Forbes November 2016, as reviewed in ATD's The Buzz…
It’s safe to say that most managers understand that training is important to the success of their organization, but many are all talk and no action. They believe it’s too much of an initial expense, or that they will have to dedicate a large amount of time and resources to building something robust and internal. This results in cuts to training programs and expansions being placed on the “someday” goal list. However, before training is put on the back burner, it’s important to understand three things about well-trained employees. They represent the company better than their untrained counterparts, they will speak knowledgeably about their industry and help improve customer experience, and they will help establish and maintain effective and inclusive practices that will ensure that the entire operation runs smoothly. But perhaps most important, training will not only demonstrate an employer's dedication to having the most productive workforce possible, but also show dedication to the happiness and career path of the individual employee, boosting retention and engagement rates.
A recent article addressed use of FaceBook in classroom training. Author Nisha Mahotra noted, “Many of the students began participating instantly (though some never signed up). The students quickly formed study groups outside of class, exchanged articles, and helped each other. Overall, they performed better than the non-participating students. The discussions on Facebook were commendable and carried over into face-to-face discussions. In class, students were interacting like never before and seemed more comfortable with each other as a result of the online interactions. Not only were the discussions in class livelier, but also the students were more insightful in discussing each other’s research. After all, they knew the topics beforehand.”
She went on to outline her best lessons from experimenting with FaceBook in training, listing,
• A Facebook page creates a public presence online. Anyone on the Internet, even those that don’t have a Facebook account, can view this page. By default, comments can be viewed by anyone on the Internet. (Pineda)
- Students tend to be concerned about their online persona – saying something unintelligent is a big concern for them. (Selwyn) As a result, they are less likely to participate on a Facebook page than a closed group.
- Facebook groups resemble an online café with walls to the rest of the online community, allowing students to (a) chat in real-time, (b) discuss in virtual-time, and (c) share materials through straightforward file upload.
- Facebook groups can be open (public), closed (require administrator approval for joining and only members can read the posts), or secret (only members can see the group, who’s in it, and what what’s being posted).
- Students prefer a closed group. They are apprehensive about asking questions in open groups where their Facebook friends can judge them as scholastically inept. (Selwyn)
And then she cited an article to get anyone started with this tool, Everything You Wanted to Know About FaceBook Groups, a great explanation no matter what you have learned by trying.
Can you picture this tool influencing group communications, innovation, and learning at YOUR workplace? Might be the next ‘thing’ to replace meetings!
The biggest challenge is becoming graceful with time zones and converting to Alaska time during Daylight Savings. Normally, we are -9 GMT but at this time of year, -8 GMT. The hosts have set the schedule so that, if you enter your personal time zone in your iMoot profile, you see a schedule set in YOUR time zone. With so many hours of sun in Alaska at this time of year, it is easier to stay up and participate - but sleep DOES help the mind to work more efficiently!
Check it out at http://2012.imoot.org/
Mary M Rydesky is presenting on Sunday and Monday (Alaska time) and is an active member of ASTD Alaska.
Everyone knows that training costs time and money but do you know if the training you’ve developed has given a return on investment (ROI)? Training evaluation is one of the easiest ways to show that value.
What is the purpose of training? Training is put in place to change behavior and achieve objectives. How do you know that you have met those objectives or how well? Should you wait for a failure or breakdown in the production process and address that issue? An effective training evaluation process can identify areas of weakness prior to disaster. By starting the training evaluation process at the beginning and making it an essential part of the development process you are able to focus your influence, time and finances from low impact goals to areas that have the most benefit.
Most internal training programs have some version of training evaluation. However many do not begin to evaluate until after the training has been completed. Would you sail in a boat before checking to see if there are any holes? It’s a gamble to see if you’re lucky or if you’re going to sink.
The training evaluation process provides vital feedback for continuous process and product improvement. The benefits range from assessing effectiveness to reinforcing learning to determining the contents adequacy. An effective training evaluation process, when utilized, will spell out the bottom-line value to your company.
Do you want to know more?
--Michael Snyder, May 2012
Like Wordle? Try Tagxedo! Like Prezi? Take a look at other tools such as BrainShark and VisualBee and YawnBusters to enliven PowerPoint content. There is a bonus: no nausea induced by motion - this has been reported by viewers of Prezi so consider the importance and method of use of motion in your materials.
ASTD Alaska may have a reprise - another Tech Favs focusing on video/audio production at low cost without low quality in the bargain. Got some favorite tools? Contact us and leave a note!