e o impacto dos programas de treinamento, usando as metas e métricas definidas anteriormente. Ferramentas como pesquisas, entrevistas, grupos focais ou análises podem ajudar a coletar feedback dos estagiários, instrutores e gerentes. A melhoria pode envolver a identificação e implementação de mudanças nos programas de treinamento com base nos resultados da avaliação. Use ferramentas como ciclos PDCA, análise SWOT ou planos de ação para planejar, executar e revisar as ações de melhoria.
Develop a competency framework that outlines the specific skills and knowledge areas required for effective process design. Assess participants against this framework to identify strengths and areas for improvement. Creating a competency framework for our process design team helped us standardise the skills required. We used this framework to assess training participants, ensuring they developed the necessary competencies to perform effectively in their roles. Implement an LMS to manage, track, and evaluate training programmes systematically. Use the LMS to deliver content, monitor progress, and analyse learning outcomes.
Process Design is a very unique topic to train for. It is a combination of governance, quality management, problem solving and UX/UI. The training course needs to connect the abstract concepts of process design, documentation and modeling with type of industry and human nature on top. The trainer must end up with enough tools to evaluate all the three above to produce the best process for each work setting