What are some examples of web-based technologies you use to manage performance? And what is the impact of web-based technologies on the training and development function in your organization?
These questions are part of the assignment of Paper VIII of ISTD.
From Singapore, Singapore
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2These questions are part of the assignment of Paper VIII of ISTD.
From Singapore, Singapore
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What are some examples of web-based technologies you use to manage performance?
A web-based system, method, apparatus, and software that enables capture, integration, filtration, aggregation, and collaboration of corporate performance-related data from unlimited, but at least one local system, as well as manual data entry; organization of corporate performance-related data into unlimited, but at least one corporate performance-related metric; preparation of an interpretation of the data; provision for interactive, on-line access to the system; provision for security at all times in transit, as presented, when queried and as stored; a historical audit trail; secure archival of corporate performance-related data and support materials; and provision to communicate with individuals for performance evaluation and improvement as it relates to corporate performance. The system may be securely hosted and accessed by an unlimited number of authorized users from anywhere in the world from any Internet connection.
What is the impact of web-based technologies on the training and development function in your organization?
Conventional 'training' is required to cover essential work-related skills, techniques, and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'.
Importantly, however, the most effective way to develop people is quite different from conventional skills training, which, let's face it, many employees regard quite negatively. They'll do it, of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies.
So, as soon as you've covered the basic work-related skills training that is much described in this section - focus on enabling learning and development for people as individuals - which extends the range of development way outside traditional work skills and knowledge and creates far more exciting, liberating, motivational opportunities - for people and for employers.
Rightly, organizations are facing great pressure to change these days - to facilitate and encourage whole-person development and fulfillment - beyond traditional training.
From India, Ghaziabad
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A web-based system, method, apparatus, and software that enables capture, integration, filtration, aggregation, and collaboration of corporate performance-related data from unlimited, but at least one local system, as well as manual data entry; organization of corporate performance-related data into unlimited, but at least one corporate performance-related metric; preparation of an interpretation of the data; provision for interactive, on-line access to the system; provision for security at all times in transit, as presented, when queried and as stored; a historical audit trail; secure archival of corporate performance-related data and support materials; and provision to communicate with individuals for performance evaluation and improvement as it relates to corporate performance. The system may be securely hosted and accessed by an unlimited number of authorized users from anywhere in the world from any Internet connection.
What is the impact of web-based technologies on the training and development function in your organization?
Conventional 'training' is required to cover essential work-related skills, techniques, and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'.
Importantly, however, the most effective way to develop people is quite different from conventional skills training, which, let's face it, many employees regard quite negatively. They'll do it, of course, but they won't enjoy it much because it's about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies.
So, as soon as you've covered the basic work-related skills training that is much described in this section - focus on enabling learning and development for people as individuals - which extends the range of development way outside traditional work skills and knowledge and creates far more exciting, liberating, motivational opportunities - for people and for employers.
Rightly, organizations are facing great pressure to change these days - to facilitate and encourage whole-person development and fulfillment - beyond traditional training.
From India, Ghaziabad
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Training on effective Performance Management.pdf
Training-develo pment-performan ce-appraisal.pp t