This is a continuation of the blog series dealing with non technical learners training on Workforce Timekeeper. In this entry, I will discuss how we should build training materials for non-technical learners understanding Kronos Workforce Timekeeper. In previous entries in this series, I discussed some of the characteristics of non-technical learners, why they are not technical, and how to adapt to them. We should take into consideration these learners both when developing materials and in training events. So lets revisit some of the tactics we should take when building learning materials.
Remember, technical or non-technical, Workforce Timekeeper HELPS employees do their job, it's not their only job!
The purpose of Workforce Timekeeper is to make their tasks (in this case, the collection of time) easier, faster, and/or more correct. In other works, it's a tool. It doesn't add punches for them. Remember this frame of reference when developing materials. This is a tool, be specific about how long it will take them to do each task, if possible, show them the tasks in real time. They will not feel comfortable in training, so they may go slower than you do. That's OK, just inform them that they will get quickly.
Remember that these employees probably DON'T NEED to learn Kronos Workforce Timekeeper to do their job...
...and more importantly, they probably DON'T WANT to learn anything else to do their jobs. But learning is often required to CONTINUE to do their job well, and it is definitely required to do their job better. THAT is one of the best points of conversion for your training. It answers the "What's in it for me" question. Generally there are only a few answers to this question, and they are listed below:
You can manage time and attendance more efficiently with Kronos
You have more control over your time and attendance data using Kronos
You can do your job better using Kronos
Change management is one of the most challenging parts of an implementation, primarily because true feedback can't be forced, and is often unreliable. So you are more than likely dealing with learners that are not motivated to use your Kronos application.
So this is what you are dealing with, how do you integrate these issues into solutions that are apparent in your training materials? Here are some ideas.1. Keep It Simple - Don't waste your time, or the time of your learners by delving deep into what should motivate them to learn Workforce Timekeeper. Just get to it. If motivation is low, you will have a more challenging (but not impossible) time getting your learners to focus on your material. Meet them half way by providing material that is to the point, task specific and clear to the learner. Basically, shorter action oriented phrases, lots of pictures and steps, steps, steps. The purpose for this is to build understanding quickly, without too much extra effort. Your learners will appreciate it.
2. Relate, Relate, Relate - Everything you write about in your materials should relate to the jobs the do every day. If you get too general, you will lose your class, so remember to reflect your learner's jobs into your materials. So you do you do that? How about using checklists that incorporate their jobs with their new Workforce Timekeeper responsibilities. If you are using practice exercises take real examples from the job.
3. Easy Reference - While building your course-ware, keep in mind that your learner should be using the materials as a reference after training. What does that mean? Provide sections in your materials for notes. Incorporate your organization's policies and procedures whenever possible without cluttering up the material. One again, don't take three pages to write can can be covered in one. We have all taken training and received the 570 page instruction manual that looks cool yet intimidating on the bookshelf in our cube. How often do you drag that thing do to use it? Not often I'll bet.
4. Commit to Your Material - They say that learning never ends. I believe that, and so should your learners. As your organization makes changes in Workforce Timekeeper, update the curriculum and get it out there. It's not enough to send an e mail stating that an updated manual is on P drive! Get them the materials! Give them a brief overview of what is changing and ask for their feedback.
The information provided here is fairly generic. It is meant to be. Every organization, every trainer and most importantly, every learner is different. I can't possibly imagine what your workforce is like, but I can state that these tips will be useful in almost every training implementation. Here's hoping they are helpful to you.