Making the Case for Employee Development

The Plan “Employee Development”

The idea of an individual development plan is a great way to ensure that one is prepared for other positions in the company and increases the ability to move into jobs that may not yet exist. In addition, individual development also helps prepare for changes in both current and future jobs that may result from new technology, work designs, customers, or product markets (Noe, 2010). As a result, I have chosen to focus on four goals that I aim to accomplish within the following year.

1. Move into the position of program manager

The necessary skills needed to accomplish such a role would be as followed:

Mentoring and Coaching – A mentor and coach is an experienced, productive, senior employee who helps develop a less experienced employee.

Job Rotation – A technique that allows employees to move between several jobs in a planned manner. This provides expose and experience in multiple areas involved within the complete process of a product or process.

The rational behind these areas are as followed:

Mentoring and coaching provides the necessary skill needed when developing the ability to communicate in an interpersonal relationship involved with managing a program. Noe mentions that mentoring relationships develop informally as a result of interests or values shard by mentor and protege(pg. 371, 2010).

Job Rotation provides employees with the necessary appreciation of all tasks and goals  involved with the different functions within the company. In addition, improves the development of networking between contacts to improve problem solving and decision making skills (Noe,pg. 367, 2010).

2. Improve communication skills need to ensure proficiency within a program

The necessary skills needed to accomplish such a role would be as followed:

Formal Education -Lectures by business experts or professors, business games and simulations, adventure learning, and meetings with customers.

The rational behind this area is as followed:

Formal Education provides the necessary knowledge needed to broaden understanding of additional applications within the company to prepare potential future leaders of the business (Noe, pg. 351, 2010).

3. Improve the quality of work completed personally

The necessary skills needed to accomplish such a role would be as followed:

Performance Appraisals – The process of being evaluated within the area of performance or tasks completed. In addition, the area of behavior is also reviewed against previous standards personally accomplished.

The rational behind this area is as followed:

The area of performance appraisals is explained by Noe as the process of measuring an employee’s performance regarding specific information. As a result of the implementation of an performance appraisal, I expect to build from the constructive feedback provided from such a process.

4. Provide the role of mentor to multiple areas within the organization

The necessary skills needed to accomplish such a role would be as followed:

Mentoring and Coaching – A mentor and coach is an experienced, productive, senior employee who helps develop a less experienced employee.

The rational behind this area is as followed:

Mentoring and coaching provides the necessary skill needed when developing the ability to communicate in an interpersonal relationship involved with managing a program. Noe mentions that mentoring relationships develop informally as a result of interests or values shard by mentor and protege(pg. 371, 2010).

References:

Laureate Education, Inc. (Producer). (n.d.). Employee Development [Multimedia]. Training and Development. Retrieved from Week seven resources.

Noe, R. A.  (2010).  Employee training and development (5th ed.).  New York, NY:  McGraw Hill.

Stolovitch, H. D., & Keeps, E. J. (2002). Telling ain’t training. Alexandria, VA: ASTD Press.

High-Tech Training

When reviewing some of the more popular technologies incorporated within many training approaches, some can be seen as more effective then others when it comes to addressing particular learning styles. For the purpose of this post I will be discussing the impact that interactive video’s, blended learning, simulations, and groupware has and will continue to have on how people learn.

To begin let’s look at interactive video’s and how they work. Interactive video’s consist of a combination of video and computer-based instruction that provides a one-on-one approach to learning. The interactive features of the video is often executed through either a monitor and keyboard, or a touch screen that allows the trainee to combine both visual and kinesthetic learning styles to the lesson. The possibilities of interactive video’s can be seen through the development in which it has flourished from the day’s of simple keyboard commands to complex touch screen capabilities that are currently being implemented. By combining interactive video’s with other learning tools, the amalgamation of learning strengths and weaknesses could allow a dramatic improvement within the learning curve of trainees.

http://www.articulate.com/rapid-elearning/make-sure-your-e-learning-course-looks-the-way-its-supposed-to/

The second area of interest within the topic of high-tech training that I find interesting consists of blended learning. This pertains to the combination of face-to-face contact with instructors, and also the distribution of learning content through digital delivery. Such forms could be the combination of podcasts, distance learning, and mobile technology such as PDAs. By providing multiple choices to learning, a flexible approach to learning is ultimately creating opportunities for individuals to continuously learn. Raymond A. Noe states that “blended learning capitalizes on the positive learning features inherent in both face-to-face and web-based instruction” which can be seen as providing the best of both worlds when it comes to learning tools. Face-to-face learning has always provided an excellent form of immediate communication between the learner and the instructor. In addition, digital learning tools have also provided creative ways to deliver content in such a manner that ensures interest and focus is maintained throughout the content. By combining both of these crucial elements, blended learning can provide an endless array of learning tools that will satisfy most learners.

The third area of interest deals with simulations. Now there are many forms of simulations when it comes to learning. However, software and/or computer technology based simulations is the area in which I find interesting when it comes to high-tech training. Often simulations are combined with interactive video’s that provide multiple choices similar to real world settings. The benefit of providing simulation settings when it comes to learning a particular task is in the area of quality assurance. Learners or trainees have the ability to perfect a task in an environment that doesn’t effect either customers, produces, image, or quality of work. Once again, the possibilities of simulations can be seen through the development in which they have flourished from the day’s of simple role playing to complex touch screen capabilities that are currently being implemented. By combining high-tech training provided through simulations, trainees will be able to produce a superior level of quality within the product or service expected by them.

http://www.articulate.com/rapid-elearning/a-simple-roadmap-to-better-rapid-e-learning/

The last area of interest that I will be discussing is in groupware. You ask what is groupware, well groupware is electronic meeting software that provides a form of communication between geographical locations. For example, email, document management, and electronic bulletin boards are all popular forms of groupware. Many organizations are even developing intranets that are developed from some of the basic applications of groupware that allows additional forms of sharing content and ideas in a synergetic approach to learning. Now the direction that groupware is heading is one that  offers a bit of everything for everyone. For example, social networking sites such as facebook, twitter, and myspace all implement the basic concept of groupware within them. The impact that these social networkings sites have had is historical in the area of connecting millions of individuals together in a creative cultural learning process. What the future has to offer in the area of groupware can be seen through the journey in which it has already taken.

Sincerely,
Mark

The Truth About Training and Development

http://Traininganddevelopmentpitch.mp3

The three key points that I believe are connected to training and development are:
1. Provide and equip employees with the necessary skills that are required within the duties of many jobs
2. Provides employees with the necessary tools to acquaint themselves with the expectations of the organization, while also enhancing their own personal skills.
3. Provides employees with the tools to influence and inspire others within the organization.

My Elevator Pitch on Training and Development

When reviewing some of the reasons to implement training and improvement programs within the workplace, many motives can quickly come to mind. To begin with, training is able to provide and equip employees with the necessary skills that are required within the duties of many jobs today. Changes due to technology has forced many organizations to provide continuous training in the area of revised programs and techniques implemented in the workplace. In addition, many organizations are now expecting employees to be responsible for multiple roles to ensure both efficiency and effectiveness in this ever changing global market. Training can simply be put as a process of learning and acquiring knowledge aimed at bettering employees personality and potential within the organization. It is training and development that provides employees with the necessary tools to acquaint themselves with the expectations of the organization, while also enhancing their own personal skills. It is training and development that provides employees with the tools to influence and inspire others within the organization. It is training and development that provides employees with the ability to complete organizational objectives in a synergetic manner. In the end, it is training and development that provides the confidence among the employees to ensure that tasks are efficiently and effectively executed to benefit all.

Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.

The Truth About Training and Development

http://Traininganddevelopmentpitch.wav

The three key points that I believe are connected to training and development are:

1. Provide and equip employees with the necessary skills that are required within the duties of many jobs

2. Provides employees with the necessary tools to acquaint themselves with the expectations of the organization, while also enhancing their own personal skills.

3. Provides employees with the tools to influence and inspire others within the organization.

My Elevator Pitch on Training and Development

When reviewing some of the reasons to implement training and improvement programs within the workplace, many motives can quickly come to mind. To begin with, training is able to provide and equip employees with the necessary skills that are required within the duties of many jobs today. Changes due to technology has forced many organizations to provide continuous training in the area of revised programs and techniques implemented in the workplace. In addition, many organizations are now expecting employees to be responsible for multiple roles to ensure both efficiency and effectiveness in this ever changing global market. Training can simply be put as a process of learning and acquiring knowledge aimed at bettering employees personality and potential within the organization. It is training and development that provides employees with the necessary tools to acquaint themselves with the expectations of the organization, while also enhancing their own personal skills. It is training and development that provides employees with the tools to influence and inspire others within the organization. It is training and development that provides employees with the ability to complete organizational objectives in a synergetic manner. In the end, it is training and development that provides the confidence among the employees to ensure that tasks are efficiently and effectively executed to benefit all.

Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.

Analyzing Scope Creep

When having to address scope creep which involves the change in a project’s scope after a project has started is often a situation that many project manager’s experience. Typically, the scope of the project expands as a result of additional issues that arise and ultimately allow the project to drift away from its original task. As a result of the drift, many new features arise creating an increase in sub tasks which alters the timelines and budget of the project. Often these small setbacks, which initially seem to be insignificant, creates repercussions that effect the scope of the project. Some areas that could cause a scope creep to occur deals with poor control of change, lack of proper identification of the features that are required to bring about the achievement of the projects objectives, and weak or inexperienced project management skills.

During my professional career, I have experienced scope creep at several different levels. As a project manager in the area of instructional design, almost all projects demonstrate some sort of drifting from the original project task. During the development of three apprenticeship programs that I managed for my current employer, the largest scope creep occurred within the reporting of the learning management system that was in place. The lack of accuracy within the reporting jeopardized the relationship between the college and the Ministry of Training Colleges and Universities in which the reports were generated for. To over come the problem, I had to reorganize the timeline of the tasks involved with correcting the inaccurate reporting. In addition, a list of the possible activities and their interrelationships related to the reporting problem had to be investigated to ensure that an appropriate solution was implemented. By modifying the original tasks given to certain  group members, I was able to still address key areas within the project while resolving the reporting problems that jeopardized the relationship with the stakeholders. In the end, an appropriate solution was found that provided  proper reporting for the stakeholders while also allowing the project to focus on content development.

Mark

The Art of Effective Communication

When reviewing some of the communication channel used in today’s business operations, email, phone and face-to-face communication are the most used means. These communication channels can often provide easy solutions in a business setting, but which one should be used at what time is the question. Each one of these communication channels can be interpreted differently according to the environment. In addition, various factors can influence how we perceive a message, and how it can either convey the true meaning or possibly present a different message. To investigate the question of which communication channel works best depending on the situation, is what we will be reviewing in today’s post. Each of the examples had the same basic message. Jane is trying to get hold of Mark.  He has a report that she needs.  If she doesn’t receive the report ETA, she might miss her deadline.  Meanwhile, Mark is a busy man with meetings and his own reports.

To begin with, Dr. Stolovitch mentioned four main rules to keep in mind when communicating with others. The first rule is to avoid ambiguity by presenting information in a clear and precise manner. Be sure to make sure that everyone understands what was communicated to prevent any confusion. The second rule is to document everything that is communicated. The third rule is to be diplomatic, that means being the peace keeper amongst the project members. And finally, the fourth rule is that communication is not just words.

After reviewing all three of the communication channels, I initially interpreted the email message to be a great way of delivering the information in a clear manner. However, once I moved onto the phone message, I was able to gain more information by the tonality of the message provided. The third communication channel which focused on a personal face-to-face means of communicating offered much more information than the previous means. By providing a personal face-to-face communication channel, all of the individuals involved in the delivery of the information are able to benefit through the use of body language, tonality, timing, and personality of the individuals involved.

I believe that in this example of Mark needing to provide additional information to a colleague, any of the three means of communication would be acceptable. The reason for this is that the email, phone message, and personal face-to-face delivery of information included all of the key points that provide sufficient information of the situation. A clear purpose for the message was given. In addition, the situation and even a solution to the situation were provided. Spirit or attitude was conveyed through the urgency of the information needed. And timing of the message was provided to Mark.      

Depending on the topic, it is important to choose the appropriate means of communication. Emails can be easily interpreted differently depending on the individual receiving the message. Furthermore, the use of email as a means to communicate can make it difficult to build a strong culture, develop solid working relationships, and create a mutually supportive atmosphere of trust and cooperation.

To ensure that the intended message is conveyed and interpreted properly, please refer to the steps provided by Dr. Stolovitch below.

1. Begin with a clear purpose
2. State the Situation
3. Include possible solutions
4. Indicate if sign off is required
5. Specify the form that the response is required to take

Mark

Reference:

Laureate Education, Inc. (Producer). (n.d.). The art of effective communication [Multimedia]. Project Management in Education and Training. Retrieved from Week three resources.

Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E. (2008). Project management: Planning, scheduling, and controlling projects. Hoboken, NJ: John Wiley & Sons, Inc. (Ch. 12).

Perceptions of Distance Learning

            E-learning is a growing field with much potential to optimize learning and training in varied and divers contexts. The reason that I decided to enrol in this program is because I felt it is important to experience first handily  what learning is like through the distance medium, if I plan to design a develop e-based training modules. My understanding and feeling is that we are still in the germination phase of e-learning and it will continue to improve and become an increasingly popular method of learning.

            In 10-20 years distance learning will be an expected form of learning. The number of sceptical employers and educators will be greatly reduced as on-line learning will be solely implemented or be a component of learning and training. Universities and colleges will have more programs offered through this medium because it is cost-effective and is able to be delivered on a global scale, thus gaining increased international tuition dollars. Many more companies will utilize on-line training methods to conduct in-house training. Software for e-learning will further advance and modules will become increasingly dynamic and interactive. With the growth of e-learning, there will be greater completion between e-learning providers, thus creating higher expectations and quality standards.

            As an instructional designer, I aim to improve the perceptions of on-line learning by providing quality e-learning designs. In order to do so, I will need to be committed to staying abreast of the latest developments within the field. This may involve engaging in additional education programs, conducting action research, dialoguing with other instructional designers regarding challenges and opportunities presented, and consistently reviewing new theories which drive e-learning pedagogy.  As an instructional designer, it is my responsibility to educate those interested in on-line learning about how it meets the diverse learning needs of individuals. More importantly, I also need to ensure that developed modules to appeal to learners with various learning styles and facilitate their learning by integrating sound leading methodologies.

            Moreover, I plan on being a positive force for continuous improvement in the field of distance education by partnering with various agencies to develop e-learning tools to help them facilitate their teaching functions. Also, currently I have a blog to which I regularly post topics for discussion. In the future, I plan to take part in conferences to further explore anticipated issues and trends in the field. I would also like to take part in conferences as a presenter to address particular interests related to e-learning. As of right now, I am not aware of any governing body which oversees standards and guidelines for e-learning integration into academic and, or apprenticeship courses. In the near future, I will be explaining whether such bodies exist and if so, how I can have an active role to contribute to the field.