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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Examples of Web-Based Technologies for Performance Management
A web-based system, method, apparatus, and software enables the capture, integration, filtration, aggregation, and collaboration of corporate performance-related data from unlimited sources, including at least one local system, as well as manual data entry. It organizes corporate performance-related data into unlimited metrics and prepares an interpretation of the data. The system provides interactive, online access, ensures security at all times—during transit, presentation, querying, and storage—and maintains a historical audit trail. It also offers secure archival of corporate performance-related data and support materials, and facilitates communication with individuals for performance evaluation and improvement related to corporate performance. The system may be securely hosted and accessed by an unlimited number of authorized users from anywhere in the world via any Internet connection.
Impact of Web-Based Technologies on Training and Development
Conventional 'training' is required to cover essential work-related skills, techniques, and knowledge. Much of this section focuses on taking a positive, progressive approach to traditional 'training'. Importantly, the most effective way to develop people differs from conventional skills training, which many employees regard 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 to enable learning and personal development, with all that this implies. Once you've covered the basic work-related skills training, focus on enabling learning and development for people as individuals. This extends the range of development far beyond traditional work skills and knowledge, creating far more exciting, liberating, and motivational opportunities for both people and employers.
Organizations are rightly facing great pressure to change these days—to facilitate and encourage whole-person development and fulfillment beyond traditional training.
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From India, Ghaziabad
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A web-based system, method, apparatus, and software enables the capture, integration, filtration, aggregation, and collaboration of corporate performance-related data from unlimited sources, including at least one local system, as well as manual data entry. It organizes corporate performance-related data into unlimited metrics and prepares an interpretation of the data. The system provides interactive, online access, ensures security at all times—during transit, presentation, querying, and storage—and maintains a historical audit trail. It also offers secure archival of corporate performance-related data and support materials, and facilitates communication with individuals for performance evaluation and improvement related to corporate performance. The system may be securely hosted and accessed by an unlimited number of authorized users from anywhere in the world via any Internet connection.
Impact of Web-Based Technologies on Training and Development
Conventional 'training' is required to cover essential work-related skills, techniques, and knowledge. Much of this section focuses on taking a positive, progressive approach to traditional 'training'. Importantly, the most effective way to develop people differs from conventional skills training, which many employees regard 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 to enable learning and personal development, with all that this implies. Once you've covered the basic work-related skills training, focus on enabling learning and development for people as individuals. This extends the range of development far beyond traditional work skills and knowledge, creating far more exciting, liberating, and motivational opportunities for both people and employers.
Organizations are rightly facing great pressure to change these days—to facilitate and encourage whole-person development and fulfillment beyond traditional training.
Regards
From India, Ghaziabad
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Training on effective Performance Management.pdf
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