Refresher training can be an effective and efficient way of ensuring employees maintain competence. Instead, it’s often a jumble of content that doesn’t meet the needs of the employee or the organization.

A competent employee can perform all work tasks, in all conditions, to the standards and defined expectations. Once competence is achieved, knowledge and skills begin to degrade (up to 70% within 24 hours after training), so organizations must rely on alternate indicators to determine when to intervene.

How do we sort through the data to make the most of the limited time and resources available?

1. Commit to making a data-based decision about refresher training.
   • Gather the data that is available (e.g., audits, risk management, operational metrics, business strategy).
   • Create data if there isn’t any (e.g., workforce surveys, focus groups).
   • Dig a little deeper into the data (e.g., by role and geography).
2. Filter through your trends to confirm any competence issues can ben addressed through training.
   • Look for initiatives or priorities that may be incentivizing the wrong behaviors (e.g., productivity, cost management, org changes).
   • Look for alternative procedures that are not actually erroneous but may require updates (e.g., new tools, workarounds).
3. Use the data and confirmed competence issues to design refresher training programs as a balance of:
   • Risk avoidance: High priority and high consequence items (e.g., emergency response)
   • New information (e.g., new procedures or tools)
   • Risk mitigation: Targeted to address specific problems
4. Design and deliver training in the most effective and efficient way possible.
   • Informal, lower-cost options (e.g., coaching, job assignments, videos, job aids, observations)
   • Redeployment of ILT and WBT assets (where it makes sense)

Do you have questions data-driven refresher training, contacts us at info@themosaiccompany.com.