Linking
Measurement
Consider
linking WEP measurement to performance management and
organizational processes so
that basic skills training becomes part of the overall corporate
strategy.
Management's
commitment to improving the skills of the entire workforce will
strengthen and support individual employees' own personal
commitment to learning. Connecting employee training and the
resulting improvement in performance shows that the company
takes a comprehensive approach to improving performance and
productivity.
By building skills into jobs,
employers can work with employees, adult educators, and others
to identify and enhance the skills component of jobs. When these
learned or improved skills are incorporated into employees'
jobs, there is justification for and value in assessing the
impact of the WEP on corporate performance and productivity.
Consider
using internships, apprenticeships and/or certification programs
in your employees' professional development programs.
Contact trade and professional organizations for valuable
information about occupations and these training methods.
URL: http://www.acinet.org/acinet/resource/trade.htm
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
Regular
measurement of key pieces of HR information over time and
the correlation between various measurements can be extremely
valuable. Cost per employee helps employers examine the value of
every aspect of human resources management, including training.
URL: http://www.workforce.com/section/10/article/23/40/07.html
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 why it is important to connect e-learning
initiatives with defined business needs. E-learning can be a
flexible and cost-effective alternative to classroom training,
but it can also be a colossal waste of time and money if not
implemented correctly.
URL:
http://www.workforce.com/section/11/feature/23/41/49/index.html
Here is a sample Performance
Review template for workers (non-exempt) that measures
productivity, initiative and other areas. Training and
application of learning can also form part of the review.
URL: http://www.workforce.com/archive/feature/22/28/68/223997.php
Employers can use
this sample Training Needs Analysis Report to pinpoint
the training needs of staff. The report covers the level of
importance of the training, the urgency of the training, and the
necessary results.
URL:
http://www.workforce.com/archive/article/23/41/57.php
Basic Skills
Training 101 - This article offers employers ideas on what
makes a successful workplace literacy program. Examples include
tying the curriculum to
workers’ skills and their work, encouraging employees to
transfer their new skills to their work, and tips on keeping
training costs low.
URL:
http://www.workforce.com/archive/feature/22/17/40/223394.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
Developing systems
that track employee skills is an absolute necessity in an
increasingly specialized business world. Regular and ongoing
analysis of clients' needs and surveys of employee skills and
competencies can help to fill gaps through hiring and training.
URL:
http://www.workforce.com/archive/feature/22/29/92/index.php
PPL Corporation, a
Fortune 500 company, designed a customer-service training
program that used technology as a tool, not a replacement
for other methods. Instead, program delivery methods included
instructor-led training with mentors, Web-based self-study, and
on-the-job practice.
URL: http://www.workforce.com/archive/feature/22/28/64/223971.php
Calculating the ROI of
training is sometimes simple, sometimes subjective and
sometimes not worth the effort. Start by looking at the
productivity effect, but in more complicated scenarios, the best
approach may be to focus on value and results, rather than
numbers.
URL: http://www.workforce.com/archive/feature/22/17/10/index.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
This article
discusses seven essential questions for employers to ask
before beginning an employee training program. Answering the
questions of who really needs training, what are the costs and
expected outcomes beforehand will help to ensure effective and
relevant training.
URL: http://www.workforce.com/archive/feature/22/17/10/223931.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
The relationship
between training and organizational performance is a key
factor affecting investment in training. This chart shows how
training expenditures can affect revenues and profitability.
URL:
http://www.workforce.com/section/11/article/23/60/95.html
This article
presents Seven Characteristics of Highly Effective Adult
Learning Programs. These are the results of a study that
investigated factors in adult learning environments that best
facilitate adult growth and development.
URL:
http://www.newhorizons.org/lifelong/workplace/billington.htm For
problems or questions regarding this web site contact campbell@conferenceboard.ca.
Last updated: November 7, 2006. |