Monday, May 25, 2015

7 Areas of Survey of the Effectiveness of Learning & Development

7 Areas of Survey of the Effectiveness of Learning & Development

Starbucks is not an advertiser; people think we are a great marketing company, but in fact we spend very little money on marketing and more money on training our people than advertising.                Howard Schultz
Learning Function Survey and Audit 

Seven Functions with 56 Areas of Development Opportunities
  • General Management
  • Relationship Management
  • Operational Efficiency
  • Leadership Development
  • Service Delivery
  • Systems and Infrastructure
Survey
  • Self ranking of performance and Importance
  • Business Leader ranking of performance and importance
  • Discussion
  • Identify gaps and opportunities
Learning Function 1 General Management
  • Organization Design
  • Funding
  • Strategic Planning
  • Goal Alignment
  • Investment Priority
  • Competency Management
  • Measurement
  • L&D Staff Selection and Development
Learning Function 2 Relationship Management
  • Communicating Values
  • Needs Assessment
  • Internal Marketing
  • Cross Functional Partnering
  • Branding
  • Clients Partnering
Learning Function 3 Operational Efficiency
  • Content Design
  • Administrative Process Efficiency
  • Contents Portfolio Management
  • Channel Management
  • L&D Sourcing
  • Vendor Partnering and Management
Learning Function 4 Leadership Development
  • Talent Pipeline Segmentation
  • Onboarding
  • High Potential Identification
  • Leadership Development Programs
  • Succession Management
  • Leaders as Teachers
  • Transition Management
  • Executive Coaching
Learning Function 5 Service Delivery
  • Manager Led Development
  • Coaching and Mentoring
  • Experience Based Delivery
  • Individualized Development Plan
  • E-Learning
  • Peer to peer Learning
Learning Function 6  Systems and Infrastructure
  • Learning Technology Architecture
  • In the moment performance support systems
  • Knowledge Management Systems
  • Learning Portal
  • Performance Management and Development 
    Planning Systems
Learning Function 7 Organization Development
  • Facilitation of Discussion
  • Organization Development Diagnosis
  • Alignment to Business Strategies
  • Corporate Culture
  • Key Business Process Improvement
  • Inclusive and diversity


Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD,  Slideshare and Online Portfolio
Email: hrod@laurenceyap..com
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HR Conference Speaker
Good Practices on Retention Strategies, CapSource, March 24-25 2015, Prince Hotel, Kuala Lumpur
Application of Action Learning , HREC, 15-16th July, 2013, Ramada Hotel, Shanghai
Career Development HREC, 23rd-25th Oct, 2013, Rosedale Hotel, Beijing
Onboarding Impacts on Retention, Key Media, 7th June, 2012 Singapore Hilton, Singapore
HR as Leading Dept Truevents,  9th-10th April 2012 Ritz Carlton Kuala Lumpur
Effectively Managing Conflict in the Workplace,  Key Media, 7th Dec 2010, Singapore
Facilitating Corporate Strategy, Asia Business Forum,  Nov  2010 Ritz Carlton Hotel, KL
Educating and Training Line Managers in Talent Management, IQPC – Talent Management South East Asia Summit, 29th-30th September 2010 Novotel Hotel, KL
The Future of Training in Manufacturing Sector  in  Penang, UUM MBA, 25th July 2009, Holiday Villa Hot el PJ

Gratitude Letter

Gratitude Letter

Gratitude Letter
Task
Close your eyes.
Think of someone did something or said something that changed your life.
Write a letter or SMS or WeChat of gratitude to this individual

Format
Be specific about what he did for you  or said to you
How it affected your life.
Let him know what you are doing now

Mention how you often remember what she did and said
When you meet him, take your time reading your message again

Benefits
We benefit from the pleasant memory of the past
We lead by example
We strengthen our relationship with them

No one has addressed the eternal question of what begets happiness with more rigor and empirical dedication than Dr. Martin Seligman, founding father of Positive Psychology — a movement premised on countering the traditional “disease model” of psychology, which focuses on how to relieve suffering rather than how to amplify well-being. Seligman, whom I first had the pleasure of encountering at my alma mater, the University of Pennsylvania, and who was once elected President of the American Psychological Association by the largest vote in the organization’s history, remains one of the most influential psychologists in the study of happiness. This exercise is taken from his bookFlourish: A Visionary New Understanding of Happiness and Well-being. 
Laurence Yap has 20 years of industrial experience in organization development and human resource development. He has served in multiple multinational organizations in Asia Pacific Region such as PayPal, Western Digital, First Solar and Pfizer. You can read more about his work in his blog Journey of HRD,  Slideshare and Online Portfolio
Email: hrod@laurenceyap..com
Other Articles:

MIT

MIT
Open Courseware

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