Content Prioritization Exercise Results

Discussion
Using a method like this makes your job a lot easier because it gives you statistical data to base your recommendations on. The Human Resource Manager still has to approve your recommendations and outline, but it makes it more likely that you will get approval when you can provide empirical evidence to back up your recommendations. It also increases the liklihood that the training will meet the goals and objectives.

As a note, subject matter experts and stake holders don't always agree and have the same goals and ideas about what is important and what is not. Sometimes, one or the other's recommendations may need to be weighted, but weighting is beyond the scope of this lesson. The following are the recommendations that we would make to the regional Human Resoure Manager:
 * The following topics were rated greater than 5 (Strongly Important) and should be included in the training
 * (Note - Selecting 5 was an arbitrary choice by us; you can select whatever number you find appropriate.)


 * Note that the tasks listed as very important are also the tasks that were identified as the ones where the majority of time will be devoted.


 * The following tasks were rated as important and should also be considered for training: 


 * The remaining topics are less important and could be trained by other means such as on-the-job training, coaching, performance aids, etc. My recommendation would be to dicuss each with the Human Resource Manager and have her determine what the stakeholders desire. 
 * Again, the place where we chose to make the break between train and no train is arbitrary. A very convincing argument could be made for including both No. 8 and No. 9 in the train category because they both scored higher than 3 (Important).

Here is the rating scale with the tasks prioritized.