just checking the box

Harold Jarche

I suggested that high physical functionality is always necessary for any tasks that have been determined necessary (in a training needs analysis) for job-ready performance. Performance Improvement Technology

actionable insights

Harold Jarche

Most people do not have a clue how many skills and how much experience this takes. They did, and the generator performed to perfection. Innovation Performance Improvement

Skills for learning professionals

Harold Jarche

world, where learning and performance solutions take on a wider variety of forms and where churn happens at a much more rapid pace, what new skills and knowledge are required for learning professionals? Tags: Informal Learning Performance Improvement In a Learning 2.0

Skills 172

the uncertain future of training

Harold Jarche

These are described as competencies, made up of certain, skills, knowledge, and attitudes. Many people cannot make the leap from course development, to performance consulting, and social learning. Learning Performance Improvement

moving to social learning

Harold Jarche

Those who rely on static knowledge and skills alone will fail.” – Charles Jennings. Courses, with their long development cycle, are inadequate to meet the learning and performance needs of those dealing with complexity. Performance Improvement SocialLearning

the bridge from education to experience

Harold Jarche

In organizations where experts may be significantly more advanced in their skills than novices, there is a role for a knowledge journeyman. In many organizations formal instruction is provided for basic skills or compliance training. 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. I often look at workplace performance first from the perspective of whether the situation we are trying to address is complicated or complex.

enough training

Harold Jarche

If you are interested in organizational performance issues, here are a few points to ponder. Compliance training is a standard response by industry regulators when dealing with human performance issues. Unclear performance measures. When performance is infrequent.

the missing half of training

Harold Jarche

In the military there is much more training than individual, skill & knowledge-focused, course work. Such an assumption ignores or refutes the influence of job experience or exposure to others, on human performance. Performance Improvement SocialLearning

gaining insight through social and informal learning

Harold Jarche

Organizational performance improvement is comprised of reducing errors and increasing insights, according to Gary Klein. To improve insights on an organizational level, all work should be focused on learning. Innovation Learning Performance Improvement

The risky quadrant

Harold Jarche

We can invest in new procedures and systems, build our skills and experiment with different ways of working with the business, and the business – because it is also changing fast and open to new ideas – will respond. skilled at performance consulting.

New skills for the learning professional in changing times #chat2lrn

Jane Hart

Yesterday’s live Twitter chat #chat2lrn was about New skills for changing times. “If Learning Professionals are to rise to these challenges, one of the key issues is the skills required to meet the needs of an ever more complex environment.

Skills 240

Social business drives workforce development

Harold Jarche

Cooperation is moving from a soft skill to a required hard skill. Through collaborative work, get feedback on where performance support may be required and if training is needed. Communities InternetTime Performance Improvement SocialLearning Work

Understanding behaviour

Harold Jarche

Extrinsic rewards only work for simple physical tasks and increased monetary rewards can actually be detrimental to performance, especially with knowledge work. Rewards are still an important aspect to consider in workplace performance. A nalyzing Performance Problems.

The right tool for the right job

Harold Jarche

In my presentation, From Training, to Performance, to Social , I describe how Human Performance Technology (HPT) is systemic and systematic, but not very human. from training to performance to social from Harold Jarche. Performance Improvement

Tools 206

The collaboration field needs to cooperate

Harold Jarche

There are a bunch of skills here that are tightly interconnected, largely centered around leadership development, coaching, and group transformation. This makes sense: A high-performance group is a group that learns, a conclusion that you should draw regardless of your starting point.

Compliance of an industry

Harold Jarche

Mandated training is a standard response by industry regulators when dealing with human performance issues. Unclear performance measures. Rewards and consequences are not directly linked to the desired performance. When performance depends on a large body of information.

Connect, exchange, contribute

Harold Jarche

Tweet Highlights from Skills for Learning & Development Professionals (an article I wrote for T&D Magazine in 2008). My experiences over the past three years have shown that these skills are still necessary in the workplace. Following these flows is an acquired skill.

Working Smarter, one day at a time

Harold Jarche

I’ve highlighted some of the questions on performance improvement asked yesterday and expanded on the responses, including links: Q: Where does performance support as a process integrate into social tools and learning at the time and place of need?

Corporate Learning’s focus

Harold Jarche

The organization can adopt a performance improvement perspective and ensure that all formal training meets a need. HPT (human performance technology) is a broader design approach and should be seen as an enabler to get to instructional systems design (ISD).

Mind Map: The Networked Society

Harold Jarche

Soft Skills. Tags: Communities Informal Learning Learning Performance Improvement Technology Wirearchy Work Over the years of writing this blog I’ve reorganized, added tags, categories and the Key Posts and Toolbox pages in order to help make sense of over 1,500 posts.

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. Within the ASAT, on-job performance is an element of validation conducted after at least three months following the training event.

Where organizational support needs to go

Harold Jarche

The majority of the effort goes into developing individual skills. Tags: Performance Improvement Work

Group-centric work and training

Harold Jarche

Groups of soldiers who will work together usually participate in “collective training&# and this typically follows some kind of cycle of preparing for operations, performing missions and coming back from missions. Tags: Learning Performance Improvement Work

Groups 186

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. The Centre for Learning Technologies is an applied research, consulting and resource centre for the use of new media in learning, knowledge management, and workplace performance support. Tags: Informal Learning Performance Improvement PKM

Seeing motivation with new eyes

Harold Jarche

Where there is a genuine lack of skills and knowledge, training may be required, but it should only be in cases where the other barriers to performance have been addressed. Tags: Performance Improvement

Pilots or Beta?

Harold Jarche

Enterprise performance should be looked at from the perspective of perpetual Beta. and lists five characteristics of great pilots: Enthusiasm; Roles & Functions; Skills; Personality & Network: 5. Tags: Performance Improvement Work

PKM Workshop – Toronto 13 November 2010

Harold Jarche

Target Audience: Knowledge workers, or anyone who wants to improve their learning skills using Web tools. Tags: Informal Learning Performance Improvement Wirearchy PKM Tweet. I’m offering a one-day course at the iSchool Institute (University of Toronto).

PKM 132

The marginalized training function

Harold Jarche

Training, other than in basic processes, does not address these skills. Tags: Informal Learning Performance Improvement

Integrating Learning and Work

Harold Jarche

Build a performance support system. As jobs become more unique (I think the notion of the job may disappear over time), training either becomes a very expensive option or must be focused on specific skills that are used by several people. The result in the latter case is increasingly smaller units of training, which merges training into performance support, making training in the traditional sense less relevant. Implement a continuous improvement framework.

The future of certification

Harold Jarche

I was once a Certified Performance Technologist, and as I said to Dave Ferguson , I don’t see much value in re-certification when it consists of checking off boxes of how many conferences you have attended. Tom Gram, now Certifiable (Certified Training & Development Professional with CSTD), wonders: Most learning and performance professionals will notice areas where the competencies could be modified to incorporate crossover disciplines and meet emerging trends.

Wake up and smell the coffee

Harold Jarche

Too many people in the training department make the leap from a performance issue (lack of skills, abilities, knowledge; lack of access to appropriate data and resources; etc) directly to training as the only solution. Unclear performance measures. Rewards and consequences are not directly linked to the desired performance. Only when there is a genuine lack of skills and knowledge , is training required [repeat as necessary].

Proficiency-based training

Harold Jarche

At the end of certain lessons, students had to have achieved mastery of specific skills, such as hovering or completing a circuit. Additional time in the aircraft could be provided, with counseling, but after a certain number of hours students were expected to achieve the performance requirement. Conversely, if a student achieved the performance requirement in fewer lessons, he or she could skip one or more lessons and move on to the next stage.

Re-thinking Workplace Learning: extracting rather than adding

Charles Jennings

One clear finding presented was that: “t hose activities that are integrated into manager and employee workflow have the largest impact on employee performance, while those that are distinct events separate from the day-to-day job have less impact.”

Embedding Learning in Work: The Benefits and Challenges

Charles Jennings

If people learn as part of the workflow then this learning is more likely to impact performance in a positive way. A second significant challenge (and blind spot for many L&D departments) has been the provision performance support.

A new framework for supporting learning and performance in the social workplace

Jane Hart

What will be required is a completely new range of services – which we might call non-training services – that are focused on supporting continuous performance improvement and learning in the workflow as people do their jobs. 2 – Performance Support Services. SKILLS.

Seeking Your Help - A Future for More Human Work

John Hagel

As companies continue to face mounting performance pressures, the efficiency gains from automation and other technologies won’t provide adequate ongoing performance improvement. To be clear, though, we’re not talking about narrowly “re-skilling” workers so they can do remaining routine tasks efficiently and reliably. Everyone seems to be talking about the changing nature of work. The primary change dominating everyone’s attention?

Workplace Learning: Adding, Embedding & Extracting

Charles Jennings

High performing individuals, teams and organisations focus on exploiting development opportunities in the workplace because that’s where most of the learning happens. There is also often an attempt to apply learning metrics (rather than performance metrics) to the outcomes.

The Role of the Collaboration Advisor

Jane Hart

In my previous post, Emerging new roles for learning and performance professionals , I identified some of the new roles appearing in the workplace. is not about training people to be social – but modelling the new collaboration and community skills that will be required.

Seeking Your Help - A Future for More Human Work

John Hagel

As companies continue to face mounting performance pressures, the efficiency gains from automation and other technologies won’t provide adequate ongoing performance improvement. To be clear, though, we’re not talking about narrowly “re-skilling” workers so they can do remaining routine tasks efficiently and reliably. Everyone seems to be talking about the changing nature of work. The primary change dominating everyone’s attention?

2012: That was the year that was

Jane Hart

4 - A new framework for supporting learning and performance in the social workplace. 7 - Collaboration and community skills are the new workplace skills. 8 - Emerging new roles for learning and performance professionals.

Survey 230

At the edge

Clark Quinn

Using a Human Performance Improvement approach, they decentralized the work to more self-directed teams. The solution includes continuous assessment, mobile performance support, and coaching.

It’s Only 65% !

Charles Jennings

How we support learning and building high performance should reflect these differences. We continue to learn as we put our new knowledge or skills into practice. The results of yet another 70:20:10 survey were published recently.

Survey 236