Designing an Organizational
st
Training System for the 21
Century
Andrew Hurt
Systems Thinking
April 3, 2007
Problem Statement
Organizations need employees who have all the skills
that are required for their job, but organizations/employees
do not want training.

This is an impossible statement
 No single employee knows everything
 Organizations can not anticipate all required skills
 Life is dynamic
Thus the problem is that organizations need a system for training
employees that can anticipate a constantly changing
environment in order to provide employees with all the skills
required for their job.
Customer Requirements

Design a system which centralizes the broad
function of training and at the same time
integrates and decentralizes the work unit
training components such that the system:




Integrates new technologies
Is focused on learning and knowledge
management
Is cost effective
Is adaptable
Derived Requirements

Problem Statement: An orgs. broad T&D functions will be run through the
corporate office; individuals within the work unit will be trained as trainers.

Requirements:




Intranet training websites will be created/reworked, integration of PDAs and other
electronic devices, applications of virtual training, etc.
An org. wide knowledge management program will be initiated, reinvention as a
learning organization
Less trainers, less physical training space, transition to electronic environment, etc.
Continually reevaluate the system and make changes as needed

Trade-Off: Compared with the current operating system; ISD and specifically
ADDIE

Test Plan: Implement the new system within one business function, develop
metrics to gauge performance along the way, implement one component at a
time
System Validation

All technology components are currently available


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Intra & internet
PDAs/communications software
Knowledge management software
Explore other orgs. efforts to implement similar
systems – Real world systems examples
Costs are inline with the organizational reqs.
Validate by entering a new unexpected
component/technology/requirement
Use Case Model
New Employees
Decentralized
Trained
Workers
Change
Knowledge Mgmt.
Retiring
Employees
Centralized
New Technology
Trainers