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 is a UK research report (40
pages) 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
For
problems or questions regarding this web site contact campbell@conferenceboard.ca.
Last updated: April 25, 2008. |