Formal
Linking
Linking
your workplace education program (WEP) to your other
corporate training and performance appraisal processes are
two important strategies for getting excellent results
from your investment in basic skills development.
Link
to Training
When planning to develop a WEP, you should consider
linking it to your other corporate training initiatives,
including job-specific and technical training. This
will help ensure that your employees have the basic skills
they need to get the most from your more advanced
training.
Link
to Performance Appraisal
By linking your WEP to your performance appraisal
processes you give your employees a real incentive to take
part in basic skills training and a stimulus to do as well
as possible.
Linking
WEP training with performance appraisal also makes sense
because it helps you connect your training investment to
employee performance on the job - the ultimate reason why
you invest in basic skills programs in the first place.
In
addition, it signals to your employees that you are
genuinely interested in their career development which
tends to motivate them to perform better, to improve their
skills and heightens their loyalty and sense of
accomplishment.
Jobs for the Future
strengthens the transitions and linkages between work and
learning. Its workforce development system includes
post-secondary vocational education, adult basic
education, short-term job training programs, and
on-the-job training.
URL: http://www.jff.org/
This article
on how Chief Learning Officers shows how CLOs are
delivering--greater retention, more career guidance, and
training that is more closely coordinated with business
needs.
URL: http://www.workforce.com/section/11/feature/23/35/98/index.html
This report
helps instructors to support adult learners through performance-based
assessment. The key characteristics of this type of
assessment, which gives a comprehensive, valid picture of
student / worker achievement, are discussed.
URL: http://www.nifl.gov/lincs/collections/eff/ananda_eff.pdf
Using an HR
Audit, such as this one used by the Commonwealth of
Virginia, allows organizations to examine their
recruiting, training, benefits, and labor relations
policies.
URL:
http://www.workforce.com/section/09/article/23/39/64.html#Explanation%20of%20Department%20Organization%20Questionnaire
This article
discusses how to set up a training function inside
a small company that has never had one before. Included
are steps to establish a network; align it with the
business strategy; create early wins; invest in it; and
assess the impact.
URL: http://www.workforce.com/archive/article/23/37/96.php
Deciding how
much to allocate per person for training is a
difficult but important issue. This article suggests that
a good approach is to assess areas where changing
performance will yield the most value and then implement
strategies to achieve that goal.
URL: http://www.workforce.com/archive/article/23/22/44.php
HR can create skills
and competency management systems, and can also
encourage employees to use them. Educate employees about
the benefits of improved skills to show their importance
for self-appraisal, career development, and other
processes.
URL:
http://www.workforce.com/archive/feature/22/29/92/223613.php
Workplace
literacy is an individual’s ability to read, write and
speak in English, and to compute and solve problems at the
necessary levels. According to the National Workforce
Assistance Collaborative, the most effective workplace
literacy programs share many common traits.
URL:
http://www.workforce.com/archive/feature/22/17/40/224259.php
The bottom
line on training budgets is to ensure you're
funding the right efforts to keep your company competitive
and get it to its future goals. A business-strategy
approach also helps safeguard your training budget from
being cut.
URL:
http://www.workforce.com/archive/feature/22/17/10/223644.php
This article shares
guidelines for using employee education and training as
a means to business results. Start by letting the
business strategy, culture and outcomes determine learning
needs, and then create learning opportunities that make
sense for employees.
URL:
http://www.workforce.com/archive/feature/22/23/06/223892.php
As an employer, you can
create your own in-house certificate program by
partnering with an educational institution. It offers a
flexible but results-oriented system for directing
employees toward the long-term growth and development
needed for a dynamic workplace.
URL:
http://www.workforce.com/archive/feature/22/16/52/index.php
Coaching an
executive requires an understanding of the executive work
world, psyche and leaders' language. Effective executive
coaches recognize these seven coaching issues and
use them to design and implement appropriate
strategies.
URL:
http://www.workforce.com/archive/feature/23/57/45/index.php
Profiting from
Literacy: Creating a Sustainable Workplace
Literacy Program is
a recent report that
provides information and advice for action to employers working to create,
improve and evaluate successful workplace literacy
programs.
Profiting from Literacy
(free download)
Incentives to train: Ensuring
employer engagement, a UK research report,
looks at findings from interviews and a roundtable
discussion. Participants evaluated existing provision to incentivise training for employers, identifying the major
areas of concern and proposing recommendations for change.
URL:
http://www.nationalskillsforum.org.uk/Incentives_to%20Train%20(2).pdf
Working Mathematics for the 21st
Century is a UK report that examines the changing
mathematical demands of the workplace, employee skill
levels, employer views and the costs and benefits to
employers and individuals relating to maths teaching and
learning.
URL:
http://www.nrdc.org.uk/publications_details.asp?ID=119
All Signs Point to Yes is a new
Canadian report that explores the connections between
workplace literacy skills and occupational health and
safety results.
Free download:
report
For
problems or questions regarding this web site contact campbell@conferenceboard.ca.
Last updated: Oct. 24, 2008. |