“It is impossible to predict when a change in behaviour will occur…in fact, changes in behaviour may occur at any time…or it may never occur.” This statement is taken from Kirkpatrick and Kirkpatrick’s (2006), “Implementing the Four Levels” for the evaluation of training programs. Human Resources and training professionals often face this dilemma of whether or not participants will implement the newly learned behaviours and to what affect and where does this responsibility lay.
You are here
In the field of Human Resources, relationship and conflict management is just part of the job. Conflict will arise in any workplace, but how that conflict is handled can either build relationships or disintegrate them. Strong conflict management skills become crucial for HR professionals. Alternative Dispute Resolution (ADR) practices are based on interest-based communications skills that can effectively diffuse workplace conflict and enhance workplace culture.
How are you handling all of the quick fire changes in this new-fangled L&D world? If you’re like me, you are slowly realizing that having a narrow focus is no longer an option and that broadening your approach is the only way to stay in the game.
The Modern Classroom
To invest in employee development, or not to invest in employee development, that is the question which many employers debate during hard economic times. This is not the first time that someone has written about this and will assure you that it will not be the last. Truth is, during these difficult times, nothing is immune to budget reductions. When executives are looking to reduce costs, making the case to maintain or implement an employee development program has its challenges. Here are three steps that have helped me:
Numerous studies conclude applicable training coupled with individualized career progression not only increases employee retention and engagement but also nurtures a learning environment where information sharing leads to continuous process improvement as well as significant decrease in injuries and operational costs.
Lucky for me, I belong to a learning focused organization where training and development are intrinsically linked with the company’s culture, strategic plan and core values.
The subtleties of today’s work environment are a lot different from what they were about two decades ago. Today’s manager is sensing the accelerated speed of change. There are so many complexities even in the day to day decisions and choices they need to make. The pressure here – there is a bigger cost of getting it wrong. There is a constant stream of things managers need to learn. There is no escaping the need to adopt a more concrete approach to training our managers.
There are numerous parallels in life that can be drawn from sports, but have you ever considered your training and development program to be like a football game? Neither have I – until now.
Growing up I loved the game of football (the American gridiron type). I can remember watching my first game with my father and thinking how big, fast, and absolutely amazing those players were. I did not have a clue what was going on, but I was captivated.