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Best Practice Framework

Through the research process, the research team discovered two best practice research studies which provided a credible framework upon which to build a ‘best practice criteria’ framework for training implementation, including:

Informal Learning in the Workplace Literature Review
Available by emailing a request to cewca@cewca.org
http://www.cewca.org/free-materials
Workplace Learning in Small and Medium-sized Enterprises (2009)
A research study completed by the Conference Board of Canada that explored successful training and development practices within Canadian organizations.
http://www.ccl-cca.ca/pdfs/OtherReports/CBofC-WorkplaceLearning-SME-OverviewReport.pdf

Upon examination of these two overarching studies, the proposed 'best practice criteria' for training implementation includes:

Training as Part of the Organizational Plan

Best Practices Criteria	Indicators
Company systems that support learning	Management commitment Encourage all employees to share knowledge and learning and opportunities exist for pooled knowledge Provide financial and/or non financial support to develop individual employee learning and career plans for employees Encourage employees to develop strengths and potential through both formal and informal learning Help employees to develop career plans that include promotion possibilities as well as learning opportunities Provide adequate time for training Ensure content is current and up-to-date
Informal learning supports	Encourage coaching and/or mentoring (formal or informal) Encourage and support opportunities for cross training and cross learning Integrate training into common work practices Implement a system for recognizing informal and formal learning Include and support teamwork, opportunities to take part in improvements or problem solving Provide company or industry specific knowledge for self paced or other informal learning on intranet, internet or other means Ensure team meetings, company meetings and newsletters include assumed understandings so as to make informal learning easier
Learning supports within the workplace	Provide opportunities for team problem solving and collaboration Value of the skills of observation, demonstration, trial and error, and reflections on quality practices among supervisors and managers Base in-house training programs on adult education principles including individualized approaches, respect for the adult learner, building on prior knowledge, etc. Provide alternative delivery options (e.g. e-learning, classroom, on the job) for in-house training Include peer trainers, collaborative learning or other strategies with the workers/learners strengths in mind Use various formal and informal training methods simultaneously
Learning approaches that suit the business model and organizational culture	Acknowledge a variety of ways that individuals learn Create a learning culture through the promotion and implementation of training
Relates workplace learning and training back to the business issues that they are trying to address	Evaluate training (to determine if training is meeting business issues)

Training as Part of Performance Management

Best Practices Criteria	Indicators
Learning activities are aligned with the needs of individual employees and current and future goals of the organization	Competency-based training Job competencies align with organizational goals Employee involvement in the design and/or implementation of training
Workplace learning and training linked with performance management	Build individual learning plans from performance reviews

Training Content/Process

Best Practices Criteria	Indicators
Leverages workplace learning providers and learning/training content that already exists in the market	Collaboration between management, employees and union throughout the design and implementation of training Collaboration with outside experts and government bodies to fund, develop and implement training
Recognizes the value of industry standards, credentials and certifications	For example, NERC, NOS, Red Seal/non-Red Seal electrical trades, apprenticeship etc. Support for national collaboration for learning Alignment with national standards (where available) and promoting the development of national standards for the industry

The above criteria provides a framework for proposed ‘best practices’ for training implementation within the industry based on the research conducted. Any one training model is not expected to meet all of the above defined criteria to be considered ‘exemplary.’ Training models vary across organizations and industries in order to reflect the needs of employees, organizations and industry as a whole. However, when developing and implementing a training model at an organizational or industry level, “a comprehensive approach is recommended, involving a “menu” or “tool box” of a wide variety of supports and initiatives, with flexibility to tailor their application to specific needs and circumstances.

To help organizations fill their ideal training tool box according to employee needs and strategic organizational goals, sector councils are urged to disseminate relevant information and training-related tools to all stakeholders (Goldenberg, 2006: - http://www.cprn.org/documents/45354_en.pdf).