According to a recent study published by SHRM, 9 out of 10 line managers report that they do not like preparing for and delivering the annual performance review. 9 out 10 HR Managers report that they cannot rely on the data in the annual performance reviews. And most employees will agree that they would rather go to the dentist than go through a performance review!
What’s the point? Many people complain they see no outcomes from performance reviews. If there are no next actions then why are they conducted in the first place?
Clearly the system is broken!
It does not have to be this way. Give your managers the learning they need to deliver effective performance reviews that will build a performance culture and improve employee engagement. Performance Reviews can be a positive experience for both managers and their people.
Introducing the Performance Management and Development Toolkit for Managers. This set of e-learning courseware will solve some of the most common performance management, performance review and development headaches. Turn the one time per year discussions into on-going discussions. Create valuable annual reviews driving development resulting in more motivated employees.
Get in touch and we can let you have a look at this suite of e-learning modules.
Here is a list of the five best practices e-learning courseware design elements, that when used together, can help your learners make the transition from the formal e-learning space to application on the job—thus moving you closer to achieving 70:20:10 in your learning mix.
Rather than rely on simulations or exercises in your courses or workshops, which is still part of the 10%, provide the learner with step by step instructions on how to apply the course on the job.
This will eliminate the issue that David V. Day mentioned in his article about “happenstance and ad hoc at best.” The structure and guidance on how to handle the situation is provided—nothing is left to chance. The learner will know exactly what to do.
Keep Courses Short
Most e-learning courses tackle more than one topic. Here is an example, communication skills training. Communication skills training covers numerous topics ranging from listening skills to non-verbal communication skills to knowing your audience and so on.
Instead of one long communication course, an alternative training method would be to provide short courses also known as micro-learning, chunked learning, or bite sized learning.
They all mean the same thing: learning content that is broken down into small bite sized chunks or one single learning topic or learning objective per course.
This allows the learner to select the exact course to meet individual need at the time of need. When too many topics are addressed at the same time, the learner wastes time getting to the point in the course that applies to their particular need.
Employees and leaders have no patience for wading through information, thus wasting their time. This can lead to low e-learning course utilization.
Provide the learner with job aids they can use on the job in conjunction with the step by step instructions.
Job Aids make it easy for the learner to complete the exercise. Removing barriers to completing the exercise will help your learners start and finish the on-the-job exercise.
To help your learner complete the instructions on the job, in an actual work situation, the learning content needs to be able to be accessed on a hand held device.
Each step that the learner needs to go through to access the information acts as a barrier. Eliminate as many of them as possible.
Most e-learning courses end with a quiz that measures knowledge acquisition. This is appropriate in formal training.
However, if you are designing courses that provide structure for the 70%, add an assessment that asks the learner to reflect on his/her experience and the skill building activities after the step by step instructions.
As Charles Jennings suggests, this is an important component to learning in the 70%.
David Patterson, a director of Learning Light, which owns the E-Learning Center and provides advice and help to organizations using e-learning and learning technologies to improve their business performance, explained:
“It’s now well accepted—and research shows—that 70% of development happens on the job, 20% happens through coaching and mentoring, and the last 10% comes through formal learning, including e-learning and instructor-led workshops.”
“Vado’s courses are the only off-the-shelf courseware that helps learners to make the transition from the formal learning environment to applying that learning on the job.”
He continued, “Basically, Vado not only espouses the 70:20:10 model but its e-learning courses embody the model’s principles, using the 10% to deliver the 70% and thus, make the learners and the organizations they work for more productive and profitable.”
Incorporate the Best Practices
Combine these five design elements to create e-learning courseware that will help the learner apply on the job to….
- Leverage the natural way a person develops
- Provide structure to the 70%
- Lower your training and development costs
- Increase personal performance
- Increase organizational performance
70:20:10 in Action
To see an employee soft skill development or management development course created using the five design elements listed above, contact us and we will give you a demonstration.
The DOTS LMS has been designed to provide a comprehensive suite of tools and reports. Your organisation may be investigating an LMS option for delivering e-learning, compliance management and a host of other outcomes achievable with a solid LMS platform. The DOTS LMS has the capability to extend even further into enterprise management as an excellent support tool for human resource governance. HR governance is strategic and vital for organisations to remain stable, agile and competitive. What is HR Governance? Generally speaking governance includes elements that help to define communications, decision making and business objectives. Linked to these elements are the need to manage and control to manage risks and support business performance with engaged employees.
The DOTS LMS platform has the tools to not only capture vital information in real time, the reporting capability permits visibility to leadership and throughout the organisation. This visibility of key data contributes to risk mitigation in compliance but also provides greater decision making agility to support competitive advantages and control costs. For example, a company can quickly determine its workforce capabilities for current or future requirements and then deliver training to address gaps or allocate resources differently to alleviate any risks from competency/skill gaps.
Knowledge of policies and procedures may be delivered both in online courses as well as available in the online knowledge portal to ensure access and availability at any time. With online delivery you can ensure that the results of this training is tracked and repeated at necessary intervals. Delivery of online training supports more effective communications as well. Senior leadership use the LMS to deliver messages pertaining to company strategy, performance updates and celebrations of success. All of these uses contribute to a more engaged workforce.
Performance monitoring is a key ingredient to HR governance. In DOTS, clients are cascading their strategic plans deeper into the organisation by including key result areas for persons to have line of sight to the overall strategic objectives. The appraisal process is automated to ensure that the appraisals are done and actions are taken to address further development needs and deliver rewards for high performance and commitment.
These are just a few of the ways the DOTS LMS supports human resource governance in an organisation. There are other tools and business processes that contribute to governance success. If you are interested in learning more about using DOTS LMS to support HR governance or would like some ideas on formalising governance in your organisation, please make contact.
On March 21 we are offering our clients an opportunity to meet a true innovator in the world of learning. Cindy Pascale is the Founder and Vice President of Vado and she will be presenting on Development Best Practices. Vado are innovators in creating developmental content that is linked to competency frameworks.
In this research rich session, participants will learn the development best practices that will lead to the maximum return on investment for the organization’s development dollar. Specific outcomes are:
1. The difference between training and development
2. What is scrap learning?
3. How do people best develop new skills and capabilities?
4. What are learners expecting in their development programs?
5. How do you make sure the development will lead to organisation success?
If you are a DOTS client, there are still a few places left. if you are not a client but are interested in learning more about Vadoand how it can boost your organisation’s performance, you are encouraged to contact us. We can show you how we help our clients build more effective organisations.