Sunday, August 16, 2015

Ways to Improve Development from a basic Foundation



Some organizations begin the process of employee development with great intention. They provide  strategies in the goals and mission of the group but don't follow through to the end to get the full benefit. 

Here is an example of an employee reaching out to the organization's director who has provided a foundation for organizational development but lost the focus to follow through at all levels represented in their organization. 




On a personal level, I am encouraged to promote my own continued development. My own development plan consists of:

1.     Formal Education- I earned my master's degree a year ago and am now pursuing an additional certification in Training and Performance Improvement. Though my additional education has not earned me additional income from the organization, it has evolved my position from a strictly support role to more of an instructional design, implementation and support position. I have been able to increase my experiences.
2.     Tuition Reimbursement- Though budget in the organization is limited, each year on a first come first serve basis, an employee can submit a course for reimbursement up to $500. It is a start to supporting development of employees at all levels.
3. Goal Setting- I am going to work with my supervisor to engage in the Talent Ed evaluation process from the beginning of the year until the end instead of a "quick check off" get it done type of attitude towards it. Self reflection on personal goals and supervisor feedback consistantly refocuses both parties into changes that are needed and those positive goals that were achieved.
4. Training- I plan to seek out conferences to stay current on best formats for trainings for end users. Additionally, preplanning for those trainings for colleagues needs to take a front burner role within the department. Presenting to leadership the need for those who are "trained to train" rather than the SME support person in a specific skill conducting training sessions. I desire to bring an understanding to the department that training development needs to go beyond "I know how to do the task so therefore I can train others on it".
(Noe, 2013)

Resources:
Noe, R. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.



Thursday, August 6, 2015

High Tech Training- Does it have a future?

There are many technology tools available to trainers today to use in their design of instruction. Each potential tool having a purpose for use that is connected to the stated objectives of the training and the overall goals of the organization. Technology should never be utilized for the sole objective of "using the latest and greatest" in a learning environment. Technology is one of many tools to consider when designing a training session.
New Technologies:
So what new technologies are out there in the toolkit and when should they be utilized with purpose?
LMS- Learning Management System
“Can provide employees, managers, and trainers with the ability to manage, deliver, and track learning activities” (Noe, 2013). 
Helps reduce travel
Reduces the amount of time to complete a program
Makes content more accessible to learners
Can include discussion boards for collaboration with peers on new content
Depending on the objectives of the training, utilizing an LMS can bring together various levels within the organization into one focus and interact with each other and content

New LMS companies are always popping up and pitching why their LMS is the way to go. Depending on the goals of the organization will depend on the type of LMS to be chosen. A public education organization is not looking for the same components as a private sector company such as Capital One.
Web-based Training Using a Blog
“Training delivered using a computer or the web” (Noe, 2013)
“A webpage where an author posts entries and readers can comment” (Noe, 2013)
Utilizing a blog to provide web-based training reduces cost since a blog can be created for free on many sites, like this one.
Creates an interactive communication space for users to share content and learning
Quick access to new content and ability to utilize the site as a resource in the future for refreshers.
Communicates directions, processes and can hold written content as well as videos and images

I utilized a blog using word press to train 47 elementary school (all teachers) on their new and first ever online gradebook. Additionally, I use the site to communicate with parents on various processes and directions for them. My team also responds to parent questions and comments as needed. Web-based training reaches beyond land and time zones to collaborate and share key information.

Mobile Learning
“Delivery of training through handheld mobile devices such as a smartphone or tablet computers” (Noe, 2013)
Includes both formal and informal learning
Provides the flexibility to attend webinars, conference calls, or access other learning content from anywhere
Ability to respond to stakeholders in a quicker timeframe

Americans are on the move constantly. Access to learning through a mobile device provides the flexibility, quickness and concise content that professional’s desire. In the IBM and Columbia University study of 2009 research identified 6 key areas to design effective mobile learning:
1. Only include critical information
2. Be web-based
3. Contain 3 screens or less to access
4. Arrange content in chunks
5. Layout readability for minimal clicks and scrolling
6. Minimal images so that download is not affected
(Ahmad, 2010)
Chat Rooms or Discussion Boards
“An electronic room or discussion board where learners communicate”. This may occur synchronously or asynchronously (Noe, 2013).
Brings learners together to share struggles and understanding of content together from many backgrounds to learn from one another
The trainer is more of a facilitator of learning to be sure objectives are met
Colleagues can share true experiences with one another and collaborate on issues, problem solve, and future plans, processes or implementations

Web 2.0 applications
“…proven to facilitate collaboration and knowledge-sharing before, during and after courses (training)” (J, 2009)
Essential part of every aspect of work in every industry
Facilitate collaboration among colleagues
Promote reflective learning
Reinforce learned knowledge from training sessions
All about staying connected (J, 2009)

Technology tools will continue to evolve and attempt to meet the needs of learners. The young people of today are focused on quick accessibility, instantaneous feedback, flexibility and interactivity (Stolovitch, 2011). We see this with the rise of gaming systems and the plethora of mobile devices that engage us daily. There will always be a latest and greatest. The utilization of that tool needs to fit the situation, the learner and the content objectives.

Resources
Ahmad, N. &. (2010). Smartphones make IBM smarter, but not as expected. Training and Development, 46-50.
Banholzer, M. a. (2015, August). Specialty Center Parents. Retrieved from HCPS Blogs: http://blogs.henrico.k12.va.us/integrateddatasystems/specialty-center/applicant-process-parent-overview/
Culpechina, G. (2015, June). Effective Discussion Prompts for Online Discussion Boards. Retrieved from YouTube: https://www.youtube.com/watch?v=hj5HPtYMqtA
J, S. (2009, October). Effective use of Technology in training. Retrieved from BCA.org: http://www.bcs.org/content/conWebDoc/32836
Noe, R. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.
Stolovitch, H. &. (2011). Telling ain't training. Alexandria, VA: ASTD Press.