Why use a single-source solution for print and fulfillment of—plus online access to—your continuing education materials? Because if you’re anything like the organizations we work with, you have a lot more on your plate.
Take, for instance, the trucking industry. As shown by two recent blog posts, there are opposing viewpoints among trainers in the field.
- In What Went Wrong with Truck Driver Training?, the case is made that 30 days of training is not enough to get drivers ready for the perils of a life behind the wheel.
- In Mandatory Entry-Level Driver Training: Is There a Better Way, the author considers the first 30 days a brief but sufficient starting point, which should be followed by continuing education throughout a driver’s career.
The author of this blog post argues that truckers are making more mistakes on the road recently. Requirements to earn a new CDL (Commercial Driver’s License) are too lax, he argues. Even once training begins in earnest, as provided by the trucker’s new employer, a new driver only gets 30 days of training. No further training is required; continued support may (or may not) be available from the driver’s new employer.
Is that really enough time to adequately train new drivers? Is there a better way to offer additional training before turning an inexperienced driver loose on the roads? These questions deserve attention—sooner than later—for the safety of everyone who shares the road with trucks.
In this article, Jim Park argues that in his 20-year career behind the wheel, he managed to do pretty well without any formal training. A culture of “conflicting objectives” leaves the industry with a broken system: carriers want qualified drivers, candidates want affordable training, and driving schools are stuck in the middle, forced to offer a cost-effective but adequate education for drivers.
In Park’s opinion, it’s possible to train a new driver well enough to get started in a few weeks. Further development can fall under the purview of the carrier. In other industries, after all, workers aren’t expected to know everything on their first day. Most positions expect a learning curve and support professional development as your career progresses.
Key Takeaway: You Don’t Have to Do It All
Clearly there are important issues here to be sorted through, and that takes time and brain power. With issues this complicated, there is no easy answer. It’s hard to say which direction would be the better choice, though we are partial to lifelong career development.
Whether or not your organization is dealing with these exact issues, the conflict probably feels familiar. Maybe your industry’s training is less of a potential safety issue; perhaps it’s even more so. Either way, every industry has its own struggles with continuing education training.
And so, with big issues like this to contend with, do you really have time to manage the print and fulfillment of your training manuals? Would you rather spend your mental energy solving the big problems in your industry or juggling multiple vendors?