Every organisation has problems and there are different ways of solving them. Training happens to be one possible solution. For the Workplace Tutor extending their role to being a Learning Process Guide the answer to this is in the opinion of this writer very important. But do you think so?

How can we find out if training is the solution?

In her book “From Analysis to Evaluation” Jane Bozarth describes a method of identifying if the problem can be resolved by training. She says in her book that she does not know where she saw it first, but that there were many variations of it out there.

So let’s try a little exercise. Think of a job at your place of employment where you think training is necessary. Ask yourself two questions. “Do the learners know how to do the job?” and “Are they willing to do the job?”.

Look at the diagram below:


Use the scale to place the learner in one of the four boxes.

For example, if their ability to do the job is VERY high and they are VERY willing place them in box B.

If their ability to do the job is LOW but their willingness is HIGH place them in box D.

If their ability is HIGH but their willingness is LOW place them in box A

If their ability is LOW and their willingness is LOW place them in box C.

So what does this tell us?

Look at the same graphic diagram below where I have replaced the letters A, B, C and D with the following:

A = Motivation Problem

B = Resource Problem

C = Person is in the wrong job

D = Training problem


Now you can see if the problem is a training one or not. It is a problem that can be solved by training if the learners are in Box D. They are very willing but unable. Training may resolve that problem, but of course they may not be allowed to do the job in which case maybe it is the supervisor that needs training.

What do you think. Is this useful?

Can you let us have your views on how this model can help workplace trainers make the transition to Workplace Trainer – Learning process Guide.

Let us know. Click HERE.