Five Best Practices of Training

and Development Professionals

Welcome to the wide world of training and development. On a daily basis, training and development
professionals may be implementing any number of performance-based solutions and projects. ATD
has created this resource to highlight the five best practices of learning professionals that enable
you to concentrate your efforts, be more strategic, and maximize your impact on your team and
organization. Each of the best practices below highlights a specific concept or tool and explains:

• who would use it

• why you would use it

1
• how you would benefit
• why your boss would care
• why your organization would care.

Best Practice #1: Consider the Bigger Picture.

Ask yourself if you consistently identify the root cause of performance issues and then address the
situation or need appropriately. Think about the many ways to improve performance, going beyond
training. The table below lists possible root causes of performance gaps.

What do you need in order to improve performance on the job?1

Physical Resources Structure/Process Information

Examples: tools, materials,
technology, equipment, lighting,
funding, supplies, etc.
Examples: logical reporting
relationships, management support,
quality inputs, logical processes,
realistic policies, a meaningful
mission statement, etc.
Examples: feedback on your
performance, clear standards,
customer feedback, reliable data
reference materials, etc.

Knowledge Motives Wellness

Examples: training job aids, Examples: profit sharing,
coaching, mentoring, OJT, recognition, performance-based
continuing education, etc. pay, bonuses, benefits, job security,
prestige of position, opportunities
for advancement, etc.
Examples: better health care
system, marriage counseling, more
physical exercise, more relaxation
time, stress management, better
dietary habits, etc.

1 Ethan S. Sanders and Sivasailam “Thiagi” Thiagarajan, Performance Intervention Maps. © ATD. Association
for Training & Development. Adapted from a study by Peter J. Dean, Martha R Dean, and Rebecca M.Rebalsky.

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 Who would use it:
The ATD HPI model and approach should be used by any talent development professional
responsible for improving human performance and driving business impact.

Why you would use it:

You would use the ATD HPI model in order to analyze your organization’s performance gaps from a
holistic perspective—not assuming that training is always the most appropriate solution—to ensure
the highest level of performance possible.

How you would benefit:

There are several ways you might benefit from using this best practice. The most important
is that it promotes an awareness of every function’s role in maximizing the organization’s human
talent and potential. This perspective helps you better analyze performance issues and select
and implement the most appropriate solution.

Why your boss would care:

Let’s say your boss believes that most performance gaps require training, but what if training is not
the solution? Your knowledge and skill in analyzing the bigger picture will enable you and your team
to accurately identify and solve performance gaps which can save your organization a considerable
amount of time and money.

Why your organization would care:

Are you frequently asked to develop training to address issues that you aren’t sure training will
solve? The HPI approach gives you the tools to determine the solution that will truly address the
performance gap—whether a coaching program, a revised process, a job aid, or an electronic
performance support system. Help your organization look at the big picture to more efficiently
and effectively achieve performance goals.

This is a glimpse of the content covered in ATD’s Improving Human Performance

Certificate Program series and the ATD Master Performance Consultant™ Program,
which teaches a results-based approach to HPI. The program is centered around a
model that helps you accurately diagnose performance gaps.

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2 Best Practice #2: Get the Assessment
and Design Right.
Once you have determined there is a gap in knowledge and skills, and that a training event is
the most appropriate solution, use a proven instructional design framework to guide you.

ADDIE is the most widely known and used instructional design framework, helping learning and
performance professionals design and deliver the most effective training solutions. Take a look at
the categories of ADDIE below. Which phases have you already mastered and which categories
would you like to explore further?

Phase Description

Analysis Sometimes called “Training Needs Assessment,” Analysis includes:

• defining organizational and individual performance results
• identifying performance measures for the competencies/tasks
to be taught
• identifying skill/knowledge requirements\determining the level of instruction needed
based on performer analysis
• creating an evaluation strategy for the training.

Design Creation of a training strategy that includes:

• learning objectives for each competency/task
• assessments/tests to show mastery of the tasks
• sequence and structure of topics and lessons
• selection of instructional delivery media/methods.

Development Production activity that includes the development of:

• participant learning materials (workbooks, practices, case studies,
programmed e-learning)
• facilitator guides (where appropriate)
• visual aids (wall charts, PowerPoint slides, etc.)
• test of materials (pilot test).

Implementation • Putting the training into action, including:

• an implementation plan for conducting the training
• conducting the training.

Evaluation Review and revision, including:

• review and evaluation of each ADDIE phase to ensure it is accomplishing
what it needs to
• evaluation of the instructional effectiveness of the training through
assessments, observation of performance on the job, and measurement
of organizational impact
• revision of the training system.

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 Who would use it:
Most, if not all, instructional designers should be using this best practice, as well
as trainers, managers, and learning and development leaders.

Why you would use it:

Have you ever heard the saying “Get it right the first time”? Professionals use this best practice
to ensure that they have effectively identified the need, learning objectives, and methods that will
most effectively achieve their training goals.

How you would benefit:

Getting the assessment and design right would ensure the best use of your resources
and an optimal learning experience for your participants.

Why your boss would care:

Working within a proven framework for training assessment and design will help your
unit avoid expensive and time-consuming redesign efforts.

Why your organization would care:

Using the ADDIE model will help your organization set a high standard of engaging
and quality training.

Dive deeper into the ADDIE categories, and build or strengthen your skill set in
ATD’s Designing Learning Certificate Program.

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3 Best Practice #3: Integrate the Essential E-Learning Design
Components.
First you will want to be strategic about why you use an online environment for training.
A strategic approach to the why and what will then lead you smoothly to the how. Use
these simple online design components to maximize interactivity, participant engagement,
and learning transfer.

E-Learning Design Components:

• Motivation
• Learner Interface
Learner
Interface
Motivation

E-Learning
• Content Structure and Sequencing Design Content
Structure and
• Navigation Components Sequencing

• Instructional Interactivity Instructional

Interactivity

Navigation

Who would use it:

As you most likely have experienced, organizations have either been moving their learning
programs online or are exploring doing so. Any organization that needs to reach a wide
audience and deploy new training quickly and cost-effectively should use these e-learning
design components.

Why you would use it:

It’s important that learning professionals incorporate e-learning best practices to ensure high-
quality and impactful programs. Engaging and effective e-learning takes significant effort, but
is well worth it.

How you would benefit:

E-Learning instructional design is a skill that is in high demand and not likely to go away anytime
soon, but will only become more valued as learning migrates online.

Why your boss would care:

Online learning saves on travel, time out of the office, has the potential to be more cost-effective
than face-to-face training, and allows learning professionals to reach a diverse and wide audience.
These are key benefits that any boss would be hard-pressed to ignore.

Why your organization would care:

Moving strategically selected content online is a wise way to expand your business and reach new
markets. And, well-designed and engaging e-learning will earn you satisfied customers and rave
reviews for your organization.

Learn more in the ATD E-Learning Instructional Design Certificate Program.

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4 Best Practice #4: Use an Engaging Training Model.
Building upon participants’ existing knowledge and skills and maximizing engagement
are two critical keys to training success. To ensure your training accomplishes this, consider
using a proven training model.

Five-Step Training Model3

The following model for developing a training session or program is easy to apply
and allows for many variations.
3 Adapted from Harold D. Stolovitch and Erica J. Keeps’s Telling Ain’t Training.

1. Rationale
Five-Step 2. Objective
3. Activity
Training 4. Evaluation
Model 5. Feedback
(confirming or corrective)

Who would use it:

This best practice can be used by trainers, designers, managers, and organizational development
professionals--anyone looking for a systematic and simple way to plan
and deliver training.

Why you would use it:

This tool will ensure that your training is consistent, engaging, and meets the highest standards of
professionalism. Use it in both the planning and delivery stages.

How you would benefit:

You would benefit from a more organized training plan, and more importantly, your participants
would benefit from a better sequenced series of learning events.

Why your boss would care:

Using a formalized model for planning training will maximize learning engagement, which will
ultimately learning to greater retention, learning transfer, and behavior change among your
participants.

Why your organization would care:

The goal of every training effort is business impact. Increased training effectiveness will lead to
better performance outcomes.

Explore this training model and others in the ATD Training Certificate Program.

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5 Best Practice #5: Plan for Evaluation.
Measuring learning impact is critical in training and development. What levels of evaluation do
you currently measure? Do your senior executives understand the impact of your learning and
development efforts? The graphic below provides a snapshot view of the learning value chain.

0 Input
Level

1 Reaction & Planned Action

2 Learning

3 Application

4 Business Impact
LEARNING VALUE CHAIN
Measurement Focus

Input, such as volume and efficiencies

Participant satisfaction and captures planned actions

Changes in knowledge, skills, and attitudes

Changes in on-the-job behavior or action

Changes in business impact variables

5 ROI Compares project benefits to costs

Who would use it:

Any professional responsible for leading or managing a learning project should develop
the ability to plan for evaluation.

Why you would use it:

This best practice is used to track progress and measure success. Evaluation doesn’t have to be
difficult—breaking it down into essential components makes it easy for any professional to plan and
implement.

How would you benefit:

This best practice is critical to either keep you moving in the right direction, or help you change
course as necessary. Developing the ability to measure and evaluate the impact
of training and development programs ensures that you are viewed as a business partner within
your organization.

Why your boss would care:

Even if they are not asking, we guarantee your boss and senior executives are interested in the
impact of your programs. Being proactive and reporting results is critical to your credibility as a
learning professional.

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 Why your organization would care:
Organizations need to make decisions on where to invest energy and efforts for the greatest
impact. Implementing a sustainable evaluation strategy for your programs will ensure that you
come to the table with answers to guide your organization’s decision-making. No learning or
performance solution is complete without proper planning and implementation of an evaluation.
Make your efforts and investments count.

Learn more about this area of expertise in the ATD Measuring and Evaluating Learning
Certificate Program.

No matter what your role is, or what stage

of your career you are in, if in some way
you contribute to improving training
and development, these five best practices
will serve as a foundation to ensure that your
efforts to this end are a continual success.
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