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A HR process that I think should be reviewed for better efficiency at my organization would be the performance management process. Currently, we are still in the Stone Age where all performance appraisals are paper based. As a organization that has staff and offices across various islands of the Bahamas, I believe that it would be most beneficial to covert to digital forms and to source a performance management system that allows for performance tracking, award distribution, and performance documentation and feedback in one shared space. Optimizing the performance management system in this way will also make it easier for staff members not based at HQ to complete the process. It will also ensure that proper documentation is provided and maintained as sometimes this can slip through the cracks with staff who are stationed throughout the islands. To be cost-effective, I would suggest to source a performance management feature that can be added to our current HRIS software.
Two recommendations that my organization could implement today to improve the quality of training programs created and offered are: 1) gather learners’ feedback on the training materials/programs offered, and 2) space out learning to ensure that what is learned is retained by employees.
1) Gathering Learner’s Feedback
Gathering feedback from learners can be useful for understanding the effect the training has on the employee. This can take the form of gathering data on whether the employees enjoyed the program, whether they were able to apply what was learned, how the program has affected their performance, or suggestions on how the program can be improved to better facilitate their learning. This can help the organization understand which programs are better suited for staff and those that can be adjusted or discarded. This can also help the organization to understand which programs can be best utilized in the future.
2) Space Out Learning To Ensure That Learning Is Retained By Employees
In the module Learning and Development, Ms. D’adra Smith noted that nearly 75% of learning is not retained. Spacing out learning where information is broken up into bite-size pieces can psychologically help learners to retain the information. Additionally, adding a refresher segment that regurgitates the information ensures that the knowledge sticks. When knowledge is retained, it can have a positive impact on performance where employees can demonstrate what they have learned, thus providing a higher ROI for the organization through its training programs.
After completing Module 1, one strategy that I will apply this week is displaying curiosity. Mr. Duncombe stated that cultivating curiosity involves having a deeper understanding of the intrinsic and extrinsic benefits that I receive from my role and what about this discipline excites me the most. It involves discovering that connection and continuously finding new ways to facilitate growth.
Being intentional about displaying curiosity is twofold. Firstly you are now motivated to be more productive where work will become less mundane but more meaningful. And secondly, this curiosity then will serve as a driving force for business value in the long-term. This is because you will be inclined to be innovative, goal-driven, and a change-agent that will not only shape your professional growth but also the business’s strategy.
