Why We Need Employee Development Plans

Here's a video to convince management to consider implementing employee development plans. 



 

Feed back is welcome!!

Personal Development Plan

Companies are moving towards integrating employee development plans, a plan that comprises of "formal education, job experiences, relationships, and assessments of personalities and skills", and meant to assist employees in improving their skill which in turn benefits the company. (Neo, 2013, p. 367) Taking a look at myself, I want to identify four areas/type of development and provide an explanation/rationale for each.

1. Self-Assessment of my strengths and weaknesses.

Everyone needs to push the pause button, what better time than at the begin of the company calendar year.  Taking a self-assessment that focuses on personal key skills, as well as interpersonal skills. A second assessment will focus on interpersonal skills. (https://www.skillsyouneed.com/ls/index.php/343479).   Both of these will provide a window into areas that I need to personally work on to better my interaction with co-workers and the position I fill.

2. Personality -- Myers-Briggs Type Inventory.

You are probably going, why; well, because we change as we mature. The last time I took it was in the late 1980's, and I'm curious where I stand now.  This once again will help me understand how I operate, how I approach work based on my personality style, such as, how I manage my time, problem solving, best approaches for decision making, and not to forget, dealing with stress (MBTI Type at Work).  Being honest with myself when I take the assessment will benefit me, and my co-workers in the future.

Using self-assessment and personality inventory can be part of the self-awareness that Dr. Stolovitch mentioned in his video (2011) 

3. Obtaining Certified Technical Trainer Plus (CTT+).

It is something my company desires for their training staff to obtain, and I need to put full effort into it. The CTT+ certification covers training standards for virtual and traditional classroom. (https://certification.comptia.org/certifications/ctt)

4. Develop my own brand

The last one is for me, but something that could benefit by current position, but can influence positions that are no-longer associated with 3-letter agencies. Develop my own brand that will cause me to learn software that I currently do not have access at work (Photoshop, Illustrator, Blender, and all of the options in Captivate 8 & 9), as well as, allow me to keep my creativity alive.

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Reference

Development is a Marathon, Not a Sprint (2014). Personal Excellence Essentials, 19(4), 26.

Laureate Education (Producer). (2011). Employee development [Video file]. Baltimore, MD: Author.

MBTI Type at Work. Retrieved from http://www.myersbriggs.org/type-use-for-everyday-life/mbti-type-at-work/.

Noe, R. A. (2013). Employee training and development (6^th ed.). New York, NY: McGraw Hill.

Training and Technology, a Friendly Relationship

Technology, combined with training, opens doors, provides flexibility once not considered, that can creates a student population spanning the globe.  As we know, companies large and small are using technology to train their employees while benefiting with the return on investment (ROI). Employees can attend training without packing their bags and traveling to a city across the country.  

Employees are working second and third shift that, if taken off shift to attend training, causes a negative impact to the company bottom-line. Companies are smartening up and moving towards training that utilizes technology to reach, greet, and support their training (Meyer, 2015).  Let’s take a look at four technologies that have their foot firmly in the training arena.

1.     Interactive distance learning (Webinars/Webcasting) – provides live instruction to multiple locations simultaneously that enables participants to view and communicate with the instructor and fellow participants (Noe, 2013).

a)    Adobe Connect (http://www.adobe.com/products/adobeconnect.html) enables the presenter to share a specific application, their desktop or documents.  

b)   Webex  https://www.webex.com/   provides video conferencing and screen sharing, and provides WebEx Training Center provides specific support for trainers.

c)    Gotomeeting  https://www.gotomeeting.com/webinar provides mobile and desktop options that enable the user to conduct a meeting/discussion and provide a recording of the meeting.

2.    Virtual World – anyone not see Avatar, in 3-D, back in 2010 (www.avatarmovie.com/index.html)?  I did, and thought it was cool…Ok, don’t laugh too hard, but I did.  Virtual world, a computer based, simulated online 3D representation of the real world where the student learns by experiencing (Noe, 2013).   Wheelock & Merrick (2015) highlights that students are able to visit virtual environments view, analyze, evaluate and create content that are linked to Bloom’s Taxonomy.

a)    Second Life (http://secondlife.com/) the Second Life education module provides immersive teaching, real-time collaboration, a global community and safe secure campuses

b)   Robot Virtual Worlds (http://www.robotvirtualworlds.com/) provides a virtual world that enables students to learn about programming.

3.    Learning Management System – LMS needs to provide automated administrative, development, and delivery of a company or campus educational content (Noe, 2013).  In my humble opinion can make or break a training class. If the student stumbles because the LMS isn’t built to support the content, then the student won’t participate.  

a)    www.coursesites.com provided an excellent platform for me when I developed an Orientation 101 to online learning. I was able to navigate and produce a course that functioned as it was intended to be.

b)   Moodle -- https://moodle.com/  is a popular LMS platform that even provides a Free package for teachers with limited resources.  

4.    Shared Workspace – how much can you learn when you share with your fellow classmates or co-workers, lots. 

a)    Google Classroom (https://classroom.google.com/u/0/welcome) is becoming a popular option local public schools.

b)   Microsoft SharePoint Site has multiple options to provide a secure location to store, organize, share, edit and access from any device.  Great option for group projects or discussions that require multiple participants. (https://support.office.com/en-US/article/Get-started-with-SharePoint-909ec2f0-05c8-4e92-8ad3-3f8b0b6cf261)

The above technology is great, but we cannot forget an important aspect of using the technology; training.  When a teacher/instructor attempts to use the technology, and results in lackluster performance in deploying them, it impacts the student’s ability to complete the training they enrolled in.  Minott (2015) and Leggatt (2016) conducted separate research looking at technology training for teachers and how important it is to provide and attend training to become proficient with the technology before implementing.  Personal experience forced me to seek out available training for Adobe Captivate so that I could produce appropriate level eLearning products for graduate program and at my first job as an instructional designer.

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Reference

Leggatt, S. (2016). Overcoming the Barriers of Distance: Using Mobile Technology to Facilitate Moderation and Best Practice in Initial Teacher Training. Journal Of Further And Higher Education, 40(3), 432-446.

Meyer, P. (2015). Fostering Change. HR Magazine, 60(6), 60-61.

Minott, M. A. (2015). Teaching tasks and the composition of a 'piece' using music technology in the classroom: Implications for the education and training of teachers. Journal Of Music, Technology & Education, 8(3), 261-272. doi:10.1386/jmte.8.3.261_1

Noe, R. A. (2013). Employee training and development (6^th ed.). New York, NY: McGraw Hill.

Wheelock, A & Merrick, S. (2015). 5 virtual worlds for engaged learning. Retrieved from https://www.iste.org/explore/articleDetail?articleid=395.

Needs Assessment prototype for Graphicstock.com

www.Graphicstock.com

My goal here is to provide a window into how I would go about conducting a needs assessment which would drive a training program.

Stakeholders to seek buy-in from:

GraphicStock customers who have an account—church website developers, personal websites, blog sites
GraphicsStock graphic designers and/or graphic contributors
GraphicStock photographers and/or photo contributors
GraphicsStock web design team
GraphicsStock blog writers
GraphicsStock support team (IT department)

Questions to ask during each phase

Organizational -- Is there a consensus among the management that training is needed? Where does training fit in the budget?  What did you spend on training last year? What resources do you currently have at your disposal? Are you out-sourcing any of your training; if so, what is it?

Person --   For Management: What level of understand are you requiring from your employees: introductory, intermediate, advanced?  Who needs the training? Are there any performance issues to address?  For the employees: Do you feel anything is missing as it relates to your continued development? 

Task Analysis -- What are the duties and tasks completed on a daily, weekly, monthly basis? Assuming they do in house training: What are the goals and learning objectives for each course provided?  Outsourcing training: Do you have the course goals and learning objectives? 

Documents/Records

Vision for the company, mission statement for the company 

Goals for each section

Information identifying in-house and/or outsourcing training

Mandatory and optional training

Techniques to Utilize for Information Gathering

Questionnaires for the customers to determine if they are receiving the products GraphicStock indicates they provide.
Interviews with management, individually and as a group to determine what is perceived as needing training
Focus groups – Web design team, blog writers; in-house graphic designers and photographers ---provide opportunity to collectively identify training gaps by documenting duties and tasks


As you can see, an effective needs assessment takes looking into the entire organization, understanding the goals and vision, who the customers are, and how organization does business. In addition, identifying gaps in existing training (even if comes from outsourcing), and then providing a report that brings everyone on board to develop a new training program.

Reference

Noe, R. A. (2013). Employee training and development (6^th ed.). New York, NY: McGraw Hill.

Stolovitch, H. D. (2011). Telling ain't training: updated, expanded, and enhanced, 2^nd edition. American Society for Training and Development.

The Truth About Training--It's Not Only In the Classroom

Here's a hypothetical elevator speech to convince a supervisor that training is still an important asset in the organization.

Mike let’s talk training. Be honest, are you an expert with the Microsoft Office Suite, or do you know all the ins-and-outs with the passport software application, and do you have the time to spare to help your folks when they need it?  

Training doesn’t always occur in the classroom.  Effective training also occurs in informal settings, while still influencing employee performance improvement (Matthew, 2103).  We help you make your job easier; we ensure we are in line with your office vision and effort.

How about job aids, eLearning videos, or one-on-one time. We can individualize based on you or your employee’s needs, focus specifically on the need at hand, chunk the information into bite size morsels with less impact to the daily mission (Neal & Hainlen, 2012).

We take the time to become the experts with the software and develop methods to enable your folks to immediately apply what they’ve learned.

Consider this, the cost when Joe asks John how to do something in MS Word after struggling himself, taking John away from his work, in reality, both are taken from their work. Top that, with the realization of the bad habits Joe picks up from John, costing even more time, and money.

Think about it.

Click below to see the link to the audio file

Truth About Training Elevator Speech









Reference

Matthews, P. (2013). Informal learning at work: How to boost performance in tough times. Milton Keynes: Three Faces Publishing.

Neal, B., Hainlen, L., & American Society for Training and Development. (2012). Designing for informal learning. Alexandria, VA: ASTD Press.