Group Based Interactive Learning ,Problem Solving and Performance Evaluation

Managing employee Learning and Development and measuring effectiveness of workforce at workplace and aligning the results to the objectives of the company is a great challenge for the most of enterprises operating in competitive markets. A continuous learning organization with deep domain and industry expertise who can embrace changes in technology landscape and adapt accordingly faster than their competitors can sustain in fierce competition and excel in business.

It is essential for every organization to build a strong domain practice aiming technology competency enhancement and resource development in 360 degree view measuring effectiveness, creativity and innovation. A high impact service or product can be created by only investing time and money strategically into one’s resources and ensure they are aligned with corporate objectives. Also, A performance tracking mechanism is vital for the success of designed learning and development activities across the business units or the company.

Here is the greatest challenge again to define performance metrics for individual and entire organization’s learning effectiveness. So, it is very important to standardize the competency based learning methodology and delivery of content and certification services on a constant and periodic basis.

A dedicated learning and development manager is required to fulfill the organizational training capacity and provide strategic inputs to empower employees with knowledge and required skills to succeed in their professional endeavors. For a smaller company or any upcoming startup, this responsibility should be assigned to the project manager handling team management, delivery,App development and product management.

“Learning is acquiring new, or modifying existing, knowledge,behaviors, Skills, Values, and may involve synthesizing different types of information. The ability to learn is possessed by humans, animals and some machines. Progress over time tends to follow learning curves. Learning is not compulsory, it is contextual. It does not happen all at once, but builds upon and is shaped by what we already know. To that end, learning may be viewed as a process, rather than a collection of factual and procedural knowledge.”

Every human being has ability to memorize and acquire skills through learning. It is of different forms.

For ex, A theorist, A pragmatist

Our learning style varies from person to person. So it is very important for the learning manager to facilitate the learning process to cater the needs diversified audience with varied experiences and skills in order to build generalist approach on multiple technologies and skills to leverage these capabilities for delivery outstanding results to the customer with proper team mix comprising specialist and generalist team players. A cross functional training approach helps in this case to impart skills and talents. In this way, your resources can bring value and multi-dimensional thinking for the success of your product or project.

So let us craft a simple training plan and approach to achieve desired results meeting the vision of the company.

Inputs : Learning & Development strategy Map, Total no of employees, Budget, Skill Matrix, Resource Availability for future projects, Attrition rate, A high level project schedule for executing training plan, Capacity planner, ROI Calculator, Identification of training needs, Quarterly training schedule.

Requirements : Software, hardware, necessary logistics, Conference/Training rooms, Development of training content, Identification of trainers, Assessment software.

Outputs: Platform specific Content, Performance Reports, Attendance Tracking, ROI Analysis and Dashboards, Resource Inventory list.

To achieve the above said, A trainer shall define pre-requisites for the course which he/she has developed and ensure they publish a schedule by coordinating with the learning manager and circulate relevant material to the targeted audience to gain initial understanding on the topic accordingly.

Guidelines to organize and conduct training sessions for effective content delivery and session management.

Attendance Sheet – Collect attendance and publish on any central repository or Attendance tracker developed using a excel sheet.

Do’s & Don’ts – Timely reporting, Decorum in the class, Turn off mobiles, No gossips, No personal comments or critics, No political debates, No arguments.

Active Participation and discussion – Encourage team members to participate in the learning activity by motivating them and set an expectation for the both of the parties. Communicate the objective of the session and ensure everyone are working towards common objective.i.e acquisition of knowledge.

Feedback – Consolidated feedback on delivery of content and trainer’s effectiveness, Traits and other qualities.

Interactivity, Fun, Humor


Thought Provoking

Inspire audience and demonstrate leadership skills

Class control

Engagement – Involvement

Presentation skills

Content Design & Delivery

Real world examples and practical applications

Insight into trends and technologies

Comparative technology analysis

Communication Skills

1 Positive Statement and One area of improvement – This helps the trainer to capture his/her areas of improvement by  his/her effort on suggested areas of improvement and it should be monitored by his/her mentor.

Assessment of candidate’s preparedness and effort.

Encourage questions and debate

Problem solving activity – Group level problem solving exercise and promoting a sense of competitiveness.

Suggest areas of improvement

Monitor progress

Review performance and document it.

Now, define “Core Competence” of your high performing teams by measuring performance of various learning programs.


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