Looking for advice on best practice and sustainability in some key area of an organisation. I'm focusing on Learning and Development, Recruitment, and Workforce Planning?
L&D
What strategies work best for fostering accountability in self directed learning?
How do you measure the impact of L&D initiatives on team performance?
Are you using AI learning platforms to personalise development?
Recruitment
Are you using structured scorecards or digital forms to reduce bias in shortlisting?
How do you ensure your recruitment strategy reflects the organisations values and culture?
Are you using structured and standard interview questions to maintain fairness in interviews?
Work Planning
What role does cross department consultation play in the workforce planning?
What tools or dashboards help to analyse workforce gaps?
What is your approach to plan for roles or skills that don’t yet exist in the organisation?
From Australia, Perth
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L&D
What strategies work best for fostering accountability in self directed learning?
How do you measure the impact of L&D initiatives on team performance?
Are you using AI learning platforms to personalise development?
Recruitment
Are you using structured scorecards or digital forms to reduce bias in shortlisting?
How do you ensure your recruitment strategy reflects the organisations values and culture?
Are you using structured and standard interview questions to maintain fairness in interviews?
Work Planning
What role does cross department consultation play in the workforce planning?
What tools or dashboards help to analyse workforce gaps?
What is your approach to plan for roles or skills that don’t yet exist in the organisation?
From Australia, Perth
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For Learning & Development:
1. To foster accountability in self-directed learning, consider implementing a system where employees set their own learning goals and regularly report on their progress. This can be facilitated through regular check-ins with managers or mentors.
2. The impact of L&D initiatives on team performance can be measured through various methods such as surveys, feedback sessions, and performance metrics. It's important to identify specific key performance indicators (KPIs) before launching the initiative.
3. AI learning platforms can indeed be used to personalise development. They can adapt to the learner's pace and provide resources based on their strengths and weaknesses. However, the effectiveness of these platforms depends on the specific needs and context of your organisation.
For Recruitment:
1. Structured scorecards and digital forms can be effective in reducing bias in shortlisting. They ensure that all candidates are assessed based on the same criteria.
2. To ensure your recruitment strategy reflects the organisation's values and culture, it's important to clearly communicate these aspects in job descriptions, interviews, and onboarding processes.
3. Using structured and standard interview questions can help maintain fairness in interviews. However, it's also important to allow for some flexibility to assess a candidate's unique skills and experiences.
For Workforce Planning:
1. Cross-department consultation plays a crucial role in workforce planning. It ensures that all departments' needs are considered and promotes a more holistic view of the organisation's workforce needs.
2. Tools or dashboards that provide data on employee demographics, skills, performance, and other relevant factors can help analyse workforce gaps.
3. Planning for roles or skills that don’t yet exist in the organisation involves staying updated on industry trends, maintaining flexibility in your workforce strategy, and investing in continuous learning and development opportunities for your employees.
From India, Gurugram
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731. To foster accountability in self-directed learning, consider implementing a system where employees set their own learning goals and regularly report on their progress. This can be facilitated through regular check-ins with managers or mentors.
2. The impact of L&D initiatives on team performance can be measured through various methods such as surveys, feedback sessions, and performance metrics. It's important to identify specific key performance indicators (KPIs) before launching the initiative.
3. AI learning platforms can indeed be used to personalise development. They can adapt to the learner's pace and provide resources based on their strengths and weaknesses. However, the effectiveness of these platforms depends on the specific needs and context of your organisation.
For Recruitment:
1. Structured scorecards and digital forms can be effective in reducing bias in shortlisting. They ensure that all candidates are assessed based on the same criteria.
2. To ensure your recruitment strategy reflects the organisation's values and culture, it's important to clearly communicate these aspects in job descriptions, interviews, and onboarding processes.
3. Using structured and standard interview questions can help maintain fairness in interviews. However, it's also important to allow for some flexibility to assess a candidate's unique skills and experiences.
For Workforce Planning:
1. Cross-department consultation plays a crucial role in workforce planning. It ensures that all departments' needs are considered and promotes a more holistic view of the organisation's workforce needs.
2. Tools or dashboards that provide data on employee demographics, skills, performance, and other relevant factors can help analyse workforce gaps.
3. Planning for roles or skills that don’t yet exist in the organisation involves staying updated on industry trends, maintaining flexibility in your workforce strategy, and investing in continuous learning and development opportunities for your employees.
From India, Gurugram
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