The First Step (Identify): Before Training Has Been Determined

It is more likely that performance-based training will be created if the performance improvement process is followed.  In the PBET Workshop, this process is called “the PBET steps.” 

The first step is to identify the performance issue and possible solutions.  In other words, before beginning this process, it is not a foregone conclusion that the process will result in the design and delivery of training.  It is a bit like being a performance detective...   a performance analyst.

Just as police detectives receive differing reports from eyewitnesses, so performance analysts must sift out confusing statements from managers, like, “We have a training problem here!”  Often what is meant is: “We have a performance problem with these workers and we have made the assumption that it can be fixed by training these workers.

The performance analyst must identify what performance is desired (expected) of the workers, as well as note what the workers are actually doing.  The difference between the two is often called the performance gap or discrepancy.

With that in mind, the performance analyst must determine the most cost effective way to close the gap, that is, bring about a performance improvement.

Training is just one of the many possible solutions to performance gaps.  Before selecting “training,” it must be compared to other solutions in terms of effectiveness, simplicity, time to develop, and cost.

PBET trainers are encouraged to remember that “training” is just one of many possible solid performance solutions.