Hello Friends!
Training, Development, & Education (TED) are the tools that help to develop the learning capacity of employees and, hence, the organization.
The line manager should regularly review the performance of those individuals for whom they are responsible. This is usually done during the appraisal interview, but if this only occurs once a year, it is insufficient and should be more frequent.
Enclosed is the questionnaire that can be considered to provide insights into areas of learning needs.
Organizational Danger Signals
There are a variety of danger signals that indicate a need for increased learning opportunities within an organization. However, we may be so accustomed to seeing some of these signals that we do not recognize their importance or believe that someone else is taking responsibility for them. Signs that an organization is facing difficulty are not always apparent, especially for those working within the organization who are too close to the problem. Run the rule over your organization to identify danger signals that indicate a need for new and different learning interventions. These danger signals include:
- Increased customer complaints
- A rise in workplace accidents
- Higher absenteeism
- Lower sales
- Increased scrap rates/reworking
- Lower performance than competitors
- Low plant utilization
- Low staff performance
- High staff turnover
- Poor financial indicators
- Low morale
- Problems with suppliers
- Benchmarking figures do not match or exceed competitors
- Non-productive friction between departments
- Non-productive friction between employees, especially managers
When it comes to learning and development, one cannot impose a program, as it will not be productive. The need must be generated from inside the organization, which means surveying the organization.
Celebrate Life!
~Meenakshi~
Training, Development, & Education (TED) are the tools that help to develop the learning capacity of employees and, hence, the organization.
The line manager should regularly review the performance of those individuals for whom they are responsible. This is usually done during the appraisal interview, but if this only occurs once a year, it is insufficient and should be more frequent.
Enclosed is the questionnaire that can be considered to provide insights into areas of learning needs.
Organizational Danger Signals
There are a variety of danger signals that indicate a need for increased learning opportunities within an organization. However, we may be so accustomed to seeing some of these signals that we do not recognize their importance or believe that someone else is taking responsibility for them. Signs that an organization is facing difficulty are not always apparent, especially for those working within the organization who are too close to the problem. Run the rule over your organization to identify danger signals that indicate a need for new and different learning interventions. These danger signals include:
- Increased customer complaints
- A rise in workplace accidents
- Higher absenteeism
- Lower sales
- Increased scrap rates/reworking
- Lower performance than competitors
- Low plant utilization
- Low staff performance
- High staff turnover
- Poor financial indicators
- Low morale
- Problems with suppliers
- Benchmarking figures do not match or exceed competitors
- Non-productive friction between departments
- Non-productive friction between employees, especially managers
When it comes to learning and development, one cannot impose a program, as it will not be productive. The need must be generated from inside the organization, which means surveying the organization.
Celebrate Life!
~Meenakshi~
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