Behavior-Based Training

• Define in advance what the measurable, observable, and objective behaviors and outputs are to be on the job and the measurable standards that will be used to evaluate them.
• Present in training the exact events to which the trainee must respond on the job, or a close approximation of them.
• Require each trainee to make the exact response to those events that must be made on the job until the standards are met.
• Deliver to each trainee in the classroom and on the job immediate feedback as to the appropriateness of the response and positive consequences, as described in steps 4 and 5 in Key Principles.

In most organizations, training is often ineffective because the principles above are violated. The objectives of the training are not specific. The situations presented differ from what the trainee encounters on the job. There is a lack of responding by each trainee to each stimulus situation (listens to a lecture) or an inappropriate one (multiple choice test).

In the classroom, there is both too little positive reinforcement and too little feedback (the only feedback is to the instructor: How did you like me?). On the job, both positive reinforcement and feedback are usually absent. Less than 2% of all training programs have on-going measurement and feedback of on-the-job behavior.

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