Human Resources and Talent ManagementEmployee Development

• Concrete Example: Adults bring prior knowledge and experiences to the learning environment, which can either aid or hinder new learning. Unlike children, they need to see the relevance and applicability of what they are learning.

• Specific Action: When designing a training session, begin by assessing the learners’ prior knowledge and experiences. Use pre-training surveys or informal interviews to gather this information and tailor the content accordingly.

• Concrete Example: Interactive elements such as group discussions, role-playing, and hands-on activities can significantly enhance engagement. Waugh suggests breaking up long lectures with these interactive segments to maintain attention and interest.

• Specific Action: Incorporate at least one interactive element for every 30 minutes of a training session. This can be anything from a pair-and-share activity to a brief group discussion on the topic at hand.

• Concrete Example: Immediate feedback helps learners correct mistakes and reinforce learning. For instance, software coding boot camps use real-time error alerts to guide learners through troubleshooting.

• Specific Action: Implement a feedback loop in your training program. After each module or session, provide immediate feedback either through automated systems or direct instructor interaction.

• Concrete Example: Learning Management Systems (LMS) allow for asynchronous learning, where employees can access training materials at their own pace. This is especially beneficial for remote or dispersed teams.

• Specific Action: Choose an LMS that offers interactive features such as quizzes, forums, and video lectures. Ensure that these features are user-friendly and accessible to all employees.

• Concrete Example: Waugh presents the Kirkpatrick Model, which evaluates training effectiveness on four levels: Reaction, Learning, Behavior, and Results. For instance, after a customer service training session, you can measure employee satisfaction with the training (Reaction) and test their new knowledge or skills (Learning).

• Specific Action: Implement a post-training evaluation system based on the Kirkpatrick Model. Collect data at each level and use this information to improve future training sessions.

• Concrete Example: Google’s 20% time policy allows employees to spend 20% of their work time on projects they are passionate about. This policy fosters innovation and continuous learning.

• Specific Action: Introduce a similar policy within your organization. Give employees a set amount of time each week to pursue learning activities or projects that interest them, and ensure managers support this initiative.

• Concrete Example: At IBM, personalized learning paths are created using data analytics to match employee learning preferences and career aspirations with relevant training modules.

• Specific Action: Use employee surveys and performance data to develop individualized learning paths. Offer a range of learning options, from online courses to mentoring programs, to cater to diverse needs.

• Concrete Example: Waugh cites the use of online forums and social media groups where employees can share insights, ask questions, and solve problems collaboratively. Companies like Cisco have implemented internal social networks to facilitate this kind of interaction.

• Specific Action: Create a dedicated online platform or forum where employees can engage in social learning. Encourage participation by integrating these activities into their development plans and recognizing valuable contributions.

• Concrete Example: Waugh describes how companies use short videos, infographics, and quick quizzes to deliver immediate and focused learning. For example, DuPont offers microlearning modules on safety procedures that employees can complete in just a few minutes.

• Specific Action: Develop microlearning modules for key competencies and integrate them into the employees’ daily routines. Use tools like short video segments, interactive quizzes, and summary sheets to reinforce learning.

• Concrete Example: Waugh mentions that companies like Zappos prioritize soft skills training as part of their onboarding process, emphasizing the importance of cultural fit and customer service excellence.

• Specific Action: Include soft skills training in your L&D program. Organize workshops and seminars that focus on developing these skills and provide opportunities for employees to practice them in real-world scenarios.

• Concrete Example: Adobe’s “Kickbox” program provides employees with a red box containing a structured process for innovation, including a prepaid debit card to fund their project. This initiative encourages continuous experimentation and learning.

• Specific Action: Develop programs that support continuous learning, such as regular lunch-and-learns, book clubs, or innovation challenges. Ensure that employees have the resources and support they need to pursue ongoing development.

• Concrete Example: Waugh advises looking beyond cost and considering factors like expertise, alignment with organizational values, and the ability to customize training content. For example, a tech company might partner with a coding bootcamp that offers specialized training in emerging technologies.

• Specific Action: Develop a checklist for evaluating external training providers. Include criteria such as expertise, customization options, and alignment with your organization’s goals. Use this checklist to assess potential partners and make informed decisions.

1. Assess prior knowledge before training sessions.
2. Incorporate interactive elements every 30 minutes.
3. Implement immediate feedback loops.
4. Choose an interactive and user-friendly LMS.
5. Use the Kirkpatrick Model for post-training evaluations.
6. Introduce policies that support continuous learning.
7. Develop personalized learning paths using data.
8. Create dedicated platforms for social learning.
9. Incorporate microlearning into daily routines.
10. Include soft skills training in L&D programs.
11. Organize continuous development initiatives.
12. Use a checklist to evaluate external training providers.

Human Resources and Talent ManagementEmployee Development