[FONT='Tahoma','sans-serif']Hello Frens![/FONT]
[FONT='Tahoma','sans-serif']Training , Development & Education [TED] are the[/FONT]
[FONT='Tahoma','sans-serif']Tools which help to develop learning capacity of the employees & hence the organization.[/FONT]
[FONT='Tahoma','sans-serif']THE LINE MANAGER should regularly review the performance of those individuals for which they have responsibility. This is usually done during the appraisal interview, but if this only occurs once a year it is insufficient and should be more frequent.[/FONT]
[FONT='Tahoma','sans-serif']
Encl is the questionnaire which can be considered to provide insights into areas of learning needs.[/FONT]
[FONT='Tahoma','sans-serif']Organizational Danger Signals
[/FONT][FONT='Tahoma','sans-serif']There are a variety of danger signals which indicate that there may be a need for increased learning opportunities within an organization. However, it may be that we are so accustomed to seeing some of these signals that we do not recognise their importance or we believe that someone else is taking responsibility for them.
Signs that an organization is facing difficulty are not always apparent and this is especially true for those who are working within the organization and are too close to the problem.
Run the rule over your organization to identify danger signals which indicate that there may be a need for new and different learning interventions. These danger signals include the following:[/FONT]
[FONT='Tahoma','sans-serif']-increased customer complaints
-a rise in workplace accidents
-higher absenteeism
-lower sales
-increased scrap rates / reworking
-lower performance than competitors
-low plant utilisation
-low staff performance
-high staff turnover
-poor financial indicators
-low morale
-problems with suppliers
-benchmarking figures do not match or exceed competitors
-non-productive friction between departments
-non-productive friction between employees especially managers [/FONT]
[FONT='Tahoma','sans-serif']WHEN IT COMES TO LEARNING AND DEVELOPMENT, ONE CANNOT
IMPOSE A PROGRAM, AS IT WILL NOT BE PRODUCTIVE.
THE NEED MUST GENERATED FROM INSIDE THE ORGANIZATION.
WHICH MEANS SURVEYING THE ORGANIZATION.[/FONT]
[FONT='Tahoma','sans-serif']Celebrate Life![/FONT]
[FONT='Tahoma','sans-serif']~Meenakshi~[/FONT]
From India, Delhi
4[FONT='Tahoma','sans-serif']Training , Development & Education [TED] are the[/FONT]
[FONT='Tahoma','sans-serif']Tools which help to develop learning capacity of the employees & hence the organization.[/FONT]
[FONT='Tahoma','sans-serif']THE LINE MANAGER should regularly review the performance of those individuals for which they have responsibility. This is usually done during the appraisal interview, but if this only occurs once a year it is insufficient and should be more frequent.[/FONT]
[FONT='Tahoma','sans-serif']
Encl is the questionnaire which can be considered to provide insights into areas of learning needs.[/FONT]
[FONT='Tahoma','sans-serif']Organizational Danger Signals
[/FONT][FONT='Tahoma','sans-serif']There are a variety of danger signals which indicate that there may be a need for increased learning opportunities within an organization. However, it may be that we are so accustomed to seeing some of these signals that we do not recognise their importance or we believe that someone else is taking responsibility for them.
Signs that an organization is facing difficulty are not always apparent and this is especially true for those who are working within the organization and are too close to the problem.
Run the rule over your organization to identify danger signals which indicate that there may be a need for new and different learning interventions. These danger signals include the following:[/FONT]
[FONT='Tahoma','sans-serif']-increased customer complaints
-a rise in workplace accidents
-higher absenteeism
-lower sales
-increased scrap rates / reworking
-lower performance than competitors
-low plant utilisation
-low staff performance
-high staff turnover
-poor financial indicators
-low morale
-problems with suppliers
-benchmarking figures do not match or exceed competitors
-non-productive friction between departments
-non-productive friction between employees especially managers [/FONT]
[FONT='Tahoma','sans-serif']WHEN IT COMES TO LEARNING AND DEVELOPMENT, ONE CANNOT
IMPOSE A PROGRAM, AS IT WILL NOT BE PRODUCTIVE.
THE NEED MUST GENERATED FROM INSIDE THE ORGANIZATION.
WHICH MEANS SURVEYING THE ORGANIZATION.[/FONT]
[FONT='Tahoma','sans-serif']Celebrate Life![/FONT]
[FONT='Tahoma','sans-serif']~Meenakshi~[/FONT]
From India, Delhi
Good Morning.
Although we use what we call an Identifier of need in Training & Development and the one here is very basic I commend you on your initiative. Many company point out the problem (Step 1) then employ a Training specialist which to us is step 5.
I sometimes understand why they do that but feel the HR staff don't do their job as Steps 2 through 4 are vital to step 5.
Step 2 Identify the need in personnel
Step 3 Identify the weakness in personnel - Is the weakness personal or Industrial
Step 4 Level of competency of Personnel.
HR in T&D need to understand how important their job is in order for the organisation to grow as a 'learning company'
From Malaysia, Kajang
Although we use what we call an Identifier of need in Training & Development and the one here is very basic I commend you on your initiative. Many company point out the problem (Step 1) then employ a Training specialist which to us is step 5.
I sometimes understand why they do that but feel the HR staff don't do their job as Steps 2 through 4 are vital to step 5.
Step 2 Identify the need in personnel
Step 3 Identify the weakness in personnel - Is the weakness personal or Industrial
Step 4 Level of competency of Personnel.
HR in T&D need to understand how important their job is in order for the organisation to grow as a 'learning company'
From Malaysia, Kajang
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Two Learning theories.pdf
Copy of TRAINING NEED IDENTIFICATION FORMAT.doc
E - Learning and the Use of Technology in Training - PPT 8.ppt