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Strategic Improvements To Training Function With Knowledge Management Systems (KMS)


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Knowledge Management Systems can be used to achieve strategic improvement to any organisation's training function. Nowadays, training function is becoming a differentiator specially in high skill domains such as Finance, Banking and Insurance.

Growth of business process outsourcing has made training a strategic lever for operational cost management.

There are readily available methods of creating your own knowledge management systems. This presentation outlines the strategic benefits which can be targeted and some implementation advise on key components of such a system.

Published in: Business, Education
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Strategic Improvements To Training Function With Knowledge Management Systems (KMS)

  1. 1. Strategic Improvements to Training Function Using Knowledge Management Systems (KMS) StratBeans Consulting
  2. 2. Training Function Challenges <ul><li>Assessment preparation and administration </li></ul><ul><li>limited number of trainers and more and more trainings demanded </li></ul><ul><li>Cordination with Subject Matter Experts (SME) to hold trainings </li></ul><ul><li>Creation/ modification of training tracks for job Roles </li></ul><ul><li>Creation/ modification of training material </li></ul>Understanding is not just a word. It’s an attitude, a skill and a process.
  3. 3. Knowledge Management System Expectation <ul><li>KMS should create for each job description </li></ul><ul><ul><li>“ Skill Tracks” for learning </li></ul></ul><ul><ul><li>“ Assessment Centers” for testing </li></ul></ul><ul><li>Make training self paced, minimize trainer intervention </li></ul><ul><li>Assessment center should generate competency report </li></ul><ul><ul><li>Certification for job performance </li></ul></ul><ul><li>Content creation should lock tightly with learning management systems (LMS), </li></ul><ul><ul><li>compliant with standards of information interchange SCROM1, AICC </li></ul></ul>
  4. 4. Learning Path Movement: With Assessment center Scoring Level explanation on next slide 
  5. 5. Explanation of Scoring levels <ul><li>Point 1 : skill level at hiring, a function of filter placed during hiring </li></ul><ul><li>Point 2: level reached after common training immediately after hiring, this may include inputs on refresher material on a subject matter related to job. </li></ul><ul><li>Point 3: This level is reached upon administration of process specific skill track. This is above “rejection level” but below ideal competency level. “Fit-To-Perform” certification can be given. </li></ul><ul><li>Point 4: This level is reached by a close contact training called crush training. In this specific topics are covered based on the weaknesses identified in the previous training round. </li></ul><ul><li>Point 5: This level is reached if the trainees reaches a lower level of performance compared to the qualification level. </li></ul>
  6. 6. Benefits of Assessment Centers <ul><li>Clear visibility on the competency level </li></ul><ul><li>Efficient use of training resources some of whom could be drawn from live operations and are therefore expensive </li></ul><ul><li>Certification leading to higher confidence to downstream operations function and also higher motivation of trainee </li></ul><ul><li>Standardisation and reliability of assessments </li></ul>
  7. 7. What Next <ul><li>We can give you a FREE online demo on how to create SCORM compliant training content for developing skill tracks </li></ul><ul><li>StratBeans Consulting </li></ul><ul><ul><li> </li></ul></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>+91 9899970269 </li></ul></ul>