Learning Plan
Workshop
Learning Plan Workshop Agenda
• Workshop Objectives
• Roles and Responsibilities
• Types of Training
– Training Objectives
– Train the Trainer (Netsmart Led)
– End User Training (Client Trainer Led)
• Adult Learning Principles
• Training Requirements
– Audience
– Method/Suggested Outline
Learning Plan Workshop Agenda - Continued
• Training Timeline
– Schedule
– Resource Requirements
• Sample Training Scripts
– Avatar PM Training Examples
– Avatar CWS Training Examples
• Evaluations
• Post Implementation Training Strategy
Workshop
Objectives
Workshop Objectives
• Understand the Learning Plan and begin its creation.
• Understand Adult Learning Principles and best
practices for training.
• Understand the roles and responsibilities for training.
• Begin to review the training scripts and how they can
be used to create solution training.
• Begin to formulate a plan for end user training,
including identifying resources, method of training and
schedule.
• Understand the training timeline.
• Identify personnel for training, including solution
training demo to the project team during the Go-Live
Preparation event.
Roles &
Responsibilities
Client Roles & Responsibilities
• Learning Coordinator
• Complete the Learning Plan, including the Learning/Training
Timeline.
• Identify and Coordinate Training Resources.
• Assign and Coordinate Training Development, including
Training Scripts.
• Schedule Training Resources.
• Secure Facilities, Location and Equipment for all Training.
• Track and Communicate Progress Against the Learning Plan.
• Trainers
•
•
•
•
Train end users.
Create (or co-create) training.
Provide Feedback for training refinement.
Qualities – Patient, Knowledgeable, Respected
Netsmart Role & Responsibilities
• Netsmart Associates
•
•
•
•
Lead the Learning Workshop.
Deliver Train the Trainer training.
Provide and review the Training Script Templates.
Collaborate with the Learning Coordinator to
develop a feasible timeline and Learning Plan.
• Offer feedback to the trainers providing the
solution training demo during the Go-Live
Preparation event.
• Assist in order to successfully execute the learning
plan objectives.
Types of Training
Training Objectives
• Train the Trainer
• Ensure all trainers are adequately prepared to
deliver solutions training.
• Demo to Project Team during Go-Live Preparation
to confirm readiness for end user training.
• Solutions Training
• All users have the necessary knowledge and skills
to be effective, efficient and proficient users of
the solutions used in daily work activities.
Train the Trainer
• What:
• Training delivered to client to review solution
training and training objectives
• When:
• Final Review & Validation
• Who:
• Netsmart: Provides training
• Client: Learning Coordinator and client trainers
who will be providing solutions training (end user
training)
Solutions Training (End User Training)
• What:
• Training delivered to staff members in preparation for
Go-Live
• When:
• Between the completion of Go-Live Preparation and
prior to Go-Live
• Who:
• Netsmart: Support Role
• Client: Client trainers to demo training during GoLive Preparation and deliver solutions training to end
users
Adult Learning
Principles
Adult Learning Principles
• Malcolm Knowles – Theory of Adult
Learning (Andragogy)
• Emphasizes that adults are self-directed and expect to
take responsibility for decisions.
• Adults need to know why they need to learn
something.
• Adults need to learn experientially.
• Adults approach learning as problem-solving.
• Adults learn best when the topic is of immediate value.
Adult Learning Principles
• Software Training Example by Knowles
• Need to explain why specific things are being taught (e.g.,
certain commands, functions, operations, etc.)
• Instruction should be task-oriented instead of memorization
- learning activities should be in the context of common
tasks to be performed.
• Instruction should take into account the wide range of
different backgrounds of learners; learning materials and
activities should allow for different levels/types of previous
experience with computers.
• Since adults are self-directed, instruction should allow
learners to discover things for themselves, providing
guidance and help when mistakes are made.
References
•
•
•
Knowles, M. (1975). Self-Directed Learning. Chicago: Follet.
Knowles, M. (1984). The Adult Learner: A Neglected Species (3rd Ed.). Houston: Gulf Publishing.
Knowles, M. (1984). Andragogy in Action. San Francisco: Jossey-Bass.
Adult Learning Principles
I hear and I forget.
I see and I remember.
I do and I understand.
~Confucius c.450 BC
Adult Learning Principles
• Types of Learning Styles
• Auditory
– Learn through listening (lectures, discussions)
– Written information has little meaning
• Visual
– Learning through seeing (demonstrations, diagrams, handouts)
– Instructor’s body language/facial expressions help in learning process
•
Tactile or Kinesthetic
– Learn by doing, touching (hands-on activities)
– Want to explore
• Combination
– Good instruction should combine auditory, visual and tactile
– Retention increases when learning involves more senses and activities
Reference
•
FEMA/CERT (Community Emergency Response Team) Basic Train-the-Trainer Training
Training
Requirements
Training Audience
• Training Category Breakdown
• Ensures all staff is adequately trained for their role in
the organization.
• Ensures correct personnel are chosen to train those
end users.
• Table provided in Learning Plan to list the Training
Category, End User Roles in that category and any
Comments.
Training Category
Ex: Clinical Staff
End User Roles
Ex: Nursing, SW, Psychiatrists
Comments
CWS, Order Entry
Training Method/Suggested Outline
• Traditional Face-to-Face Training in Classroom Setting
– Minimizes distractions
– Allows for more users to be training at one time
– Users can learn from each other’s questions
• Suggested Outline
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–
–
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–
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Introduction
Learning Objectives
Solutions Training demo
Hands-on Exercises
Assessment for Learning Confirmation
Exceptions/Misc. Items in Solution Workflow
Hands-on Exercises if applicable
Question/Answer Session
Summary
Training Evaluation
Training Timeline
Santa Cruz County Proposed Project Timeline
4 wks
Nov 20
2014
12 wks
Dec 18
2014
12 wks
March 11
2015
12 wks
July 20
2015
4 wks
Sept 28
2015
4 wks
Oct 26
2015
6 wks
Nov 23
2015
16 wks
Jan 1
2015
May 1
2016
Project Management Office Oversight
Data Collection
Design
Build
Unit Test
End-User Training
System Test
Int. Testing
Identify Improvement and Optimization Opportunities
Test Script Dev 10
Wks
Client
Train 6 Wks
DC1 4 Wks
Train Mat. Dev 10
Wks
DC2 8 Wks
Syst Test 6 Wks
INT 2 Wk
Legend
Client Site
DC3 16 Wks
Netsmart
Netsmart
Quality Control
Rev 1 Wk
Bld/Test1 4 Wks
Client Owned
Bld/Test2 4 Wks
Bld/Test3 4 Wk
Netsmart Owned
Training Timeline Considerations
• A detailed timeline needs to be developed to ensure all
steps in the Learning Plan are met. Items include:
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Train the Trainer
Training Script Development
Demo to Project Team
Finalization of Training Materials
Training schedule timeline
• Other Resource Items to Consider
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Number of People to Train, including Multiple Shifts (If Applicable)
Number of Training Scripts Needed
Facilities and/or Equipment Constraints
Trainer Availability
Staff Availability
Training Timeline Considerations
• Utilize the Training Activity Table in the Learning Plan
map out deliverables and completion dates
Training Activity
Completion Date
Learning Workshop
MM/DD/YYYY
Train the Trainer
MM/DD/YYYY
Training Script Development
MM/DD/YYYY
Demo to Project Team (Go-Live Preparation)
MM/DD/YYYY
Finalization of Training Materials
MM/DD/YYYY
End User Training
MM/DD/YYYY
Other Activities
MM/DD/YYYY
Sample Training
Scripts
Sample Training Scripts
• Library of Sample Training Scripts Available
– Use to piece together workflow for your site
– Steps are in place but may need modified based on
specific workflow needs
– Placeholders in place for screenshots
– Can be used for training as well as job aids or other
training materials deemed necessary
Other Training Considerations
• Evaluations
– Critical to Ensure Training is Effective
– Types of Evaluations:
» Assessments during training
» Surveys after training
» Observations post go-live
• Post Implementation Training Strategy
– Need strategy for future hires
– New Workflow Implementations, Software Changes
– Analysis of evaluations may find potential need for
supplemental training or job aids