Warning this may get winded…
Thinking of the recent developments with British Petroleum and the current mess they have made out in the Gulf Coast I thought about how training and development / performance improvement might have been able to help prevent such a disaster from ever occurring in the first place. I realize that this may be an R & D issue but if you think about it, training for a disaster is something that we trainers can help with.
BP and their R & D department could have set up sessions and trained employees out on these wells how to spot a problem at the very start and then how to handle the problem. BP seems to have skipped right over this process, they should have seen a need for 1) MORE R&D on deep oceanic wells, and 2) trained their employees as to each minuscule problem that might arise and prepare well in advance for such a disaster. These processes ought to have been done well in advance of ever trying to drill in the Gulf.
Training can and is necessary for high risk endeavors like this or else we are bound for another disaster and BP will I am sure be at the fore front of the next bright idea. The research indicates that BP has in fact been noted as having one of the worst records in the oil industry and have been found to have a poor safety record, Training would have come into play here too. When are big corporations going to put training and development as a priority and these CEO’s need a course in ethics and research and the advantages of quality control and environmental safety. Training and development play vital roles in hand with R & D and tactical prevention methodology. This disaster should have been foreseen prior to ever setting one massive rig in the ocean.
Another little observation, why is BP now finally willing to look at clean up methods other than their own, This should always be a policy to look for other knowledge and ideas outside the box so to speak, there are benefits to looking around for solutions I think BP would be seen as much more responsible and more ethical if they had a policy to open their eyes and ears for better ideas earlier.
-Leigh and happy training and teaching
By Leigh Dudley on June 8, 2010 | Edit
This is not my greatest strength, e-learning was not a part of my education and what I have learned is from my own research, however since this type of adult learning approach is becoming such an intrinsic part of human performance I feel I should help point out a few items that have crossed my research eyes…
I think the first and foremost step in the process of developing an e-learning (distance learning) program is to a) target your audience and their technological abilities, b) research and find the easiest LMS program that everyone can have access to, I have experience with Blackboard and Moodle, but there are many out there to choose from. c) make sure you do a tech test of sorts prior to the classroom presentations. and d) follow up and make sure you update and modify your programs often, keeping up with the technology is another important tip.
E-learning is a great way to reach a large array of clients and has become a necessity in the global economic climate – research has proven that it can be an effective way of teaching, keep in mind the 25th Quartile theory when designing an e-learning or distance learning program too. Remember there are still newbies out there and we must adjust ourselves as we teach…
ASTD has many good quality resources for those wishing to learn more about the processes of distance learning and how to become very effective in the design and presentation of distance courses.
Happy research and good luck with all your training endeavors
For more resources about training, see the Training library.
– Looking for an expert in training and development or human performance technology?
– Contact me: Leigh Dudley (Sassenach Training Services) – Linkedin – 248-349-2881 or 248-277-2966
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