Not our job

E-Learning Provocateur

We’re all on the same team, so why am I denied the visibility of the information I need to do my job? I contend the following: It’s the job of the implementation team to ensure the platform is implemented properly. It’s the job of the C-suite to justify their strategy.

Job 241

From Training To Performance: Bridging The Gap

Dashe & Thomson

What Is the Disconnect Between Training and On the Job Performance. Performance Improvement Leadership Performance Support Employee Training and Performance Remote Onboarding Learning and Development Training Approach Diversity and Inclusion Hybrid Workforce Company Culture


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Team Performance Consulting for Increased Productivity

Infopro Learning

However, these rapid transformations can disrupt employee performance. Outsourcing performance management services is one-way industry leaders are facilitating successful workplace transformations. Identifying Performance Issues. 4 Most Common Causes of Poor Team Performance.

Learning or Performance Strategy

Clark Quinn

Of late, I’m working in a couple of engagements where the issue of learning and performance strategy have come up. So here are some reflections on whether to use learning or performance strategy as an organizing concept. Thus we focus on job aids and examples.

Minimum Essential Requirements for Creating Evidence-Based Training

Most training and education professionals consider the holy grail of learning to be programs that are "proven effective," or at least "evidence-based." But how does one create a program that meets these lofty goals? This article dives into the data to answer that question, and returns with a four-part methodology for achieving measurable on-the-job performance improvement.

Designing job-aids

ID Mentors

What can we learn from this example that we can apply to the design of job-aids? Simply put, the process of designing a good job-aid involves complex decision-making and depends upon the instructional designer’s understanding of the material and the target audience. Designing a job-aid.

Job 79

Performance Support and Bad Design

Clark Quinn

Here’s a story about where performance support would’ve made a task much easier. The other day, I had a classic need for performance support. So here’s a cognitive story about when and where a job aid would help.

Performance Consulting Increases the Impact of Training and Learning

Infopro Learning

The way we conduct business today has evolved; however, one thing has remained constant: good or bad employee performance. Fortunately, the approach to solving performance issues has progressed too by learning from mistakes, finding solutions, applying strategies, and training employees.

Performance Support – Your GPS for Work


Performance Support- Your GPS for Work. It’s my first day of work at my first office job. What is Performance Support? Performance Support is defined as guiding or training your employees in the moment they are doing work. Performance Support can take many forms.

Digital job aids supercharge your performance support strategy


Our digital job aids tips will help supercharge your performance support strategy, improve efficiency, and, ultimately, help your employees do their jobs better

2021 Third-Party Recruiting Benchmark Report: Industry Trends in Critical Hiring

From employer and recruiter performance and timelines, to a look at the top industries as far as job volume, salaries, and more, our annual report is one that talent professionals look forward to each year – now more than ever.

How To Design, Integrate, And Deliver Job Aids To Increase Learner Engagement And Drive Performance

Dan Keckan

Job aids address this gap and enhance job performance. In this article, I outline the aspects of designing and deploying job aids to increase engagement and job performance. Employee Performance Employee Training Learner Engagement Performance Support Tools

Job Aids 101

InSync Training

Recently, Russ Powell and Joe Halpin, the founders of Peregrine Performance Group , believe, “One of the most effective ways to build training is to focus on performance, build a job aid, and build the training around it.” But what counts as a job aid? This blog will cover the basics of job aids, as Russ and Joe shared during their recent Virtually There event How to Recognize and Create Damn Good Job Aids. Virtually There session recap.

Job 116

Seeing is Believing- How to Confirm Your Workers Can Perform Their Jobs


It’s another thing to determine if employees gained and retained the critical knowledge they need and can perform their physical job tasks well. However, these methods don’t address one critical issue: can workers perform their jobs correctly?

Performance-focused blended learning for Tellers

Actio Learning

In one example of inconsistency, training delivered in existing locations varied from the training provided to new branches, resulting in significant disparities in performance, quality, and business results.

How Healthy is Your Learning Program? Protect the Physical and Mental Health of Your Learners With These Insights From Neuroscience

Speaker: Margie Meacham, Chief Freedom Officer of Learningtogo, LLC

In the past year and a half, many organizations have had to pivot their instruction infrastructure, seeking to keep learning alive by embracing online and virtual approaches. Join Margie Meacham, Chief Freedom Officer of Learningtogo, LLC, for this illuminating discussion on how to assess the health of your elearning program, to protect the physical and mental health of your learners.

Closing the Job-Skills Gap

The Performance Improvement Blog

Governor Rick Snyder of Michigan, like all state governors, is grappling with closing the gap between thousands of high-paying job openings and a shortage of workers to fill those jobs. The Gov’s talent development plan has five key components : Emphasizing competencies over academic performance. If the workplace culture is hostile and not conducive to people doing their best work, they will feel alienated and either stay and perform poorly or they will leave.

Job 100

Leadership Development– Strategies to Enhance Remote Workforce Performance

Infopro Learning

But when it comes to performance, remote workforce targets can be achieved through the right leadership development strategies. Rather it requires extensive leadership skills to engage remote workers in a way that they can deliver excellent performance.

An Advanced Program for High-Performing Bankers

Actio Learning

Recognizing that not all bankers could work with this more sophisticated type of client, the bank wanted a training program for a select group of top-performing salespeople. The Solution Actio started by designing the bankers' future-state performance expectations to achieve those goals.

5 Strategies To Support The Application Of Learning On The Job And Improve Employee Performance

Dan Keckan

Training must enhance employee performance. Employee Performance Employee Training Just-In-Time Learning Skills DevelopmentFormal training alone can’t achieve that without measures for knowledge improvement, practice, peer learning, and feedback.

6 Tips for Reducing the Complexity of Custom eLearning Development

Complicated eLearning projects can be daunting to develop and manage, with many pieces, varied needs and expectations, and limited resources. Learn from an experienced eLearning provider how to simplify the process by adhering to these 6 strategic tips. Make your next big project a walk in the park.

The relationship between learning and performance support

E-Learning Provocateur

Jane is a renowned advocate of performance support in the workplace, and I wonder what she’ll make of my latest musing. While much of Jane’s work exposes the difference between training and performance support – and implores us to do less of the former in favour of the latter – my post here does not. Instead, I intend to explore the relationship between learning and performance support , with the former considered in its informal context.

Performance Consulting: The L&D Solution You Didn’t Know You Needed

Infopro Learning

As we move forward into the new year, many businesses are looking for ways to improve employee performance. One of the best strategies your organization can use that is often overlooked is working with a performance consultant. They can accurately measure performance gaps.

Chief Culture Officer: Job Description, Salary & ROI


On the other hand, an HR specialist arranges employee benefits such as paid vacation, medical insurance, or performance bonuses. Their job starts with assessing the organizational culture. McKinsey suggests that culture plays a vital role in high-performing organizations.

Job 83

The ‘Jobs-to-be-Done’ approach: empathy that matters for learning eXperience design


The ‘Jobs-to-be-Done’ approach: empathy that matters for learning eXperience design. The ‘Jobs-to-be-Done’ (JTBD) approach is a framework that has its origins in marketing and innovation. Be aware of the functional jobs that people want to get done.

Job 82

Agile Microlearning Explained

further by continuously modifying the training plan to adapt to the performance of the learner. OttoLearn performs continuous assessment through. training plan to adapt to the performance of the learner. on their job requirements. COGNITIVE SCIENCE BEHIND OTTOLEARN v1.1

The right tool for the job

Technology Enhanced Learning Blog

From Seth Godin’s blog, he wrote about the right tool for the job. I do understand how this happens, an idea on how to use something new needs investigation and testing, but obviously there is a need to perform some proper due diligence on this.

Job 89

4 On-the-job Training Methods for Skilling Employees


It’s hardly surprising that employee discontent will rise and adversely affect performance. On-the-job training (OJT) is the perfect strategy to improve employee skills to become more productive and efficient. What is the need for on the job training?

Crucial Job Satisfaction Factors To Consider For Your Workforce

Dan Keckan

Many organizations concentrate on the usual job satisfaction factors, like hourly pay and health benefits. Of course, job candidates look for these perks when applying for positions.

Training, Job Shock, and Performance

Actio Learning

When employees complete training, head back to the job, and are surprised by the velocity, complexity, or volume of work, they’re experiencing job shock. Job shock results when training lacks real world context or inadvertently misleads them about the work itself. What are some symptoms of job shock? Here are three examples that highlight the difference between enablers and performance.

Developing a Results Driven Curriculum

PA G E 1 0 3 Define the performance goals and. Define the performance goals and barriers. performance goals and any barriers that need to be. do their job efficiently; and in doing so, keep the morale high and turnover low. range, job, and location. performance.

Managers Managing Minds: Their 21rst Century Job

The Performance Improvement Blog

You suddenly realize that your company is the collective brainpower that comes back every morning, and your job is to enable these brains to be as smart and as effective as possible because that’s your corporate IQ. And your job is to make the company smarter by helping those brains grow smarter every day. [The following is an excerpt from a book I am writing with David Grebow --working title Managing Minds. We'd like to know what you think.]. Imagine the following.

Job 136

Competency Based Learning for Higher Job Performance


Higher Job Performance and Learning Personalization through Competency Based Learning. Businesses are able to design learning programs for prospective and current employees that help develop the competencies necessary to excel at their intended jobs.

Job 52

On The Job Training

Ed App

This is because, oftentimes, it’s easier to learn something when you can see it being performed and when given the opportunity to do it yourself after. This is exactly what on the job training entails and is a real-world application of this theory. What is on the job training?

Job 52

Performance Management is Broken

The Performance Improvement Blog

What is intended to pass for performance management in too many organizations today is the annual compulsory performance review. To label this a “performance management system” is to give the process much more credit than it deserves. A perfunctory meeting between a manager and employee once a year to review a standard rating sheet that lists competencies and goals that are probably no longer relevant is not a performance management system.

Don't Use SAT Scores for Job Hiring

The Performance Improvement Blog

I was surprised (closer to shocked)to read that McKinsey & Company, Bain & Company , Goldman Sachs and other companies are using SAT scores to screen job applicants. First of all, job applicant screening is not the purpose for which the test was designed. And the third reason is that test scores are just not good predictors of workplace performance, unless, of course, the job task is to do well on tests. The best predictor of job performance is job performance.

Score 152

Job Aids and Performance Support

Allison Rossett

Tweet Allison Rossett and Lisa Schafer’s book: Job Aids and Performance Support: Moving Knowledge in the Classroom to Knowledge Everywhere. Books Publications Mobile Learning Performance Supportlink].

Stop Hiring a Coach to Do a Manager’s Job

TLNT: Training and L&D

One coach shared an in-depth experience that began like this: Coaching & Mentoring Competencies Evaluations, Reviews & Appraisal Motivation Performance Management Talent Management Workplace Relationships Featured

Performance Objective Pitfall

Innovative Learning Group

If you’ve worked with me recently and turned in performance or learning objectives starting with “Describe…” you’ve most definitely gotten feedback from me questioning your choice. Well, it’s always about Performance First. And when Innovative Learning Group says Performance, we mean the performance of people; helping employees do their jobs more effectively. Be Pitfall Harry relentlessly searching for bigger treasures in the Performance-First jungle.

Aligning Performance with Results

Your Training Edge

Aligning performance with results can be achieved with a few overarching steps. By doing this, each person will be clear what his or her role is – and you can truly measure and adjust the organization’s performance at regular intervals. The first, and most obvious step you must take when aligning performance with results is to determine concrete results measurement. What are the current performance measurements for individuals in the organization?