By dgnviewer.com

No one wants to be trained, but everyone wants to learn. Shift the focus from the organization to the individual. You should be more interested in what the individual needs to learn rather than focusing on what you will teach. Some basic principles to guide you are as follows.

  • When in doubt, leave it out.
  • Do not refer to training. Refer to performance or to what individuals do on the job.
  • Differentiate between what individuals need to know and what is nice to know.
  • Achieve subject mastery before continuing to another subject.

The process is as follows:

  1. What do individuals need to know to do their job?
  2. Create a performance needs analysis.
  3. What content should the training include?

Learning reason table

One way to help understand when training is needed is to set up a learning reason table, which specifies reasons and priorities for learning.

Using the following table, provide answers by relating to the phrases and assigning a number from 1 (one) to 7 (seven). You may give each item multiple ratings.

  1. Absolutely necessary to maintain departmental efficiency.
  2. Absolutely necessary for satisfactory performance in your present job. 3. Highly desirable to improve departmental efficiency.
  3. Highly desirable to improve your performance in your present job.
  4. Good background for you to have in your job.
  5. Needed for potential advancement.
  6. Mandated (i.e., regulatory compliance, health and safety, etc.).
Learning Reason Priority Value
Training newly hired personnel 1,7
raining once a year for everyone  
Training between projects  
In‐person, traditional classroom training  
Remote training, web‐based instructor  
Self‐paced online training  
Custom developed training based on in‐house workflows  
Custom developed training based on in‐house files  
Training in your facility  
Training in a Bentley facility  
Training anywhere off‐site  
Training outside business hours  
Having a training budget  
Having in‐house trainers  
Basic CAD (2D) Production training  
Intermediate CAD (Advanced 2D) Production training  
3D Training  
Computer Security training  
ProjectWise or InterPlot Server Administrator training  
Programming training  
Engineering/Architecture/Artistic/Business knowledge  
Soft skills (communication, leadership, project management etc.) knowledge  
Internal workflow knowledge  
Internal systems training ‐ time sheets, project tracking  
Microsoft Windows/Server training  
Training newly hired personnel/acquisitions  
Project Management knowledge  
Rendering and Animation knowledge  
Digital Video and Image knowledge  
Project training at the beginning of a project  
Continuous training  
Using different qualified trainers  

Knowledge, skills and abilities assessment

With a knowledge, skills and abilities assessment, you define roles. Define the tasks required to do a job, the knowledge, skills, and abilities an individual must possess to do the job and the knowledge, skills, and abilities that need to be improved. You can use some of the learning reasons list as a basic list.

Consider the following knowledge, skills and abilities; document security, PDF generation, standards‐usage and correction, user interface modification, AccuDraw, in‐house network/server architecture, etc.

Roles Essential Job Tasks Required Knowledge, Skills and Abilities Knowledge, Skills and Abilities to be improved Learning activities needed
2D Drafter        
3D Designer        
CAD Administrator        
CAD Manager