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Conduct
Target Population Analysis
What's
in it for your employees?
Analyzing the target population
for a specific training program helps shape the overall
effectiveness of the course. For example, if a target
population is comprised of active people with low reading
skills, then training shouldn't consist of long hours
of sitting in a classroom reading reams of materials.
Instead, the course should be structured to help maximize
the potential learning experience of your employees.
In this case, we would focus on including activities
that stress interaction, and in presenting information
in ways that minimize the reading load (for example,
multimedia, audio, video, and/or small group presentations).
The Benefits of Our
Approach
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Helps
determine which examples will work best |
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Helps
establish the appropriate vocabulary and language
level of instructional materials |
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Helps
identify the appropriate media and procedures to
adopt |
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Uncovers
any motivational elements (such as incentives or
rewards) that should be incorporated in the training |
Example
CEP partnered with a financial services provider to
standardize computer operations across multiple locations.
The target population for the performance-based system
training consisted of administrative support personnel
and customer service representatives. CEP discovered
that:
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Anticipated
Attitudes Towards System Training
- Administrative
support/CSR personnel do not like change. They
want to understand what the new system will
and will not do. They do not want to be taken
out of their comfort zone.
- A small fraction
of longer-term employees may be more resistant
to the new system than newer employees.
- Employees expressed
concern with the last system conversion. Many
felt that they did not know how to use the new
system correctly upon cutover.
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To help overcome concerns
about the conversion process, CEP examined how step-by-step
job aids and quick-reference guides could be employed
to give employees instant support in using the new system.
CEP's training materials also included ample opportunity
to practice new job tasks so that employees could build
both proficiency and self-confidence.
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Back
to Performance Improvement Process |
CEP's
approach to each performance improvement and training
project varies depending on the scope, timing, and performance
issue at hand. Therefore, the examples shown may or
may not apply to your specific situation. For more information
about CEP's consulting solutions, please contact us
at 770-458-4080 or info@cepworldwide.com.
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