设计如何帮助人力资源让L&D千禧一年友好

通过在线课程,播客和新技术工具使员工对其专业发展的更多所有权,人力资源现在在学习和发展中发挥了什么作用?即使学习不被人力资源部直接管理,该部门仍然可以使用设计思维发挥重要的促进者作用。

Adaptive learning

没有一个尺寸适合L&D的所有解决方案。今天员工需要并希望更具体的学习计划。实际上,psychological studieshave shown that people have different ways of learning according to their personality. “Strategic learners”, “deep learners” and “surface learners” will be more likely to acquire new skills when programs are adapted to fit their personality.

The challenge is creating L&D programs that can be adapted to individual employees’ learning needs.

HR as an architect rather than implementer

Design thinking is a new method being adopted by HR to meet the modern employees’ demands. Following the digital trend, Deloitte and Columbia University’s ‘Global Trends in HR’ course for HR professionals promotes the idea of transforming HR’s approach through design thinking, stating that 79% of senior professionals now rank it as a high priority when meeting talent challenges. But what does design thinking actually mean?

Design thinking encourages practitioners to create new processes, from a designer’s perspective: focusing on improving the experience of the user, rather than past methods.

Utilizing design thinking in HR encourages professionals to create new processes based on the needs of the modern employee. Borrowing from UX designers, this is why you may be seeing more and more of your LinkedIn connections changing their title to EX (employee experience) professional.

There are four things HR can do to redesign their L&D programs to be more employee experience- centered:

Become a content curator

HR is in the best position to design and tailor modern L&D programs that reflect their organization’s objectives. Jason Wingard of Global Trends in HR emphasizes the need for HR to take on a content curator role. While maintaining employee ownership of learning is important, HR should still play a part in crafting L&D programs that guide and incentivize employees to learn more of the skills that are specific to the company’s needs.

尽管他们喜欢有选项,员工是regularly bombarded with an overload of information, notifications and video clips. Deloitte reported that workers are being interrupted up to every five minutes by workplace applications and tools. Two-thirds of knowledge workers claim they don’t have time to do their jobs. Help them cut through the noise by curating a smaller amount of content and tools that will help them reach your organization’s objectives.

请记住现代学习者的需求。大多数人不会观看超过四分钟的视频,今天营销人员只有5到10分钟to catch their attention. With these statistics in mind, be sure to select content that will really speak to your millennials’ learning needs and address their key concerns in the workplace.

Turn your managers into mentors

今天的经理往往不堪重负,通过执行级别满足其团队的KPI和底线优先事项。与此同时,他们被告知找到额外的时间来教导他们的员工。拥有高学习灵活性的团队大大提高了管理人员达到关键目标的能力,但如果他们的表现完全在财务指标上评估他们的表现,他们不会花时间。通过重新设计过程来解决他们的需求和疑虑,让您的经理更容易成为伟大的导师。

Signal the importance your company places on L&D by taking coaching into consideration when conducting performance reviews. Instead of simply asking “How much revenue did their team bring in this year?”, ask “How many new skills did their team learn?” If your company conducts manager reviews, ask employees if they feel they’re getting enough coaching from their manager. This will allow managers more flexibility in the way they balance their employees’ coaching needs with meeting bottom line objectives.

Introduce user-friendly HR tech tools which will help them meet their coaching objectives easily and on the go.

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促进同行学习

It may seem straightforward but one of the most effective learning strategies today is peer-driven learning. Fifty-five percent of Google’s L&D is administered through an ecosystem of over 2000 peer learners. The program, “Googler to Googler”, effectively puts employees into HR’s role of planning and training peers on a variety of different skills. In 2013,大约2,000名员工自愿服务to teach a class.

The beacon for what all modern companies want to be, following Google’s lead is a difficult task for many. In spite of being eager to learn and develop new skills, Deloitte found that employees only have1% of their week花在学习中。让同行实际上花费额外的时间设计设计培训课程可能是不可行的,但促进同伴教练是。如果您的公司没有使用360度的绩效评估,是时候让您的领导者表示福利。

Encouraging peers to give each other regular performance feedback, whether during 360-degree reviews or informally will create an environment in which people are more open and attuned to helping their teammates develop.

Already it’s estimated that80%的学习occurs on the job through interactions with others. This will be increasingly essential as teams begin working more and more in a cross-functional manner. It’s also less time intensive and more cost effective than setting up formal HR administered training courses.

Allow your employees to explore new options within the company by making learning across departments available. Sourcing talent for open positions within your own company limits the task of onboarding and provides you with a diverse multi-skilled workforce. Giving your workforce the right tools to connect with others will facilitate an increase in knowledge sharing and break down departmental barriers.

Adopting Tech Friendly L&D for a Tech-Savvy Workforce

千禧一代想要更多的L&D在工作中,但这不必打破银行。而不是在设计昂贵的正式课程中拥有人力资源,而不是花费时间和金钱,公司现在正在投资新的人力技术工具,融合千禧一代的智能手机与他们对实时学习的渴望。数字学习工具,如播客,在线课程,网络研讨会,博客和促进日常工作场所合作的工具will give your employees more options to accelerate their professional learning plan.

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