Time to Competency
The most common reason I come across for folks who want to implement training, particularly new-hire training, is to reduce time to competency. I’m not sure how so many organizations talk about this measure when I come across so few who actually have an operational definition of competency.
Competency has to be objectively observable if you’re going to measure time against it. That’s like saying you want to measure how long it takes you to get ready for work if you don’t have a consistent definition of what “ready for work” means. Obviously the easiest way to reduce the time is to reduce the things you have to do to get ready! If you cut out that pesky shower and un-helpful breakfast well you can drastically reduce your time to get ready for work!
Yet, so many organizations seem comfortable using a ‘gut feel’ or ‘I know it when I see it’ approach to competency. This is a recipe for failure for the poor sap whose job it is to decrease time to competency.
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