Cashbuild

BARRIERS IMPACTING EFFECTIVE LEARNING IN THE WORKPLACE It is the responsibility of every educator / facilitator / course designer and HR practitioner responsible for development of employees to facilitate the removal of barriers to effective learning, some of which are tabled below.

ACHIEVING THE PURPOSE OF HR

BLENDED LEARNING AND THE DEVELOPMENT OF MANAGEMENT COMPETENCIES I have been posting about the identification and development of competencies and how important they are to ensuring maximised performance and sustainability of a business. The question arises, once competencies are identified and a skills gap analysis has been conducted how then do we effectively develop these in a world that has dramatically changed over the last few years with hybrid working conditions and the impact technology has on our everyday lives. A proposed methodology is to apply a blended learning framework. One which I have developed and successfully tested comprises the integration of traditional classroom training, technology-based training through e-learning and discussion boards, on-the-job training, coaching and assessments, informed by the theories of learning, and adult learning. The key to this framework is: 1.     Taking the “classroom” to the shop floor with the facilitator providing training primarily on the shop floor, with limited formal classroom sessions 2.     Having dedicated and trained on-the-job coaches / mentors allocated to each learner. In addition to the above the following observations and reflections are worth noting when considering a blended learning approach: 1.     Blended learning frameworks are not dependent upon technology, although important.  2.     The focus must be on the learner and the circumstances in which they find themselves,  3.     The facilitator is key to the successful application of a blended learning framework.  4.     Learners’ being granted the freedom and time to practise their newly acquired skills within the workplace, without fear of reprisal. A final note is for blended learning to be successful the following is must be taken into account:  a.     The effectiveness of the e-learning platform,  b.     Calibre of the coach or mentor  c.     Motivation of the learner, d.     The support of senior management within the organisation A schematic representation of this framework is illustrated below.

MAXIMISING BUSINESS PERFORMANCE AND ENSURING SUSTAINABILITY Business consists of two axis. On the Y-axis is the World of Business (policies, procedures, KPI's etc) whilst on the X-axis is the World of Leadership (values, competencies, behaviours). It is the combination of both these axes that ensures businesses can maximise their performance and ensure long-term sustainability. In my experience, business has traditionally placed a lot of focus on the World of Business and the related measuring thereof with some focus, but normally confined to boardroom and HR practitioners “talk” on the World of Leadership and what may be needed for the future. But, it is behaviours that drive current performance and ensures the future sustainability of the business, as the old adage goes "recruit for attitude and train for skills". Therefore, the World of Leadership should be the domain of every line manager and not just boardroom or HR “talk”. I have over the years found there to be limited understanding by line management of what is really meant by competencies, values and behaviours (World of Leadership) and how they are the custodians of these key business drivers. They tend to think that is the domain of HR and the Training and Development department. But, if line management are made aware of the fact that the World of Leadership is very much in their domain and are up skilled and provided with the correct tools on how to drive and manage the World of Leadership, without compromising their focus on the World of Business, they will maximise the performance of their business units as well as ensure the future sustainability thereof. One of the tools that can be used to enhance the focus on the World of Leadership is the introduction and application of a Behaviour Anchor Rating Scales (BARS) appraisal system. BARS is the evaluation of employees against a defined set of performance dimensions by comparing their behaviors with specific behavior examples that anchor each performance level. I have found that whilst this system can be complex and time-consuming to develop and implement it does lend itself to having clear, individualised standards per position and / or employee. A successful implementation of a BARS appraisal system is not only dependent upon having buy-in from senior and executive management but, the accuracy and attention to detail when developing the behavioural standards using subject matter experts facilitated by an experienced job profiler, and of equal importance the up skilling of line management and the employees in what is the World of Leadership, how it complements the World of Business and their roles in both domains, and how to use the BARS appraisal system to obtain the best results as an individual and as a team.