September 12, 2014
Our training department develops performance-based training around the tasks that workers perform. We understand this approach aligns with industry best practices. We have new senior leadership that wants to center training and development on skills instead of tasks. Some skills are defined very generally, such as technical skills. However, these definitions do not seem specific enough to serve as training requirements and tend to take us toward content-based, rather than performance-based, training. From a return-on-investment perspective, I lean toward performance-based methods. Am I missing something? Any suggestions on how we can satisfy both perspectives?