Emma Hatto MBA, FCMI CMgr, BA(Hons)’s Post

📚 Interested in fostering a learning culture? 📈 Want to roll out an employee generated learning approach? 🏆 Curious about how other organizations have achieved success? Then this webinar is for you. Grab your seat 💺 .... P.S. Always open for a chat - especially post webinar.

More than half your workforce will have critical gaps in their learning 💥 💥 💥 I'm back into the The LPI (Learning and Performance Institute)annual survey results again this morning. This time looking at the analysis of managers and colleagues learning needs. When asked about evaluating learning needs of managers and colleagues... 60% said some gaps or not a clue what's going on for managers 58% said some gaps or not a clue what's going on for team members What's getting in the way of assessing which skills are needed and where the capability/competency/confidence gaps are? Time? ⏰ Resource? 📋 We'll help you (if you'd like us to!) 💪 💥 💪 I'll post the full report link in the comments - but I'll be delving into some more stats this week.

This video clip underscores the importance for Human Resources practitioners to view a Performance Improvement Plan (PIP) as a tool to support struggling employees rather than seeking retribution or dismissal. Let's uphold the integrity of our profession at all times.

This video clip underscores the importance for Human Resources practitioners to view a Performance Improvement Plan (PIP) as a tool to support struggling employees rather than seeking retribution or dismissal. Let's uphold the integrity of our profession at all times.

Feeling unsure about Performance Improvement Plans (PIPs)? Our new blog post breaks down the key steps and best practices for creating and implementing effective PIPs. Learn how to help employees grow and succeed: https://lnkd.in/gyKb2dhp

It's not just important to conduct a Training Needs Analysis (TNA), but that also needs to be done at multiple levels in an organization. 1️⃣ The first level is the organisational level, which focuses on the needs of the entire organization, such as building soft skills, familiarizing employees with tools, or implementing new policies or processes like a new performance management system. 2️⃣ The second level is the department or team level, which addresses the specific needs of the team. For example, knowledge-building workshops to improve technical awareness. 3️⃣ The third level is the individual or person-specific level, which is usually mapped out by the line manager for an employee. This can include both soft and hard skills training and usually is part of a Performance Improvement Plan (PIP).

According to the Association for Talent Development, Companies that invest in training programs report a 24% higher profit margin. ("The Value of Learning: Gauging the ROI of Workplace Training" (2014)). So what are you waiting for? Book a consult on our performance training today: https://lnkd.in/gR6NtcK3

"Here is why HPT has stood and will continue to stand the test of time," wrote Harold D. Stolovitch and Erica J. Keeps in their forward to the 3rd edition of The Handbook of Human Performance Technology in 2006. • "A concern with bottom-line results and return-on-investment (ROI) issues. • The high stakes of high investment.  • The increased emphasis on measurement: Six Sigma and its relatives. • Systems thinking.  • Changes to departmental titles.  • The interrelationship of HPT with human resource development (HRD), organizational effectiveness (OE), and organizational development (OD)." That was 18 years ago now. How are we doing? Each of these points is still valid. Though ROI, measurement, systems thinking -- each of these also too often still feels like a battle.

Just finished the course “Setting and Managing Realistic Expectations for Your L&D Program” by Karl Kapp! Check it out: https://lnkd.in/d4vHnP67 #employeelearningdevelopment.