Transforming a reactive training or learning department (Part 4)

-

Good to have you back on our series on transforming a reactive training or learning department.

I hope you have clearly documented at least 3 measurable impact of training or learning initiative closely aligned to the business results.

Now we will take a close look at how to proceed with the transformation. Notice that we stated with what we would evaluate. 

We need to look at the training or learning initiative(s) in place currently if they help us meet the desired business results or goals. For example, why offer a training on communications if it is not closely linked to a performance need that recognizes that lack of effective communication is affecting our business goals. I do understand that some organisations have robust competency frameworks guiding how learning should take place; however we have to categorize our training or learning initiatives to focus on that which is most effective to drive business results and not just a routine activity.

Start with having a repository of  Knowledge, Skills and Attitude required by each functional area to achieve their role in the overall business goals. 

This should be linked to performance management process. Nothing too complex. I have sat in many performance reviews and nothing is mentioned on previous learning plan and how far they have achieved the plan. The training or learning department is working in silo and this gives no meaning to the entire performance management process and overall HR strategy.

Tip: Create an excel sheet for each functional area and add in KSA for each job role in the unit. It will help you get started. Remember to link them to how they are crucial to the desired business results.

If you have more questions, send to bayus007@yahoo.com or just put in a comment.


Comments

Post a Comment

Popular posts from this blog

The Psychology of the Modern Day Learner

-
Image
Infographic by Deloitte Everything is not about technology; for the modern day learner I believe technology is not the real problem. Technology has improved learning considerable but do we know the modern day learner? It transcends the generational types; it is our interest, beliefs, motivation and values. Culture is a way of life and whether we agree or not, we all have a culture. If not personal, we have in our work places, communities, states or countries. It might be unwritten but we know it, we feel it and we see it everyday; though we are advocates of globalization. Who is the modern day learner? The modern day learner is aware that learning is important but hardly has the time for learning. He or she wants to learn but cannot spend hours pouring over materials either hard or soft copy. The modern day learners know what they want. Besides, they have Google to the rescue. The modern day learner is in search of real time information without stress; why learn when I
Read more

Happy Reflection Year

-
Happy New Year! We are thankful for 2021and hopeful for a relief. One thing people continue to talk about is the need for things to return to normalcy. The change has been exhausting; from working from home, home schooling, increasing use of digital solutions and concerns about health. That is a lot to deal with I must confess. The good part is that we have found ways to adapt, prioritize and be better people despite everything. We became more humane and thoughtful towards ourselves and others. As it is usual for the start of the year, everyone is quick to plan, make resolutions and jump into action. Good as  it may seem, it is way more important to reflect. Reflection on the past, the present and the future. You may ask,” what do I reflect on? How do I reflect? How does reflection help with ensuring a purposeful year? What do I reflect on? Successes, areas of improvement, priorities, values, commitments, goals, personal life, relationships, friendships, family and career How do I ref
Read more

Using your internal talent as trainers

-
Image
Every year organizations spend money on consultants for a whole lot of things and training is not left out.   We go through rigorous processes to select the best. I will like to see things from another perspective and that is developing trainers within the organization. You will spend but trust me not as much when using external consultants in the long run. Let me be frank with you; THE BEST RESOURCES ARE WITHIN YOUR ORGANIZATION . They understand the system, people and culture within the organization. What we see is that a lot of organization shy away from this wealth of resource and continue on a ride with too many consultants. Tips for using internal talent as trainers 1. Determine the competencies required for each job role. Nothing complex. 2. Categorize the training offerings that will address the required competencies. Those trainings that can be facilitated by internal talents and external consultants. 3. Design a simple framework for utilizing internal talent
Read more