End of The Year Evaluation: How’d Your Training Programs do in 2012?

There are only a few weeks left in 2012. Things are about to slow down in advance of the holiday season, so hopefully you can take advantage of this time and reflect upon the learning programs you implemented over the past year. Check out David Vance’s article on Chief Learning Officer’s website on why you should measure and evaluate.

For eLearning programs specifically, Marc Rosenberg recently wrote an insightful piece on “Testing Your eLearning Strategy” on Learning Solutions Magazine’s website.  Marc points out eight questions that instructional designers can ask themselves to help determine whether or not their eLearning strategy is solid.

One of key points Marc makes is that strategy should put you ahead of trends.  In an era where technology develops at a rapid pace, waiting until everyone else is on-board is simply too late. The key, Marc says, is to “jump in, get started, and prepare for continuous improvement.”

In other words, it’s important to remain flexible. That flexibility, however, must be balanced with commitment. He says trainers must remember to also balance expectations with resources and time.

If you run eLearning programs, check out Marc’s post, and run his eight-questions past your strategy. If you’re not confident in how your strategy stands up against his test, get started on revamping things. With a fresh year on the horizon, there’s no better time to start.

Keep learning,
Your friends at ISDNow

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When Your Go-To-Person is Gone!

Written by: Ryan McShane

Are you prepared if your “go-to employee” leaves?

We all have them – a go-to-person in our organization. You know the one.  We call on them when no one else can (get ‘r done) and when we need it done yesterday.  And… we do this often.

So, what happens when your “go-to” is gone? When he or she has decided to retire or move to greener pastures?

This is the nightmare companies are now beginning to face, whether due to a down economy and subsequent lay offs or through baby boomer retirements.

Either way, it is happening. Companies are left wondering who they are going to “go-to” now.  Poor economy or not, we cannot leave our customers waiting.

A few years ago, we recognized that most persons at the Administrative table and other levels of senior management had a number of years invested in the organization; they were of the Boomer or Veteran Generations.

Our concern turned to alarm after crunching the numbers.  In an organization of 230, 76 were eligible to retire within 5-10 years.  Of the 76, 80% were in management and upper-level management positions.

We had to reexamine everything!  Our recruiting and retention plan, our career and personal development systems, and our policies and procedures. Were they still serving us?

We knew the answer and it was an emphatic, NO!  We weren’t equipped.  But, not too much later, we were.  You see, this was a golden opportunity and we were fortunate enough to recognize it as such.

Within 12 months, the Agency had a knowledge management system in place, an internal coaching program, cross-training program, learning committee, and a recruitment/retention structure yielding goal and outcome oriented human resources.

As much as we would like to keep the “go-to” from going, we have to face reality.  These star people are eventually going to go. Their departure is just a matter of time.  The question is do we have the systems in place to maximize their potential, grow our bottom line and capture their institutional knowledge before they leave?

Ryan McShane is the Human Resources Officer for Baltimore County Department of Aging where he has created and implemented various Human Resource Development programs such as Knowledge Management, Knowledge Management for Project Management, The Continuous Learning Committee (CLC), career coaching and many other organizational development initiatives. Ryan is passionate about creating learning and workforce development initiatives that drive organizations to achieve their business potential through human capital.