1. The problem is divided into good structure and bad structure. Good structures are easy to find, and bad structures need to be analyzed and excavated.
Students solve well-structured problems, but trainers refuse to accept well-structured problems.
Not good: the goal, present situation and scheme are not clear, and the training is mainly collected and analyzed to show the value of trainers.
2. Training to solve three kinds of problems: asking questions
Attitude, skills, knowledge
Second, collect questions and test observation sites
First, the gap analysis method
1. Main methods: post competence+job analysis+performance analysis.
Competency of post: modeling is difficult and the credibility is not high, so it is not used at ordinary times.
Job analysis method: analyze posts, refine indicators and find gaps.
Performance analysis method: analyze the gap between performance requirements and actual performance (the most flexible and practical, because it is not affected by the so-called job name, and it is not necessary to compare different people in the same position horizontally).
Second, the critical task analysis method (gradually used in the industry)
Through key tasks (rather than overall responsibilities), sort out the requirements, content and performance gap of the position (more flexible). The classic representative of this method: the first teaching principle
1. Core tool: break down tasks and find deficiencies from subtasks.
2. Research and analysis methods:
Preliminary determination of tasks (research scope and personnel)+research content design (emphasis and difficulty, different research content design and curriculum design are similar)+content determination.
3. Three research ideas based on three tasks: concrete task+abstract task+complex task.
(1) Specific tasks: design and research based on task advancement, observation and interview (based on the experience of trainers).
Eg conference management trilogy, seven secrets of efficient recruitment, five steps of opening up the market and building a trump card store.
② Abstract task: Find the development track and internal logic, divide modules, and investigate problems for module design (through trainer theory).
Seven habits of efficient people, five steps of leadership growth, and the secret of sales elite growth.
③ Complex tasks
(1) Multiple abstract tasks: Create several dimensions, and create several scenes for each dimension.
Eg: Key Communication-Twelve Golden Keys to Workplace Collaboration is divided into three dimensions: upward communication, downward communication and horizontal communication, and then the most common problems in these situations are designed, investigated and analyzed.
(2) Combination of abstract tasks and giant tasks: comprehensive design
Like Eddie? Artie's five modules are cyclical and cross-cutting. ? MTP training plan
4. Implementation methods of investigation: observation, questionnaire, test, interview and case collection.
For example, the hole of situational golf needs case collection.
Third, focus on the task and enter the closing session.
1. Teaching design based on key tasks should first recognize the "key tasks" and grasp the main contradictions.
2. Complete mission-critical design
① Turn the problem into a task: the problem becomes content, and the content is added with numbers.
Fourth, the theme name design
Pay attention to content+metaphor+refine numbers+title and subtitle
Verbs (short for verb) set learning goals.
Verb+noun combination? Overall, three to seven items? Consider the three dimensions of ASK