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Performance-Driven Learning: 3 Methods To Develop Employee Skills
Performance-Driven Learning: 3 Methods To Develop Employee Skills
Performance-Driven Learning: 3 Methods To Develop Employee Skills
Performance-Driven Learning: 3 Methods To Develop Employee Skills
Performance-Driven Learning: 3 Methods To Develop Employee Skills
Performance-Driven Learning: 3 Methods To Develop Employee Skills
Performance-Driven Learning: 3 Methods To Develop Employee Skills
Performance-Driven Learning: 3 Methods To Develop Employee Skills
Performance-Driven Learning: 3 Methods To Develop Employee Skills
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Performance-Driven Learning: 3 Methods To Develop Employee Skills

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Organisations that want to avoid the fruitless efforts of learning for learning’s sake …

Organisations that want to avoid the fruitless efforts of learning for learning’s sake
instead consider the strategic vision of developing talent to drive overall organisational
performance. The concept of “performance-driven learning” is key to effective employee
development, which impacts your organisation’s bottom line and gains the highest
return on your learning and development investment.
E-learning is the right tool to deliver those skills that will enable your company to align
human capital resources with organisational objectives. Today, forward-thinking human
resources (HR) executives are viewing learning as a strategic component of their overall
strategic HR mission and leveraging integrated talent applications as the vehicle to drive
optimum employee performance. This field guide details the e-learning approaches to
developing the three major skill areas necessary for a fully functioning workforce and
the performance approaches behind that development.

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  • 1. HR Field Guide 3 METHODS to Develop Employee Skills Performance-Driven Learning
  • 2. 2 www.sumtotalsystems.comHR Field Guide: Performance-Driven Learning: 3 Methods To Develop Employee Skills Introduction E-learning is already known to be the most efficient and cost effective way to deliver training to a workforce. However, the best way to truly prepare employees for meeting organisational objectives is to focus the training on three major areas of skill development. Using a learning solution that is capable of delivering optimal training on each type of skill and checking for comprehension by examining the outcomes from other HR processes will drive performance within the companyasemployeesdeveloptheirsoft,functionalandcompliance- based skills. Organisations that want to avoid the fruitless efforts of learning for learning’s sake instead consider the strategic vision of developing talent to drive overall organisational performance. The concept of “performance-driven learning” is key to effective employee development, which impacts your organisation’s bottom line and gains the highest return on your learning and development investment. E-learning is the right tool to deliver those skills that will enable your company to align human capital resources with organisational objectives. Today, forward-thinking human resources (HR) executives are viewing learning as a strategic component of their overall strategic HR mission and leveraging integrated talent applications as the vehicle to drive optimum employee performance. This field guide details the e-learning approaches to developing the three major skill areas necessary for a fully functioning workforce and the performance approaches behind that development. This field guide explores three critical steps to ensure that you get the most out of your e-learning investments.
  • 3. 3 www.sumtotalsystems.comHR Field Guide: Performance-Driven Learning: 3 Methods To Develop Employee Skills #1: Soft-Skill Development Soft skill development targets the improvement of an individual’s competencies and behaviours. These encompass the communication, negotiation, conflict resolution, personal effectiveness, creative problem solving, strategic thinking and team building skills that govern much of the interpersonal actions inside and outside of a company. While these skills tend to be regarded as less essential than functional skills, they can be much more difficult to grasp and generally form the basis for anyone in a sales or customer-facing position. E-learning is an optimal training method for soft skills because of the variety of training sessions that can be created. Using short, self-paced learning modules, employees can view typical interaction scenarios and engage in periodic check points that asses their personal choices. Such trainings can be accompanied by a dynamic repository of frequently asked questions and best- practice answers on the subject matter. The newest and most influential way e-learning can aid in the development of soft skills is with social learning capabilities. Because soft skills rely on social interaction, using a learning system where employees can contribute to discussion forums and blogs with other employees and experts about the training materials and real-life situations means they will gain more from the initial training and see how these skills are being applied in the field. Communication skills Interpersonal skills Rapport building Innovation & creativity Leadership Emotional intelligence Management skills Motivation Stress management Business communication Language skills Time management Self-management Conflict resolution Negotiating skills People skills Decision making Personality development Business etiquette Attitude & skill building Art of delegating Change management Mediation Goal management Memory enhancement Anger management Coping skills Train the trainer Interviewing skills Presentation skills Team building Assertive skills Art of influencing Soft skill development can be as simple as educating employees on expectations and company culture, or can focus specifically on techniques and scenarios related to the following highly sought skills:
  • 4. 4 www.sumtotalsystems.comHR Field Guide: Performance-Driven Learning: 3 Methods To Develop Employee Skills Using HR solutions that integrate talent and analytics can help your organisation link sales and customer satisfaction ratings from the field to soft skill development initiatives. These metrics will help your company determine which employees have high competency in certain areas and which should supplement their skill sets with more training. Because soft skills are crucial in management situations, competency in courses could be one indicator for future promotion consideration within a career development solution. #2: FUNCTION SKILL DEVELOPMENT Functional skill development targets an employee’s improvement of “hard skills” such as software skills or accounting. Companies cannot sell or provide products or services if the workforce doesn’t maintain the appropriate tactical skills to efficiently carry out tasks. Often, companies concentrate heavily on such skill development in the time directly following the execution of a new job or task. However, because these jobs and tasks are generally on-going, e-learning courses can provide a variety of functional skill training to supplement experience and stage in the project. Using e-learning to train on functional skills, you can adeptly identify the level of knowledge of a learner with diagnostic assessments and screenings. Then you can assign a special learning program for that employee that may be a series of courses to help refresh existing or develop new functional skills. Because you will be training employees on how to carry out certain tasks, you will easily be able to check for comprehension on what they have learned with interactive exercises or post- training assessments. One of the best ways to provide on-the- job functional skills training is with mobile learning. Mobile devices can store and deliver job aids and abbreviated courses, anywhere and at any time. Giving employees the option of mobile learning will help reinforce the methods that should be used in completing specific tasks, eliminating stressful situations that arise from uncertainty. Communication skills Interpersonal skills Rapport building Innovation & creativity Time management Self-management Conflict resolution Negotiating skills People skills Your company probably expects employees to posess or train on a variety of functional skills, particularly if there are several different divisions or activities within the company. The following is a simple list of the aspects a functional skill may cover:
  • 5. 5 www.sumtotalsystems.comHR Field Guide: Performance-Driven Learning: 3 Methods To Develop Employee Skills These skills are not only important for the smooth flow of daily operations in a company, but they make it easy to identify employees that have a mastery of one or a variety of skill sets that would qualify him or her for promotion, succession or a move into other areas of the business. Because functional skills are quantifiable, companies can test their employees during hiring and recruiting and at regular intervals thereafter for improvement. As part of the performance review process, companies will be able to compare an employee’s knowledge of certain tasks on the job and their comprehension based on testing as recorded in your learning solution. Integrating a workforce system with skill information from an e-learning solution means that only the people with the necessary skills to complete a task would be scheduled to work on that task. This integration allows managers to avoid unproductive or disastrous working conditions stemming from a lack of functional skill development. #3: Compliance DEVELOPMENT Compliance training includes safety training, harassment training, and/or diversity training. While compliance-based skills may include soft or functional skills at the roots, these skills tend to be particular to a company or industry and supports regulatory, as well as legal, requirements. E-learning tracks compliance training and keeps a record for future reference. For some organisations, management of compliance needs is justification alone for automating learning. In many highly regulated industries where compliance training is typically ongoing, e-learning is extremely helpful for creating and reminding employees to take new courses in the allotted time or for versioning existing courses to reflect slightly new materials. A learning management system that tracks compliance training completions can ensure that the company has taken the proper procedures to prevent costly mistakes and breaches of law. Because compliance training is so important to many companies’ legal ability to operate, managers can use goal and benefits administration to tie completions directly into employee expectations and rewards. Part of keeping employees motivated to finish their tasks is to enable them and incentivise them.
  • 6. 6 www.sumtotalsystems.comHR Field Guide: Performance-Driven Learning: 3 Methods To Develop Employee Skills •• Key organisational objectives are cascaded across the enterprise •• Individual performance goals are linked to organisational objectives to ensure focused direction •• Competencies are defined and used as the basis for job profiles •• 360 feedback from peers and managers highlight competency gaps and additional focus for individual development •• Skill gaps identified from job profiles and talent profiles highlight other potential deficiencies •• Learning priorities and development plans are based on these jointly developed performance goals from the identified skill and competency gaps •• Learning includes blended solutions (e.g., web-based, mobile, social) to meet the diverse development needs of different roles •• Learning content management enables subject matter experts across the organisation to easily contribute to learning courseware •• E-learning includes personalised learning paths to provide the most needed development on demand (just in-time) The Ideal Scenario for Developing Skills The strategic view of nurturing talent includes prioritising and defining development plans based on the needs of both the individual and the organisation. The ideal scenario takes into account the following: Financial Services Public Sector Manufacturing Technology Auto Dealerships Healthcare Non-Profit Leisure / Hospitality Trucking / Transportation Pharmaceuticals Several industies find themselves facing particularly detailed and stringent compliance regulations that require sufficient training and training management to prevent breaches of acceptable standards.
  • 7. 7 www.sumtotalsystems.comHR Field Guide: Performance-Driven Learning: 3 Methods To Develop Employee Skills The holistic view of organisational learning must be considered a key integrated component of a talent solution and incorporate a variety of components for learning to play a strategic role in organisations. This competency framework is the common thread that provides the basis for various talent systems to support an integrated process. For example, employees can sign up for courses that relate to the skill gaps identified from 360 feedback assessments or recognised during the hiring process. Managers can then monitor the effectiveness of learning in meeting the organisation’s goals. •• Development priorities must be linked with performance goals and organisational objectives. •• Courses need to be aligned with competencies for effective learning automation. •• All behavioural assessments should be linked to individuals and their positions and related through a competency framework. Taking the cycle a step further, learning and development objectives can be tied directly to compensation and incentive programs to further reinforce the importance of development programs as they relate to key organisational objectives. Learning can also be linked to succession planning to ensure future successors are ready and bench strength is adequate to meet the future leadership needs of the company.
  • 8. 8 www.sumtotalsystems.comHR Field Guide: Performance-Driven Learning: 3 Methods To Develop Employee Skills Conclusion Functional skills are skills where the rules stay the same, regardless of which company, circumstance or people you work with. In contrast, soft skills are self-management skills and people skills where the rules change depending on the company culture and people you work with. Further, companies, industries or agencies may enforce certain rules with which your employees must stay in compliance. Each of these skills needs to be assigned, taught and measured in different ways to achieve the desired performance. Simply tracking learning participation and effectiveness is not enough to meet the CEO’s and other executives’ goals of driving business performance, impacting the bottom line, and increasing shareholder value. Successful organisations are leveraging strategic human capital management solutions to link strategic functions such as goal alignment, performance, competencies, compensation, development and succession planning. By linking these critical components, your organisation can better manage, motivate, reward and improve the skills of every individual employee across your organisation. E-learning maximises the training dollars spent by ensuring that courses represented in the course catalogue are relevant to the objectives of the organisation and are delivered in the optimal format for employee consumption, such as on-the-job training activities, publications, audio and video materials, online courseware, virtual classrooms, video conferencing, online coaching and mentoring, online collaboration, and other online resource libraries. This is an exciting time for learning technology. Critical workforce needs and advances in technology mean that learning professionals are at the forefront of the most important talent challenges. With the right technology, you can know that you are up to the task and ready to deliver. As the market leader in enterprise learning, SumTotal can help you address your learning challenges and make the most of the latest industry innovations.
  • 9. 9 www.sumtotalsystems.comHR Field Guide: Performance-Driven Learning: 3 Methods To Develop Employee Skills Why choose us? 1. We offer industry-leading learning solution, next-generation mobile technologies, and cutting-edge delivery of content and extended-enterprise solutions. 2. We’ve taken a different approach to product and technology integration. While everyone else is still talking about product integration, it’s a reality with us today. Our learning solutions are completely integrated with a suite of talent and workforce solutions. 3. Our professional services teams are committed to your success — before, during and after implementation. 4. We put your people first. We’re all about learning and development. We’ll help your people be their best. contact us today We’re ready to partner with you for new learning solutions. For additional information, send an email to: connect@sumtotalsystems.com About SumTotal SumTotal Systems, LLC, the largest independent provider of integrated human resources (HR) solutions, is increasing the performance of some of the world’s most successful organisations, including AstraZeneca (NYSE: AZN[ADR]; London: AZN), Amway (KUL: AMWAY), and Seagate (NYSE: STX). The only HR solution provider to deliver Talent Expansion™, a whole new approach to discovering, developing and unleashing hidden potential within our customers’ workforce, SumTotal delivers employee enablement solutions that help organisations become great places to work. SumTotal’s people-focused applications, available on premise and in the Cloud, enable contextual, just-in-time development designed to advance employees’ skills and knowledge. Today, more than 3,500 organisations, including several of Fortune’s “Best Places to Work,” rely on SumTotal’s on premise and cloud-based Talent Expansion applications to enable and empower their employees. Visit us at www.sumtotalsystems.com. emea HQ: SUMTOTAL SYSTEMS, UK 3RD FLOOR, 100 LONGWATER AVENUE GREEN PARK, READING BERKSHIRE, RG2 6GP, UK UNITED KINGDOM PHONE: +44 (0) 1189 315 777 FRANCE: SumTotal Systems France 168 Avenue, Charles de Gaulle 92522 Neuilly sur Seine FRANCE PHONE: +33 (0) 170 37 5318 GERMANY: SUMTOTAL SYSTEMS GmbH Im Leuschnerpark 4 64347 Darmstadt-Griesheim GERMANY PHONE: +49 (0) 61 55 60 52 91 © 2013 SumTotal Systems LLC. All rights reserved. SumTotal and the SumTotal logo are registered trademarks or trademarks of SumTotal Systems, LLC, and/or its affiliates in the United States and/or other countries. Other names may be trademarks of their respective owners. 13_0715_FG_NH

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