Posted By Bob Duthie
A white paper by Gary Lear along with his new book The Seven Elements of High Performance sheds some new light on organizational development and employee retention. Gary’s years of research shows that the human side of business is what counts the most.
- How do you get employees engaged?
- How do you get employees to see their work as meaningful?
- How do you get them to look forward to coming to work, and have pride in their work and company?
It’s about building trust and personal responsibility. That means sharing information about the company, its brand, and products and services. High performance starts with hiring. A well designed on boarding process is essential for new employees and starts even before the first day. The company’s brand begins with its website and continues with the training sessions, elearning programs, and interfacing with supervisors, managers, and fellow workers. For more read a white paper by Gary Lear.
Posted By Bob Duthie
February 24, 2010 – 2:44 pm
Studies by Watson Wyatt showed that companies that provided any more than the basic technical skills to do the job saw a decrease in training’s ROI and no impact on high performance. Why? Many of the companies surveyed had high turnover. Thus employees were not retained on the job, so there was little point in giving them more training. Before building an effective training plan, it is essential to reduce turnover. For more read a white paper by Gary Lear.
Posted By Bob Duthie
February 22, 2010 – 8:00 am
In my opinion it is the trainer that is constantly travelling to their customers’ sites and giving the same short course over and over. For example, when a company signs up for a 401K program or a new health insurance plan, the agency sends out a trainer to give a one hour training program to about 10 people at a time. The travel and repetition can burn out many trainers within 2 years. Self-paced online training can be a much more effective means to deliver this kind of training. Employees can take the training at any time, and just-in-time when the knowledge is needed. New employees that missed the agency trainer can be properly trained. The trainer can now focus their efforts on training tasks with higher ROI.
Posted By Bob Duthie
February 8, 2010 – 8:00 am
bytes of knowledge recently moved into a new facility with a state of the art telephone system. All of us had been trained for many years to key 9 before calling an outside phone number. How often do you have to dial 9 on your cell phone? Never; phone system designers have determined that with a smarter office phone system there is no need to dial 9. Of course all of us have to be trained on how to use this new system with its many time saving features. Guess what, eLearning is the best way. No big meeting was held and no one had to take time from their job to show a co-worker how to use the system. An eLearning program with simulation was already available having been developed early in 2009 by the eLearning division staff for our Dalcon Communications VoIP phone system.
Posted By Bob Duthie
January 22, 2010 – 8:00 am
Weak technology is one reason. Slow response times will turn off learners faster than almost anything else. If it takes more than 3 seconds for the computer to respond after an interaction, users will give up. There are many aspects to technology but hardware, network, and software must all be considered. The LMS (Learning Management System) must be intuitive and allow easy location of desired courses. Courses must startup with out delay and have bookmarks that allow and easy return when the learner is interrupted. Navigating the course must obvious and follow accepted conventions. The course must appeal all types of adult learners with sound, visuals, and kinesthetics.
