OPO™ & EO™

Training in the 21st Century has seen a proliferation of highly effective and economical “e-Learning” courses, developed in a blended manner, and utilizing various distance delivery techniques.  This has benefited organizations by reducing travel expenses, delivering training on an “as needed” basis and reducing time away from the job function.

However, even the most well designed learning materials don’t consistently ensure the outcomes needed to achieve success on the job.  Frequently a gap exists between the delivery of training materials and the application of skills and knowledge learned and their application on the job.  This gap originates from standard learning objectives not aligning to job competencies and performance outcomes.

To remedy this, the Outcomes Today® approach collaborates with your key stakeholders and your development team to define that end success, identifying what we call Optimal Performance Outcomes (OPO™).  We then identify the specific  job behaviors(competencies) required to achieve optimal success, establishing Enabling Objectives ( EO™ ) which will lead to that optimal performance.  This process allows developers to better understand the specific skills and knowledge required to positively impact end performance.  Then, and only then, do we establish course specific Learning Objectives, based on the aligned skills and knowledge .

We then work with your team of subject matter experts to design an interactive, live or virtual, learning experience where the knowledge is applied to the desired job behaviors in simulation format.

OPO™ – Optimal Performance Outcomes

  • Identify job critical behaviors
  • Align to Job Competencies
  • Are Measurable & Evaluable on the job
  • Integrate with performance evaluations

EO™ – Enabling Objectives

  • Skills and abilities to achieve OPO™
  •  Teachable/Trainable
  • Assessable
  • Foundation for unit Learning Objectives

The next element of our process involves the incorporation of Sustainability Guides ™ for the first line managers’ use.  This job aid allows the manager to be fully engage in the learning process and then certify the learner’s ability to apply the knowledge on the job.

 

Comments are closed