Performance-based learning: Putting the cart before the horse to lead the organization for growth
Based on learning outcomes: Put the horse before the cart at the head of the organization's growth
Employee development of automation based on performance targets Integrated Technology Talent
SumTotal White Paper
e-Learning is back and this time we need
The dynamics e-learning in the 1990's was driven by the goal of "providing the demand for learning where and when employees needed. more practical" approach, however, about how learning and development has been defined, in particular, to learn to learning's-benefit did not reach for one reason does not account the strategic vision to develop the talent and performance of the overall conduct of the organization.
The concept of learning based on Performance is the key to successful employee management development that affects the results of your organization and get the best return on investment and learning development.
e-Learning has become, in part because many organizations recognize the inherent need to connect learning to other areas of management of labor, such as performance management and succession planning. Link learning initiatives with key performance indicators and align human capital resources with the objectives of the organization is a crucial step for the success of the organization.
Today, cutting-edge human resources (HR) shows the learning management executives as an element of its strategic mission of global talent management and an integrated suite of optimization talent management applications that stimulate your vehicle for optimum employee performance.
Put the horse before the cart
vision Peter Senge on organizational learning and systems provided the basis for how organizations should consider the holistic learning. To achieve the objective of improving conduct in the workplace that supports the business strategy and strategic objectives, organizations need to link learning and development performance objectives and organization. This is essential for any organization that invests in the development of their workers to keep the number and impact of future growth of the organization.
At present, successful organizations put the cart "before the horse" means that the performance should meet the objectives and priorities for development of learning – not the reverse, or without the other. learning management should be less on the coordination of resources and serve only their time, and more the agent of development as inherently a part of a broader process of organizational development – the process of talent development and performance driving the effects of baseline.
Some organizations have restructured their human resources departments and training by Chief Learning Officer (CLO) with learning management and leadership development compared to the LOC and other learning. The danger of this approach is that the organization may lose the necessary drivers (Including performance objectives and competition) which leads to higher levels of employee skills that are directly linked to organizational goals and priorities.
The ideal scenario
Strategic vision to foster talent includes the definition of priorities and development plans based on the needs of the individual and the organization. The ideal scenario includes the following:
• The main objectives of the organization are cascaded throughout the company
• individual performance objectives linked to organizational goals to provide guidance Directed
• Competencies are defined and used as the basis of job profiles
• 360 comments from peers and managers to identify skill gaps and focus more on individual development
• Skill gaps identified from the profiles and the profiles of the points talent to other potential weaknesses
• learning priorities and development plans are based on these performance targets jointly developed skills and skills
• Learning Management includes mixed solutions (eg web-based, classroom) to meet various development needs functions
• Managing learning content allows experts across the organization to easily contribute to training courses
• e-Learning includes customized learning paths to ensure the development is most needed in the application (just in time)
Taking a step cycle there, the learning and development goals can be directly related to compensation and incentive programs to further strengthen the importance of programs development in relation to the main objectives of the organization. Learning also may be linked to succession planning to ensure future successors are ready and the strength of the bank is sufficient to meet the leadership needs of society.
The holistic view of organizational learning should be seen as a key element of integrated talent management and integration of a variety of components to learn to play a strategic role in organizations.
Strategic Components of talent management system
The main talent management process and system components for success and Link performance development include:
href = "http://www.sumtotalsystems.com/products/workforce-planning.html" target = "_blank" title = "SumTotal Workforce Planning Software"> Workforce Planning: Plans, schedules, budgets, tracks, and allocate resources for employees
Streamlines hiring and recruiting life cycle of all requisitions for procurement for the selection of candidates
Succession Planning: identifies, prepares, and tracks high-potential employees for promotion
Carrera Development: development of employees enables' basic skills and career planning
Learning Management: automates and manages the Web used in the classroom learning and training
Performance Management Software Employee "> Management Performance: the performance management processes and optimize employee development goals and aligned with corporate objectives
Compensation remuneration policies: Simplifies management of planning, modeling, budgeting and analysis
360 Comments: 360 automates the entire process of development of coaches and the employee
Social collaboration: Enables new forms collaborative learning community development and networking
target = "_blank" title = "Software Human Resources SumTotal (HRMS)"> Management Human Resources: A HRMS enterprise level centralizes, consolidates and integrates key information resources
Workforce Analysis: Provides an analysis of workforce measures and key performance indicators
Integration is critical
A true talent system integrated management to integration by bolting technology, is key to making the best use of a learning management process. Decentralized human resource data online can degrade the process of employee development and presents an incomplete view achievements and talent development performance. Integration must include at least the performance targets and management skills, 360 feedback, succession planning and learning management.
Development priorities should be linked to performance objectives and goals of the organization. Courses must be aligned with automation skills learning effective. All behavioral assessments relate to people and their positions, and are bound by a competency framework. This competency framework is the thread that serves basis for the different suites of talent management to support an integrated process. For example, employees can enroll in courses that relate to competition gaps detected from 360 reviews or recognized qualifications during the recruitment process. Administrators can monitor learning effectiveness in achieving organization.
learning initiatives are seen as the actions defined by the derivative of the other talent management process. Amend the last sentence: When evaluating options for the talent management system, check with the vendors that provide a complete solution and have proven successful implementations customer.
Successfully applied learning must also strive to adopt a mixed approach to development to meet the diverse needs of different learners and skills requirements.
A blended learning approach should be more able to provide and manage a wide range of learning experiences and resources such as classrooms, seminars, thirdly, training during employment, publications, audio and video tutorials classrooms online virtual video conferencing, training and mentoring for online collaboration, online, libraries and other online resources.
Usually there are three tutorial groups in the main areas of development.
Soft-Skills Development: Objectives of improving the skills and behaviors individual
Functional Skills Development: Objectives for improving employees' hard skills "such as knowledge computer or other functional skills, such as accounting
Development Compliance: compliance content includes compliance training, such as safety training, training, harassment and / or diversity training. This type of training consistent with the regulation and legal requirements. Automation of learning tracks training compliance, and maintain a file for future reference. For some organizations, management compliance needs is justified only to automate the learning
In a truly integrated talent management suite, automated reports enable administrators the visibility of learning on the cost effectiveness of training and how training is linked to performance indicators. Action has taken this course offers the opportunity to attend skills development and progress of the employee, and how to keep its performance targets. automation maximizes learning training dollars dedicated to ensuring that represented in the catalog of courses relevant to the objectives of the organization. For example, if six management courses, and assistance to reach the fifty per cent, an organization can make the decision to reduce the number of the next quarter.
Automating learning should not be regarded as merely providing a catalog of courses and planning tools that are filtered to different functions in the company. In leading organizations, is seen as a process focused on individuals who may be linked to other strategic initiatives and deliver content based on needs identified by the behavior of employees and the desired objectives.
In a succession planning process, for example, need different interventions learning is not defined by filtering a catalog of courses, but courses and provide meaningful content to the plane dynamics and individual development goals career. Integrated talent management helps to promote cultural change in the learning process, increase the value of learning content and provide a learning experience optimal.
For successful implementation, first select a project team consisting of two internal members and solution providers who have committed to devote their time, effort and attention in the implementation of the project, no matter the obstacles. Include representatives from human resources, training, compliance, performance, finance, IT and functional areas of the team. Roles and responsibilities of each house and the solution provider team members must be clearly defined.
More importantly, a team leader and champion the project, which includes cross-functional requirements and can accelerate quick decisions. About the basis of a commission (or any combination of several people) to make these decisions can consume a large amount unnecessarily prolong the time and calendar implementation.
Reports have to be held early in the implementation to monitor trends and patterns in the use and acceptance students. Use this information to identify problems and direct corrective actions related to the course, students, and the deployment plan.
Automating the process of learning, while connecting with other elements of strategic talent management is key to improving organizational performance. Just follow the participation and effectiveness of learning is not sufficient to meet the CEOs and other executives of the objectives "of the conduct and impact in the business bottom line and increase shareholder value.
Successful organizations take advantage of complete application suites management talent to greater automation of a fair trial. Organizations are turning to talent management suites to link strategic functions such as alignment objectives, performance management and competencies, compensation, development and succession planning. By linking these key elements, your organization can manage, motivate, reward and improve the skills of each employee within your organization.
About the Author
SumTotal Systems, Inc. is the global leader in complete talent management software that enables organizations to more effectively drive business strategy. Recognized by industry analysts as the most comprehensive talent management solution, SumTotal provides full employee lifecycle management, including a core system of record, from a single provider
for improved business intelligence. The company offers customers of all sizes and in all industries the most flexibility and choice with multiple purchase, configuration, and deployment options. With more than 1,800 customers and 25 million users worldwide, we have increased the performance of the world’s largest organizations.
For more information, or to request a demonstration, please call +1-866-766-6825 (US / Canada), +1 352 264 2800 (international) or visit our website: http://www.sumtotalsystems.com/
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