Recently, I read an article in Forbes that states that one of the reasons why companies lose their top talent is poor annual performance reviews. It sounds not so surprising because many companies do not perform their annual performance reviews effectively. Typically, organizations follow the formal process where an HR would spend a month or more to get the feedback from employees and do the performance reviews just as a formality.
This makes the organizations’ talent pool feel disrespected and dishonored. Sparks a feeling that the company is not bothered about their career or future?
I strongly feel that it is better to keep away from annual performance reviews. Follow a performance management system, which constantly keeps your employees in touch with managers or coaches. Communication between them should be a continual and an ongoing process; it should not be just meeting or discussing once in a year. Review meetings need to happen regularly and the progress, failures or any obstacles that is hindering the employees’ performance needs to be discussed. The Performance Management System should be such that employees’ performance and their interests are monitored on a regular basis.
In order to implement an effective performance management process at your workplace, train your managers along with your employees. This performance management is a collaborative process between the employee and the manager. For example, it is the employees’ responsibility to ensure a review meeting happens and it’s the mangers job to conduct it. Employees and managers need to know their roles and responsibilities in this collaborative process. Training on performance management lets your employees’ goals and objectives align with those of the organization. This can greatly contribute to retain the talent pool.
Such training may not need huge investments. The online learning mode can keep the costs low. Moreover, training via eLearning does not take your employees away from productive work hours; this method is always available and can be used to train large numbers of employees within a short time frame.
CommLab India provides a free course on the topic “An Introduction to Performance Management“. Register for the free course, which will be launched on 1st January, 2014.
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As a college student, I had an opportunity to read Wings of Fire, the autobiography of the former Indian president, Dr. APJ Abdul Kalam. The story of the “missile man” who rose to great heights from humble beginnings is truly inspiring.
The sudden demise of this eminent scientist is a great loss to the country and has saddened millions. The life of Dr. Kalam is a testimony to the fact that determination and hard work can overcome the shackles of financial and other constraints.
There were a few letters marked “Never sent. Never signed” that were discovered in Abraham Lincoln’s desk after his death. When he was upset with someone he would write a letter expressing his anger but would refrain from sending it to the intended person. This practice allowed him to vent his anger, yet not allow needless or unpleasant consequences. One of the famous unsent letters was to Gen. George G Meade, who was blamed for letting Robert E Lee escape after Gettysburg. Unfortunately, in today’s age of social media, people have “lost the art of the unsent angry letter” – an expression used in a NY times article by Maria Konnikova.
It is common knowledge that good assessments play a key role in the making of an effective online course. They not only help evaluate the learner’s comprehension of the subject-matter, but also reinforce the learning effectively.
We all know the e-learning industry is full of acronyms. Even the word e-learning itself is the shorthand for electronic learning. As an e-learning professional, it is important to be familiar with various acronyms used in the field of e-learning. Here, I would like to share some acronyms that are commonly used in e-learning.
E-learning is increasingly used by organizations as online courses are effective, affordable and can be accessed anytime, anywhere. But, many organizations are not able to realize these benefits offered by the online training medium due to a serious problem – high dropout rates.
Day-by-day, the demand for rapid e-learning is increasing, and so, everyone is using rapid authoring tools to develop online courses. There are many authoring tools available in the market but a few became very popular. Most of our customers and prospects prefer Articulate Storyline to other rapid authoring tools such as Captivate and Lectora. Developing courses in Storyline is very easy, and the tool offers a lot of flexibility to customize the features or look and feel of the online course.
When it comes to mobile learning, HTML5 with responsive design is required to provide the best learning experience on mobiles, especially on smart-phones with small screens. Courses developed in Storyline and Lectora work fine on mobile devices such as iPads and other tablets, but it is difficult to view them in smart-phones. Captivate has a responsive design feature. So, we must choose it if we need to develop courses for all mobile devices. Captivate is not very intuitive and flexible to develop customized features. We can also build mobile- compatible courses using manual coding but it is time-consuming and expensive.
Recently, I read the E-learning Guild report “Authoring Tool for Mobile Design” and in it, I saw the great news for which I was waiting for a while. I thought I should share it with you all. The developers of Articulate Storyline, Lectora Inspire, Lectora Online and other authoring tools are in the process of adding responsive design feature by the end of 2015.
Here is some information from the E-learning Guild report “Authoring Tool for Mobile Design”.
|Scales to multiple screen sizes||Yes||Yes||Yes|
|Responsive design features||Coming by end of 2015||Yes||Coming by end of 2015|
2016 will be a watershed year for mobile learning as all courses may be made compatible to all mobile devices. Storyline may become the first choice to develop e-learning or m-learning courses because of its intuitiveness. This may force all learning management systems to be compatible with mobile devices. MOODLE is ahead in this regard, and it has a responsive design feature and works on all the mobile devices.
Hope you find this post useful. Do share your views.
Despite today’s technology and a connected world, classroom training is still an effective method to impart training to all employees. But, instructor-led teaching may not be appropriate for all training needs. Suppose there is a requirement for an organisation to train its employees spread across the globe, on a particular product, in a month’s time, classroom training will not serve the purpose. Here, e-learning serves as a good option to train employees, at comparatively lower costs, within a given schedule. Due to improvements in reliability and speed, converting classroom training materials into online courses has become a justified and cost-effective opportunity.
In my previous blogs, I have discussed about the importance of instructional design strategy and visual design strategy, the two main elements of e-learning in terms of design approach. In this blog, I will discuss about the significance of audio and audio strategy.
Every organization has to follow a set of laws which govern their sector in the country they operate. So, it needs to ensure that the employees are effectively trained on these rules to avoid compliance issues. Traditionally, this was done through face-to-face training in an engaging manner. But, with organizations expanding globally and the need for constant training, companies started using e-learning to quickly reach their global employees.
E-Learning is gradually replacing the classroom training format, worldwide. 41.7 % of fortune 500 companies are using e-learning tools for online training (E-learning Magazine 2013).
Online courses need to be engaging and interactive because they are self-paced i.e. an instructor is not present to deliver the courses.