Feeds:
Posts
Comments

Posts Tagged ‘talent management’


Every lose your keys? Have a bad day like this?

Read Full Post »

One of the challenges of measuring effectiveness is trying to build the evaluation as a last step. This is especially true of training.  It actually works really well. It follows the model used in six sigma. We often use a business case that looks at the potential return on investment for reducing time to proficiency. We try to show that every day employees aren’t fully productive has a direct financial impact in terms of productivity, safety, quality, etc. Then the initiative looks at what would be the gains for reducing time to proficiency by say 30%. It’s turns out to be a lot of money

Read Full Post »

Bloom Taxonomy has been very popular for more than 50 years concern levels of cognition. It helps write objectives from simple..recall to complex..evaluation. Works well in school systems where knowledge is king. However, in the world where doing is more important than knowing..the corporate world, a different paradigm is needed.

I recommending replacing objectives with definitions of desired results in terms of quantity, quality and time.. or how good, how much, how fast. For example, being able to get the right answer on the job is only good if you can do it quickly, spontaneously or on the spot.

Read Full Post »

One of the problems most people have with traditional education is that it focuses on knowing. However, knowing how to do something is a long way from being able to do it.

For example, you can know how to throw a hundred mile an hour fastball but it doesn’t mean you can do it.

So as you look at your next training, consider if all your objectives are about knowing and then change them to doing objectives. It makes you training very different.

Read Full Post »

  • What impact will “organizational amnesia” have on your business in the coming years?
  • How much does it cost when valuable knowledge and skills gained through years of experience leave you company forever?
  • How will your customers and results be affected when everyone who is intimately familiar with critical internally-developed technologies and processes has left the organization and there’s little or no documentation to explain them?
  • What is your organization doing to retain and transfer essential expertise when the workers who possess it are no longer on your payroll?

If an aging workforce, downsizing, mergers or other business conditions have you thinking about questions like these, this one-day seminar is for you. It provides a proven, practical methodology to distill the expertise you want to retain and create a critical path for developing it far more quickly and reliably than through conventional training.

In this seminar, you will learn how to:

  • Create proficiency statements which define the desired expertise in observable and measurable terms
  • Establish leading indicators that show the desired expertise is being transferred or gained at an acceptable rate
  • Identify “quick hits” to accelerate the expertise replication process quickly and at little or no cost
  • Dramatically increase the consistency, reliability, and quality of your current process for transferring knowledge and skills
  • Structure on-the-job and informal aspects of developing the expertise to save time, reduce costs, and increase effectiveness
  • Identify and capture “hidden” best practices
  • Sustain your expertise transfer initiative so it becomes part of how your organization does business

Who Should Attend

This seminar is for senior executives, business unit heads, operations executives, HR and training staffs as well as anyone involved in workforce planning, mergers, outsourcing and quality improvement.


Investment

This seminar is presented on an in-house basis for groups of five to 50 participants.  The cost is $3,000 plus $195 per participant for materials.  Travel costs are additional and reimbursed at actual.

About Learning Paths

Using Learning Paths, GE and many other leading companies have applied proven quality and process improvement methods to the learning process for more than 400 different positions staffed by over 30,000 people in seven countries.  In every case, results included: 30% or greater reduction in time to proficiency, substantial cost savings, and improved return per FTE.

For more information on how to bring this seminar to your organization contact:

Ira Kasdan
Performance Builders, Inc.
952-401-1016
ira@buildperformance.com

Read Full Post »