RIGHT APPROACH.

Right approach

Content-based or performance-based.

Somebody defined performance-based training as, "Learn as you do" and content based approach similar to "trying to learn how to drive by reading manual".
By hypothetical definitions, performance based training emphasize more on industry's best practices whereas content-based learning on developing and enhancing general skills. Content based approach focus on broader aspect of learning while performance based approach targets on a specific task.
To help you relate: In school, you might have wondered why do you have to learn lessons on so many things you may not apply in your lives. Still you'd to learn those lessons. Content-based teachings may not be directly relate to the performance of a particular task but are significant in the betterment or efficiency of employees performing the task. I learned to ride bicycle when I was in 2nd grade. My brother gave me a little idea about how to keep it moving and how to apply brakes. He didn't tell me anything about traffic rules as he himself wasn't aware then. I bumped it several times. Eventually I learned how to waltz through traffic circles, crowd, and what side to keep, etc.
I m pretty sure that if somebody told me about those many things before, learning would've definitely been a lot easy. I still have bruise marks on my shanky-pont.
There are certain jobs, which are not like learning creative arts. If you ask a pilot training institute, they will give you the exact idea of the content-based training. Learn to fly a plane is more complex than learn to drive, or a car to be on grounds. Ground is what we know, to know the sky is the question.


A balanced training model is what we recommend is a mix of both, based on the organizational goal. The most important of all is "what we teach and how we teach" and the application.
One of the biggest training function challenges is managing and deploying the training. May be trainers are doing the best job with available resources, but whether employees apply training largely depends on the content quality, methodology, and applicability. If it is not easily applicable employees will go back to their old ways of doing things.
Training initiatives can do wonders if are based on knowledge and its applicability. Training & development as a corporate function needs a careful examination. Annual training reports should explain what exactly employees learned; whether or not they apply what they learned. To get the real picture we can run a survey to check the effectiveness, to know if they learned anything or not.