Five Ways to Improve Learning With Performance Management

The convergence of learning and performance management creates an opportunity to diagnose and prescribe ways to better develop critical talent. By integrating learning and performance, organizations can more easily identify workforce trends in a more predictive manner, target organizational capability gaps, and enhance connections to build alignment with the business needs.Whether the integration of learning and performance is driven by the organization’s learning group or HR, both groups need to know how to take advantage of this convergence. This paper describes five ways that performance management can improve training initiatives:
Producing development plans that work
Improving leadership development programs
Making learning opportunities more visible
Aligning the training department to organizational needs
Making learning and human resources more strategic
Introduction: Integrating learning and performanceWhen it comes to retaining critical talent, managing succession plans, and giving employees the skills they need to succeed, learning management and performance management processes need to converge.Taking the paper out of the paperwork may be reason enough to automate performance management, but Human Resources (HR) can use performance management to maintain a strong workforce and manage talent to drive top-line performance and competitive advantage. With career and succession planning tools organizations can reduce employee turnover and maintain a strong, productive workforce.However, an organization also needs to complement performance management with learning management that enables workers to build competitive skills and helps align employee training and career goals with business goals. The convergence of learning and performance management can significantly help an organization get the most out its workforce by helping to:
Develop employees beyond assessments with immediate, actionable development
Retain critical talent, develop leaders, and reduce turnover
Control succession risk and reduce the cost of turnover
Align employee goals with the organization’s goals to optimize workforce productivity
Link merit-based compensation to employee performance
Automate performance and development activities and reduce administrative hassles
Whether the integration of learning and performance is driven by the organization’s training group or HR, both groups need to know how to take advantage of this convergence, and in particular, how the training group can improve training initiatives with performance management.The following are five ways that training can use performance management to help create a true talent development framework.1. Producing development plans that workMost organizations struggle to adopt development plans managed independently through the Learning Management System (LMS). When performance management is automated and tied into the learning process, organizations and employees alike are more likely to buy into the integrated development plan. The development plans align directly with the organization’s goals and are therefore linked to the company’s overall strategy. Employee engagement in prescribed learning is certain to improve when employees see how this development ties directly to their performance evaluation and merit considerations.2. Improving leadership development programsLeadership development is one of the most popular learning initiatives – and for good reason. Demographic shifts, increasing employee turnover, and increased specialization in the workplace all contribute to significant talent shortages. Performance management, equipped with career and succession planning tools, provide the diagnostics to zero in on the job functions and targeted individuals that need leadership development the most.Performance management tools help the learning group systematically develop an organization’s critical talent. They can complement generic leadership development programs by helping to account for roles, flight risk, and potential.3. Making learning opportunities more visibleIn most organizations, the LMS is just one of countless other applications employees need to use. Engaging employees to log in and look around can be a challenge.However, an unanticipated benefit realized by Learning customers who have integrated performance and learning is a significant increase in the number of individuals who sign up for optional courses.Once mandatory processes are tied directly to salary increases, LMS usage numbers start to increase. As aspiring employees focus on competency gaps and individual development plans, they spend more time developing career plans with unsolicited development opportunities.4. Aligning training more to organizational needsIn many organizations, budgets allocated for learning and development are among the first to be cut during a recession. An effective way for a training group to change this fact is to prove how training programs directly relate to organizational strategy.With integrated performance management, talent development professionals can see precisely which development is needed most. Aggregated review data, showing competency gaps and aligned strategic initiatives, highlight the areas where learning and development groups should focus. It thus becomes easier for the training group to justify the significance of talent development within the organizational strategy. Many companies that have integrated learning and performance have been able to drastically improve their ability to forecast for and anticipate formal development needs.5. Linking training and HR for strategic valueWhen learning and performance functions converge to create a true talent development framework, both functions benefit by becoming more relevant to supporting the organization’s critical strategy.Traditional organizational development activities important to the business, such as managing mandatory compliance and certifications, are improved by automated tracking and reporting. But there are other strategic areas of the business that need strong formal and informal learning. These include many pressing talent management issues: retaining critical talent, managing succession plans, and giving employees the skills they need to succeed.Truly actionable talent development is only feasible when performance management and learning management converge.Conclusion: Applying the benefits of integrated learning and performanceThe convergence of learning and performance management creates an opportunity to diagnose and prescribe ways to better develop critical talent. Strategic integration enables organizations to more easily identify workforce trends in a more predictive manner, target organizational capability gaps, and enhance connections to build alignment with the business needs. The integration enables organizations to put together actionable leadership development programs for key employees, so they’ll be better prepared for promotion.Learning management system (LMS) solutions are part of our industry-leading unified talent development software suite, which helps organizations build a complete platform for developing more competitive employee skills. Training organizations can take advantage of our complete, best-of-breed talent development solution to make their businesses better – by making the employees better.

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How to Make Your Shop Decor Shout

Decorating the walls of your shop. The first thing you need to attack is the walls. A bare wall gives out one simple message…which is blank. In fact, without proper office or shop décor on the walls, it makes the place very unwelcoming and dull. Who do you think would walk into a shop that has bare walls that sings an uninviting song? To entice your customers to walk into your shop and purchase something from your shop, you’ll need to use the right color for the walls…some shade or color that attracts the right customers. If you want the walls décor to give out a warm and welcoming feeling, you can use a darker shade; on the other hand, if you want to make your customers feel happy to be in the shop, color your walls with a lighter shade. Then use some clever slatwall panels to decorate and display your products.

Give your shop décor an alive feel. Apart from decorating the shop’s walls, you’ll have to add plants into the shop décor as well. Having a couple of potted plants will instantly give the place an ‘alive’ feel and your staff and the people who walk into your shop will feel less removed from the outside world. Each type of plant gives out different signals, so play with the type of plants that you use to decorate your shop. If it’s within your budget, assign someone to come into your shop to work out the décor and accentuate the placement of the plants with lighting. Having plants as part of your shop décor can be tricky, though because plants require maintenance. However, you can hire people to take care of your plants for you or you could actually ‘rent’ the plants for your office décor.

Don’t mix and match concepts and furniture in your shop. Maintain a consistent look throughout your shop’s décor. It would give the customers a very mix-and-match feel when they walk into your shop when the furniture don’t match. For instance, you can’t very well decorate your shop with an antique piece together with a modern looking sofa in your shop. It would give the customers a really odd feeling. What you want to avoid with your shop décor is to give it a ‘thrown together’ feel…you want it to shout, CLASS ACT instead of ‘last minute thrown in together’.

Clear the clutter. And of course, just as any professional shop décor artiste or designer can tell you, clutter is an absolute no-no. It’s been said before so keep this clear in your mind…a clear desk clears the head even before you sit down and start your work. This principle applies to your shop décor. Keep things that should not be seen in your shop tucked away in a storeroom…for instance, stuff that you don’t use very often or products that you don’t intend to sell. Don’t leave boxes of products lying strewn all over the place. Ask your staff to regularly check and rearrange the products on the display areas, the desk, the slatwall display unit and of course, the walls. Some customers tend to pick up products and then leave them somewhere they don’t belong. Your staff should make it a point to return the item back to where they belong.