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Supporting continuous learning and performance improvement – a vital new area of work

Jane Hart

In my previous post I showed that an analysis of how Knowledge Workers like to learn at work suggests that L&D departments should consider working more closely with people managers to support the continuous development and performance improvement of their people – both in teams and individually.â?¦ ¦ [.]. Social learning

gaining insight through social and informal learning

Harold Jarche

Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. Contradictions.

strategic transformation of workplace learning

Harold Jarche

not just through conventional training but as people carry out their daily jobs) and how performance problems can be solved in different ways.

imagining open collaboration

Harold Jarche

The biggest challenge, as Charles notes, is to ‘imagine the different’ Learning Performance Improvement

Preparing your workforce for tomorrow

Harold Jarche

I created a performance improvement toolbox when I started this blog in 2004, and have kept adding to it over the years.

Experience, Exposure, Education

Harold Jarche

Charles Jennings explains the framework in detail so that organizations can use it to improve how people work and learn at work. 20%: Exposure.

Social business drives workforce development

Harold Jarche

Through collaborative work, get feedback on where performance support may be required and if training is needed.

Create conversation spaces

Harold Jarche

Now think of this from a workplace performance perspective. NetworkedLearning Performance Improvement SocialLearning

New Hire Practices

Harold Jarche

Communities Performance Improvement WorkHowever, there are some practices that could make onboarding better in certain contexts.

enough training

Harold Jarche

If you are interested in organizational performance issues, here are a few points to ponder. Unclear performance measures. Safer trains.

Ask not for whom the Reaper comes

Harold Jarche

As my colleague Jane Hart shows in this image, there is a lot of room to expand as a learning and performance consultant. That time has passed.

The collaboration field needs to cooperate

Harold Jarche

This makes sense: A high-performance group is a group that learns, a conclusion that you should draw regardless of your starting point.

Mapping quality with VNA

Harold Jarche

This is a limitation of performance analysis as it often misses the social aspect of organizations. Books complexity Performance Improvement

Training Evaluation: a mug’s game

Harold Jarche

Managers and workplace performance professionals should focus on Working Smarter , by helping people learn and develop socially. Peter Drucker.

Experience-Performance-Reflection

Harold Jarche

The above diagram, by Nick Milton , shows some important aspects of what influences performance [hint: blue]. Tweet. They observe what we do.

The right tool for the right job

Harold Jarche

from training to performance to social from Harold Jarche. Performance Improvement

Tools 57

Connect, exchange, contribute

Harold Jarche

NetworkedLearning Performance ImprovementThis is an acceptance of a world in flux and that knowledge is neither constant nor fixed.

The risky quadrant

Harold Jarche

I would suggest first moving from training delivery to performance improvement. skilled at performance consulting.

Seeing What Others Don’t – Review

Harold Jarche

His perspective is based on what has been my professional practice for almost two decades: performance improvement.

The Future of the Training Department

Harold Jarche

You’re going to shift the focus to creativity, innovation, and helping people perform better, faster, cheaper. Competition fuels change.

Working Smarter, one day at a time

Harold Jarche

What tools are you using to create the performance/support and learning communities? Yammer & Status.net ). HPT and ISD. Learning Socially.

Work environment design for learning

Harold Jarche

Informal Learning Learning Performance ImprovementThe resources may be inanimate or human; the activities may be formal or informal.

Compliance of an industry

Harold Jarche

Mandated training is a standard response by industry regulators when dealing with human performance issues. Unclear performance measures.

Training, Performance, Social Workshop Notes

Harold Jarche

We launched a new online workshop today called, From Training, to Performance, to Social. InternetTime Performance Improvement SocialLearning

Scaffolding and capability building

Harold Jarche

Informal Learning Performance Improvement SocialLearningI have highlighted my areas of focus in red.

You need the right lever to move an organization

Harold Jarche

Tweet Klaus Wittkuhn wrote an excellent article on the systemic approach required in human performance analysis in the March 2004 edition of Performance Improvement published by ISPI. A key concept in the article is that you cannot engineer human performance. Tags: Performance Improvement

The initial design influences everything else

Harold Jarche

Tweet If you pit a good performer against a bad system, the system will win almost every time. Learning Performance Improvement Technology Wor

Understanding behaviour

Harold Jarche

With this in mind, there are times when rewards and consequences are not linked to a desired performance, and this can lead to confusion or even worse.

Will’s Learning Landscape Model

Harold Jarche

Learning Performance ImprovementIt is also good to see on-job-learning as part of the model.

Video 17

from training to performance to social

Harold Jarche

This past year I conducted an online workshop called “ from training, to performance to socia l “ In November I will be running one on moving from a training to a performance support focus and this will be followed by a workshop on social learning for business. from training to performance to social from Harold Jarche.

How to become a Collaboration Consultant

Jane Hart

Next public online workshop: 9 November – 4 December 2015 In the workplace, people learn continuously as a result of working in their teams.

Workplace Learning is not the same as Education

Jane Hart

“ Continuous learning and performance improvement lies at the heart of any business – not packaged training courses, programmes or events.

Seeing motivation with new eyes

Harold Jarche

A trained worker, without the right resources and with unclear expectations, will still not perform up to the desired standard.

Agility through collaboration

Harold Jarche

Tags: Learning Performance Improvement

Business Practice Redesign

John Hagel

Maybe they’re actually becoming a barrier to performance improvement rather than a prerequisite for performance improvement. Learning faster to accelerate performance improvement. The question also refers to accelerating performance improvement, not just one time performance improvement.

A personal learning journey

Harold Jarche

I became interested in knowledge management (KM) as I was introduced to it in the mid 1990’s while practising instructional systems design (ISD) and human performance technology (HPT) in the military. Tags: Informal Learning Performance Improvement PKM I became a consumer and simultaneously a sharer of online knowledge.

Social Collaboration 101: How to help a team learn as they work together

Jane Hart

The advent of social technologies brings huge benefits to a work team, including the facility to improve communication, enhance continuous learning and performance improvement and capture organisational knowledge. This is known as social […]. Social learning

Social Collaboration 101 (Online Workshop)

Jane Hart

The advent of social technologies brings huge benefits to a work team, including the facility to improve communication, enhance continuous learning and performance improvement and capture organisational knowledge. This is known as social […]. Social learning

Validation and feedback

Harold Jarche

Which is based on an old military approach, Training Validation , as exemplified by the Canadian Army : On-job Performance. On-job performance is an evaluation measure that aims to determine if the trainee has been able to transfer the knowledge, skills or attitude learned in the training environment to the real world of the job.

Organizational change, unpacked

Harold Jarche

Performance Support. Even performance support tools can be developed centrally, by external consultants or an internal team. Simplicity.