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A Job may be a process they want to be improved, compliance issues they are trying to solve or upgrade, and transformation needs they want to drive. Jobs, as training actions, depending on the specific context of performance, so the proximity environment of the participant must illuminate the design beyond the content per se.
Pains describe anything that disturbs the organization or its employees before, during, and after trying to achieve their objectives; or prevents them from getting a job well done. Pains also describe the risks, or possible undesirable outcomes, associated with getting a job done poorly or not at all.
Gains or benefits describe the results and benefits that the organization can achieve and the trainee can acquire. Some benefits are required, expected, or desired by the organization and the training participants, and some will surprise them.
Instructions
Training Value Proposition Design (TVP) is the first component of the LXD_K2L methodology and is inspired by Strategyzer's Value Proposition Design principles. For our methods, we will focus on three critical aspects of the Value Proposition Design approach, namely:
Jobs: It describes what the organization and its employees want to achieve in their work and personal development. JOBs help identify which actions are relevant to the training program value chain.
Pains: Describes the adverse effects, risks, and obstacles related to inadequate performance. In other words, they are the effects of inadequate or insufficient training.
Gains: Describe the verifiable changes and achievements that the organization and its employees wish to achieve or the concrete benefits they are looking for; always associating the training with a chain of contributions.
With the following tool, you will be able to develop the purpose design components of your training proposal following the training value proposition design guidelines.
Jobs
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Testing Course
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Testing Course
Training Action for Functional Activities
This includes activities directly linked to a specific role for which the participant requires reconfiguration or updating of skills. Think as an expert in this topic: What contributions will the course make to the participant depending on his role? What experiences and contributions will it give to the participant, in which they will be able to improve their capacities, results, and work? There will be as many training actions as different roles can be impacted by the training.
Cross-cutting Support Training Actions
Refers to activities within a workflow in which the participant contributes to a value chain beyond the functional role and for which they need to recognize and define their scope and contribution.
Behavioral Dimension Training Activities
Refers to the set of activities developed to link the participant's sense of motivation, urgency, and personal commitment to the topics considered in training.
Training Actions with Social Linkage
In some processes more connected to higher purposes and mission components of the organization, the activities to be considered may incorporate aspects of contribution, values, and actions that commit the participant to the other and, thus, re-signify the importance of their role and contributions in terms of generating shared value.
Pains
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Curso Tutorial
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Curso Tutorial
Obstacles to be faced with training
It refers to the identified needs or implies overcoming a limitation that affects the participant's performance but can be overcome with training. In other words, there is control and governance of the situation, which allows modifying or intervening in performance areas.
Restricciones a Superar con Formación
This refers to the needs associated with conditions of compliance with standards and regulations that condition the participant's performance framework. They are not adaptable to the extent that they prepare for the role or performance. Still, it is essential to create a sense of co-responsibility, motivation, or urgency with their assurance, given the possible implications in the business or with control entities.
Results to be Mobilized from Training
Refers to training needs resulting from performance evaluation. Changes in results resulting from incorporating new strategies or technologies can also be considered. Derived from the above, the training proposal is an opportunity to improve outcomes due to capacity upgrading, re-skilling, and up-skilling.
Gains
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Nombre de Curso Test
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Nombre de Curso Test
Minimum Required Training Gains
These are the fundamental minimum contributions that training should achieve. Generally, these gains are associated with compliance with standards, regulations, and policies.
Significant Gains from Training
These positive impacts mobilize the participant and the organization toward established development and performance goals. They are generally the result of positively impacting the participant's learning and performance.
Exceptional gains from training
These are all those contributions that, beyond the training, configure verifiable positive contribution chains beyond the results designed for the training and are observable in the increase of high-performance cases. The achievement of performance levels in training demonstrates a mastery level of appropriation by the participant.
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