Changing the way we train

"Malcolm Knowles, the famous adult educator once wrote: ""What a challenge we in human resources development face if we are to avoid the obsolescence of our workforce. I can foresee this challenge requiring that we reconceptualize (...) and redefine the role of HRD, away from that of managing the logistics of conducting training activities to that of managing a system of learning resources"".The context in which this was written surrounds the subject of adult education and the need for business and industry to change its approach to the treatment of adults as learners. In explaining what 'managing a system of learning resources' means, Knowles refers to line supervisors and managers as the most ubiquitous resources for day-in and day-out employee development. In many organizations training has been largely a staff rather than line responsibility. Even where trainers reported to line management, it was still seen as a staff function performed by a few specialists.This change referred to by Knowles places a much heavier responsibility on line supervisors and managers for the development of their personnel than has traditionally been the case. Managing that change - handing over the responsibility to the line organization - is the supreme challenge for the HRD function.Just why is this change necessary? Because too often, the learner does not effectively use on the job what he or she learned in the classroom. In fact, learners often discard new methods and revert to the older ways. The reason training does not stick is that the systems for training and work management are most often separate entities and while one may support the other, they need to be a single integrated system in order to ensure the transfer to the job effectiveness of training and some real value for the training dollars.Because much training can be wasted, steps have to be taken to ensure that it fulfills its intended purpose. The effective and continuing application of knowledge and skills that learners acquire can only be realized when line supervisors and managers are at the centre of the training system.This paper describes how such a systemis being developed at the Iron Ore Company of Canada (IOC) as a functional training program is introduced. The following text provides background information on the IOC - who they are and where they are located, a definition of functional training, an evaluation of the suitability of this approach for adults in industry, a description of how the program is being implemented at IOC and some observations that have been made as this change is experienced."