AWWA JAW37610

Since the late 1950s, many organizations have had to restructure how they do business to stay competitive in the global market. To do so, companies have identified necessary changes through comprehensive needs analyses, trained the affected employees to meet those changes, and then verified that the changes were occurring at the job site through followup evaluations. This article shows how the same combination of strategies can be successfully used to update management training in an established water utility. The American Water System created its Management Institute by identifying and tying the critical learning issues within the organization to the new training objectives and then validating that those objectives were being met on the job. Includes 19 references, table, figures.