Week 7 – Employee Development

Assignment Part One - Presentation: Based on your learning this week, develop a 5- to 7-slide PowerPoint presentation to your boss or to the head of human resources at your organization. Make a definitive case for a company-wide employee development plan. Be sure to make at least FIVE strong points about why employee development will be beneficial to the organization. Also include at least THREE types of employee development initiatives you are suggesting that the organization adopt. Lastly, be sure to reference one of the cases/examples from this week’s article, “Unleashing Positivity in the Workplace,” to help strengthen your case.

Employee Development Plan Presentation

References American Society for Training & Development. (2008). Learning’s role in employee engagement. An ASTD Research Study. Retrieved from http://www.astd.org. Employee Development. (2010). University of Minnesota, Office of Human Resources. Retrieved from http://www1.umn.edu/ohr/toolkit/development/index.html. Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill. Pace, A. (2010). Unleashing positivity in the workplace. Training and Development, 64(1), 40-44).

Assignment Part Two - Personal Development Plan: Write your own personal development plan designed for you specifically and post it on your blog. Include the following components in your plan: (1.) Four types of development (from this week’s Learning Resources) that you will advocate for your employer to provide you and/or that you will pursue on your own (for example, continuing your professional learning outside of the workplace) (2.) A rationale for each of your development ideas

Personal Development Plan

CAREER PLAN I am a partner in a training and development company with my sister. We are known for the integrity of our operations and the strength and power in which offer solutions to companies who are dealing with performance issues. SHORT-TERM GOALS (1-2 YEARS) BRIEF OVERVIEW Areas of Interest / Position Title Competencies / Skills / Knowledge Needed: (areas to develop) Training Manager Develop skills and work experience as an Instructional designer Performance Improvement Technologist Develop Skills and work experience in the following areas: • Conduct performance gap analyses • Analyze the structure of jobs, tasks and content • Analyze the characteristics of a learning/working environment • Indentify and implement performance improvement interventions and strategies • Evaluate performance improvement interventions LONG-TERM GOALS (3-5 YEARS) BRIEF OVERVIEW Areas of Interest / Position Title Competencies / Skills / Knowledge Needed: (areas to develop) CEO of Coaching For Power • Develop knowledge, skill and experience in all areas related to entrepreneurship and starting a business • Develop skills in marketing and networking • Develop additional skills in management • Continue to develop skills as a coach/consultant Renowned Motivational Speaker • Expand skills as a professional speaker • Develop skills in marketing and networking

Access to Developing Skills What forms of development will I pursue based on readings from this week’s resources Formal Education: Given my current position at my company and the lack of employee development offered by my company, pursuit of formal education will continue to be something I pursue on my own time. I anticipate that taking a few business courses especially geared around entrepreneurship and starting a business would benefit me in developing the knowledge needed to effectively start my own business. Transfer/Promotion: Imperative to my future as a CEO, I need to expand my skills in management and running a business as well as marketing. My current company is projected to experience exponential growth in the next six months. A transfer to the marketing division of my company or a promotion to Director of Sales would provide me new experiences and new levels of accountability. Enlist a Mentor: Finding a mentor who has been successful in management or has been successful in creating his/her own consulting company would be beneficial to my ongoing development. Noe (2010), states “mentors provide career and psychosocial support to their protégés (pg. 373). Initially, if I were to stay with my company and accept a promotion, I would be interested in finding a mentor who has been successful as a director. As I expand my capacities and pursue my ultimate goal of having my own company, a mentor or coach who has created a successful consulting company would be advantageous. Assessment Tools: There are a number of assessment tools that can be utilized to assess an individual’s strengths and weaknesses. In addition there are assessment tools which measure skills, personality types, motivation, work styles, oral communication skills, written communication skills, organizational ability, and leadership ability. I believe the use of some assessment tools would benefit me by offering me insight into what some of my strengths are, what some of my weaknesses are and which skills need further development and to what extent.

References Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw-Hill. Stolovitch, H. D., & Keeps, E. J. (2004). Training ain’t performance. Alexandria, VA: ASTD Press

Week 6 – Technology Use in Training

Assignment: Post a blog entry that explains the impact each of your FIVE selected technologies has and will continue to have on how people learn and interact, and the implications of this for training. If available, include links to websites that offer the technology or images of the technology in your post.

Image from Introduction to Distance Learning Blog Distance Learning "Distance learning is used by geographically dispersed companies to provide information about new products, policies or procedures as well as deliver skills training and expert lectures to field locations" (Noe, 2010, pg. 325).

IMPACT IMPLICATIONS Virtual classrooms can be utilized which may include teleconferencing or webcasting allowing for the exchange of audio, video, text etc. between individuals at different locations. Trainees interact with the trainer via telephone, or typing in questions via their keyboard. Employees participate in training anywhere they have access to a computer. Flexibility regarding when training occurs is possible because training programs can occur "live" via virtual classroom or can be viewed via tape later. Companies can save on travel costs. Distance learning "allows employees in geographically dispersed sites to receive training from experts who would not be available to visit each location" (Noe, 2010, pg. 326). A major implication of distance learning is the ability for companies to save money on travel costs. Distance learning will increase the opportunity for employees to meet others from different sites allowing for increased  collaboration. As companies continue to experience  the advantages of distance learning, more effort will be focused on overcoming the disadvantages (lack of interaction between trainer and trainees, technology failures, unprepared trainers) and courses designed for distance learning will improve. Examples / Resources of Distance Learning Chron Small Business - How to Buy Distance Learning Education Course http://smallbusiness.chron.com/buy-distance-learning-education-courses-1583.html eLearning - A community collecting and organizing the best information on the web about eLearning http://www.elearninglearning.com/distance-learning/examples OnlineCollegeDegreeHelp.com - Information to assist in finding on online college or university http://www.onlinecollegedegreehelp.com

Image from eTutors Portal Blended Learning "Blended learning combines online learning, face-to-face instruction, and other methods for distributing learning content and instruction" (Noe, 2010, pg. 317).

IMPACT IMPLICATIONS Blended learning provides learners with the advantages of both face-to-face instruction and technology based instruction (on line learning, distance learning or mobile technologies) while minimizing the disadvantages of each. Blended learning provides significant learner control, allows the learner to direct own learning and requires learner to take responsibility for own learning. Blended learning offers classroom face-to-face time which supports learners in sharing information and receiving direct feedback, which helps make it meaningful. Blended learning has "been found to be more effective then face-to-face instruction for motivation trainees to learn and for teaching declarative knowledge or information about ideas or topics" (Noe, 2010, pg. 217). Companies can take advantage of the some of the lower costs of online learning, while emphasizing the strengths of face-to-face learning. The face-to-face portion of the learning allows for employees to practice skills learned in the technology based instruction, so skills are not just being taught, but there is interaction with other employees to facilitate  practice and mastery of skills. Examples / Resources of Blended Learning Report cites 40 diverse examples of blended learning http://www.eschoolnews.com/2011/05/03/report-cites-40-diverse-examples-of-blended-learning Blended learning or training –definition and explanation http://derekstockley.com.au/blended-learning.html Looking for interesting examples of…blended learning http://www.cats-pyjamas.net/2011/04/looking-for-interesting-examples-of-blended-learning

Image from Lawrence Najjar's Web Site Electronic Performance Support Systems Electronic Performance Support Systems (EPSS) is an electronic infrastructure that captures, stores, and distributes individual and corporate knowledge assets throughout an organization to enable individuals to achieve required levels of performance in the fastest possible time and with a minimum of support from other people" (Noe, 2010, pg. 329).

IMPACT IMPLICATIONS An EPSS includes all the software needed to support individuals in doing their jobs. Knowledge to perform a task is easily accessible. An EPSS provides a support system that assists employees in identifying actions that are appropriate given a particular set of conditions. A typical EPSS will include: “an assistant to automate tasks and lighten the work load, a librarian to provide knowledge, a teacher to guide the user through the process step by step and an advisor to provide expert advice” (Noe, 2010, pg. 329). “Performance is achieved through the use of the system by the job performer. The system has been designed to enable performance by leveraging a person’s inherent intellectual and social skills and presenting and structuring information, knowledge, advice and support resources at the moment of need to reduce the amount of job knowledge a performer has to internalize in order to perform a task” (Raybould, 1995, pg. 8). Companies can reduce the cost of training staff while increasing productivity and performance. An EPSS can be used when employees must begin to perform immediately and training is unavailable or difficult to obtain. Less cost in updating the training because an EPSS is easily updated. An EPSS will encompass the needs of all employees because it will allow for different level of knowledge in users and different learning styles. Examples / Resources of EPSS EPSScentral.info Knowledge Base http://www.epsscentral.info

Image from Performance Xpress Intelligent Tutoring Systems Intelligent Tutoring Systems (ITS) "are instructional systems that use artificial intelligence" (Noe, 2010, pg. 324).

IMPACT IMPLICATIONS Intelligent tutoring systems (ITS) are able to match instruction to the needs of the individual trainees. ITS is able to communicate and respond to individual trainees. ITS can model an individual’s learning and can make decisions about the learners level of understanding in order to determine what information to provide for further learning. Its provides individual’s with the opportunity to practice their skills in an artificial environment, while receiving feedback and coaching. As this technology advances, how people are educated could be revolutionized. This technology could provide “individualized tutoring” without the high costs of human tutors. Learning could be streamlined so that learners are learning only what they need based on their performance on specific tasks. Examples / Resources of ITS Architecture of an Intelligent Tutoring System on the WWW http://www.contrib.andrew.cmu.edu/~plb/AIED97_workshop/ Nakabayashi/Nakabayashi.html Very Serious Training Game Yields Performance Improvement for Navy officers http://www.performancexpress.org/0706

Image from Learning Through Technology Blog Social Networking Tools Boyd and Ellison (2007) define social network as “web-based services that allow individuals to (1) construct a public or semi-public profile within a bounded system, (2) articulate a list of other users with whom they share a connection, and (3) view and traverse their list of connections and those made by others within the system” (pg. 2). There are many social networking tools such as; blogs, wikis, Twitter, Ning, Facebook, MySpace, etc.

IMPACT IMPLICATIONS Social Networking tools allow for collaboration for trainers and trainees. Collaborative problem solving as a process of learning can be exploited with social networking tools. Quinn (2009) stated “the recognition that learning is 80% informal suggests that we need to support natural connections between people who can help one another. And we can distribute that support between employees, partners, or customers” (para.1). Social Networking opens up the door to identify people who have expertise and knowledge. Social networking is relatively inexpensive, with the potential for a huge payoff. Following more formalized training, social networking tools could be a huge opportunity for support, collaboration and ongoing learning. Social networking sites can help educators share information and resources, create professional learning communities and improve communications with students and staff. Examples/Resources of Social Networking Tools Twitter (Microblogging Tool) http://twitter.com Wikispaces (Wiki tool) http://www.wikispaces.com Linkedin http://www.linkedin.com

References Boyd, D. M. & Ellison, N.B. (2007). Social network sites: Definition, history, and scholarship. Journal of Computer-Mediated Communication, 13(1), article 11. Retrieved http://jcmc.indiana.edu/vol13/issue1/boyd.ellison.html Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw-Hill. Quinn, C. (2009). Social networking: Bridging formal and informal learning. Learning Solutions Magazine. Retrieved http://www.learningsolutionsmag.com/articles/57/social-networking-bridging-formal-and-informal-learning Raybould, B. (1995). Performance support engineering: An emerging development methodology for enabling organizational learning. Performance Improvement Quarterly, 8(1) pg. 7-22 Retrieved http://files.epsscentral.info/pijournals/piq1995/Raybould.pdf