What are some of the examples of web-based technologies you use to manage performance?
and What is the impact of web based technologies on the training and development function in your organisation?
These questions are part of assignment of paper VIII of ISTD.
From Singapore, Singapore
2and What is the impact of web based technologies on the training and development function in your organisation?
These questions are part of assignment of paper VIII of ISTD.
From Singapore, Singapore
What are some of the examples of web-based technologies you use to manage performance?
A Web-based system, method, apparatus and software that enables capture, integration, filtration, aggregation and collaboration of corporate performance-related data from unlimited, but at least one local system, as well as manual data entry; organization of corporate performance-related data into unlimited, but at least one corporate performance-related metric; preparation of an interpretation of the data; provision for interactive, on-line access to the system; provision for security at all times in transit, as presented, when queried and as stored; a historical audit trail; secure archival of the corporate performance-related data and support materials; and provision to communicate with individuals for performance evaluation and improvement as it relates to corporate performance. The system may be securely hosted and accessed by an unlimited number of authorized users from any where in the world from any Internet connection.
What is the impact of web based technologies on the training and development function in your organisation?
Conventional 'training' is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'.
Importantly however, the most effective way to develop people is quite different from conventional skills training, which let's face it many employees regard quite negatively. They'll do it of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies.
So, as soon as you've covered the basic work-related skills training that is much described in this section - focus on enabling learning and development for people as individuals - which extends the range of development way outside traditional work skills and knowledge, and creates far more exciting, liberating, motivational opportunities - for people and for employers.
Rightly organisations are facing great pressure to change these days - to facilitate and encourage whole-person development and fulfilment - beyond traditional training.
From India, Ghaziabad
A Web-based system, method, apparatus and software that enables capture, integration, filtration, aggregation and collaboration of corporate performance-related data from unlimited, but at least one local system, as well as manual data entry; organization of corporate performance-related data into unlimited, but at least one corporate performance-related metric; preparation of an interpretation of the data; provision for interactive, on-line access to the system; provision for security at all times in transit, as presented, when queried and as stored; a historical audit trail; secure archival of the corporate performance-related data and support materials; and provision to communicate with individuals for performance evaluation and improvement as it relates to corporate performance. The system may be securely hosted and accessed by an unlimited number of authorized users from any where in the world from any Internet connection.
What is the impact of web based technologies on the training and development function in your organisation?
Conventional 'training' is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'.
Importantly however, the most effective way to develop people is quite different from conventional skills training, which let's face it many employees regard quite negatively. They'll do it of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies.
So, as soon as you've covered the basic work-related skills training that is much described in this section - focus on enabling learning and development for people as individuals - which extends the range of development way outside traditional work skills and knowledge, and creates far more exciting, liberating, motivational opportunities - for people and for employers.
Rightly organisations are facing great pressure to change these days - to facilitate and encourage whole-person development and fulfilment - beyond traditional training.
From India, Ghaziabad
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