登录查看更多内容

What strategies can you use to assess learning needs for employees with different work schedules?

由人工智能和领英社区提供技术支持

Assessing the learning needs of your employees is crucial for developing their skills and improving their performance. However, if you have a diverse workforce with different work schedules, such as remote, part-time, or shift-based workers, you may face some challenges in conducting a comprehensive and fair learning needs assessment. How can you overcome these challenges and design a learning needs assessment strategy that works for everyone? Here are some tips to help you.

此文章中的业界达人

由社区从 4 条内容中精选。了解更多

Lars Hyland

Helping Learning Leaders impact business outcomes | Totara | CLO | MD - EMEA

1 Identify the common and specific goals

Before you start assessing the learning needs of your employees, you need to identify the common and specific goals that you want them to achieve. Common goals are the ones that apply to all or most of your employees, regardless of their work schedule. For example, you may want them to learn a new software, comply with a new policy, or improve their customer service skills. Specific goals are the ones that are tailored to the individual or group needs of your employees, based on their work schedule, role, or preferences. For example, you may want your remote workers to learn how to use a collaboration tool, your part-time workers to learn how to manage their time, or your shift-based workers to learn how to cope with stress. By identifying the common and specific goals, you can align your learning needs assessment with your organizational and employee objectives.

添加您的观点

Lars Hyland

Helping Learning Leaders impact business outcomes | Totara | CLO | MD - EMEA
举报内容
Goals are critical to ensure any learning and performance improvement activity has a meaningful impact. But goals are tough to align between organisational wide objectives, team performance metrics and individual goals, both immediate performance-related and developmental. You can achieve this alignment through regular and thorough discussion with all stakeholders. Doing so often RADICALLY changes all parties understanding of what will genuinely impact performance improvement and skills/capability development. Often, it's not a learning problem, but a systems problem. Adjust the workflows, communication protocols, tools used, and you unlock major productivity / performance improvements.

已翻译

赞

2 Choose the appropriate methods and tools

Once you have identified the common and specific goals, you need to choose the appropriate methods and tools to assess the learning needs of your employees. There are various methods and tools that you can use, such as surveys, interviews, focus groups, observations, tests, or self-assessments. However, not all of them may be suitable for your employees with different work schedules. For example, you may not be able to conduct a live focus group with your remote workers who are in different time zones, or you may not be able to observe the performance of your part-time workers who work only a few hours a week. Therefore, you need to consider the availability, accessibility, and convenience of your employees when choosing the methods and tools. For example, you may use online surveys or asynchronous interviews for your remote workers, self-assessments or peer feedback for your part-time workers, or short tests or observations for your shift-based workers.

添加您的观点

Lars Hyland

Helping Learning Leaders impact business outcomes | Totara | CLO | MD - EMEA
举报内容
It's important to think holistically about the learning experience that will have the most impact. That means thinking beyond training content alone and blending opportunities to collaborate / practise new skills with others, and to receive regular informal and formal feedback on performance, to identify areas for improvements. All learning experiences should be combination of learning resources, structured communication with experts, peers and coach-mentor managers, as well as feedback opportunities. Only then will new skills/knowledge become an activated and practised capability that benefits the individual, the team and the business as a whole.

已翻译

赞

3 Analyze the data and prioritize the needs

After you have collected the data from your chosen methods and tools, you need to analyze the data and prioritize the learning needs of your employees. You need to look for the gaps between the current and desired performance, knowledge, skills, or attitudes of your employees, and identify the causes and consequences of these gaps. You also need to consider the relevance, urgency, and feasibility of addressing these gaps, and rank them according to their importance and impact. For example, you may find that your remote workers need to improve their communication skills, your part-time workers need to update their product knowledge, or your shift-based workers need to enhance their problem-solving skills. You may prioritize the learning needs that are common to all or most of your employees, that are aligned with your organizational goals, or that have a significant effect on your employee or customer satisfaction.

添加您的观点

Lars Hyland

Helping Learning Leaders impact business outcomes | Totara | CLO | MD - EMEA
举报内容
Data is a critical guide to honing in what changes will have the most impact. Most of the time, the issue is a systems/procedural problem. Improving these, and providing job aids to guide workers on new processes/workflow will have the most immediate impact. Developmental skills development should become embedded into the management culture of the business, so that there is regular opportunities for reflection, feedback and cooperative support in improving the overall performance of the team. In almost all cases, you should build an asynchronous experience as this will provide consistency for remote, hybrid and office based workers. It also ensures tacit knowledge becomes explicit and available to the widest audience.

已翻译

赞

4 Communicate the results and plan the actions

The final step in your learning needs assessment strategy is to communicate the results and plan the actions. You need to share the findings and recommendations of your learning needs assessment with your employees, and solicit their feedback and input. You need to explain the rationale and benefits of addressing their learning needs, and involve them in the decision-making and goal-setting process. You also need to plan the actions that you will take to meet their learning needs, such as designing, delivering, or facilitating the learning interventions, providing the resources and support, or monitoring and evaluating the outcomes. You need to consider the preferences, expectations, and motivations of your employees with different work schedules, and offer them flexible and personalized learning options. For example, you may offer your remote workers online or self-paced courses, your part-time workers micro-learning or mentoring sessions, or your shift-based workers blended or experiential learning activities.

添加您的观点

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Lars Hyland

Helping Learning Leaders impact business outcomes | Totara | CLO | MD - EMEA
举报内容
Different work schedules are increasingly the norm as workers demand more flexibility. That means re-evaluating the support infrastructure including the technology platforms you have in place, to ensure they are able to offer a more cohesive learning and performance improvement experience. It's essential that there is strong alignment and integration between making learning resources available, providing safe spaces to practice new skills and respond to feedback, all in a context that is focused on meeting meaningful goals.

已翻译

赞

Staff Development

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

What strategies can you use to assess learning needs for employees with different work schedules?

1

2

3

4

5

1 Identify the common and specific goals

2 Choose the appropriate methods and tools

3 Analyze the data and prioritize the needs

4 Communicate the results and plan the actions

5 Here’s what else to consider

Staff Development

给文章评分

感谢您的反馈

更多Staff Development相关文章

更多相关阅读内容

What strategies can you use to assess learning needs for employees with different work schedules?

1

2

3

4

5

1 Identify the common and specific goals

2 Choose the appropriate methods and tools

3 Analyze the data and prioritize the needs

4 Communicate the results and plan the actions

5 Here’s what else to consider

Staff Development

给文章评分

感谢您的反馈

查看其他技能