machine
4
Encourage informal knowledge sharing
Don’t underestimate the value of informal networking within your organisation. Social networking is a phenomenon that we mustn’t overlook in this wildly technological age. You could facilitate informal knowledge and experience sharing via a secure network within an intranet, or through a group set up on one of the more popular social networks.
LinkedIn allows the establishment of secure groups that can be accessed by group manager approval only, and you might find that staff will be happy to access such informal learning at a time when they know they have to keep up in terms of knowledge and skills.
Social networking is a phenomenon that we mustn’t overlook in this wildly technological age
7
ABOUT THE AUTHOR:
Contact: amanda.t@
britishparking.co.uk
6
Consider
pre-induction training
New recruits can learn online about your organisation before they actually start. They’ll be highly engaged and keen to make an impression. Pre-induction, or ‘onboarding’, reduces the training burden once new staff have joined, meaning they can hit the ground running.
Maximise training channels
Look at using existing training resources that could be delivered using different channels. For example, create e-learning to reach large numbers of staff. But then use the same materials – design images, stories and questions – to produce posters, brochures or PowerPoint slides. Don’t write and design a new course or campaign from scratch if you already have the groundwork in existence.
Don’t ditch all your classroom training
It can be tempting, but scrapping all classroom training when training budgets are cut may be a mistake. Instead, think ‘horses for courses’ – transfer costly classroom- based training into a blended learning programme. For example, select key role-play or discussion points from a three-day classroom course to create a one-day course,
and back it up with electronic materials. The key knowledge, learning and testing elements can then be transferred outside the classroom to ensure no learning is lost, without losing that all- important face-to-face interaction for your employees.
www.britishparking.co.uk
Get staff learning at home
5
Offer incentives, such as paying the home broadband bill for the training period in return for time invested in training at home. This minimises disruption during the working day and enables training to be centrally tracked and assessed to monitor its effectiveness.
8
We would be really interested in hearing about your experience of learning and development through the recession, and how you or your organisation has overcome the challenges you have faced in these difficult times. We are looking to build some case studies, which might give other organisations some ideas and maintain the development momentum for our sector. Please contact us if you have a story to tell.
MAY 2010
19
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52