TM - June 2008 - (Page 41) content may come from disparate sources and take a variety of forms. For example, a hospital may work with one vendor on clinical content and another vendor for the best content on coding and billing. Choosing a learning partner can be a critical decision. Talent managers should learn as much as possible about vendor offerings, and in the case of learning content, what restrictions external partners may have around content development. Talent leaders charged with learning responsibilities should work with a partner that has expertise in performance improvement, and it’s advisable to consider partnering with a full range of in-house content and media developers as well. Whomever the talent manager chooses to help imple- cornucopia of standard features for learning management systems. But chances are these features won’t fit all organizations’ needs right out of the box. It is the HR or talent management leader’s responsibility to learn as much as possible about the learning technology available in order to assist an organization in meeting its immediate and long-range business goals. A good learning management system (LMS) solution supports a range of formats, including asynchronous or self-directed Web-based learning; synchronous or live learning, instructor-led, Web-based learning; and traditional, classroom-based, instructor-led learning. No matter which delivery mode is appropriate for a learning program, the organization’s LMS should be able to: • Synchronize with human resource management systems. Before HR leaders can help create learning programs for the company in support of broader business objectives, they have a lot to learn about effective enterprise learning. • Provide robust virtual classrooms that facilitate whiteboard sessions, interactive project work, breakout rooms and online mentoring. • Automate, track and manage compliance training and certification programs from a single, global platform. • Manage course offerings, participant enrollment, testing data and more. • Design and deliver an unlimited number of assessments with automated testing and grading. • Organize and track personal transcripts and learning plans. ment enterprise learning, external or internal partners must be able to blend all content to deliver a multisensory learning experience that can be used for both instructor-led and Web-based learning. It’s Not About the Bike As Lance Armstrong won race after race, people wanted to know what kind of bike he rode, what kind of gears he used and what tires he had on his bike. His answer was always the same: It’s not about the bike. Yes, he had the very best bike, the very best tires and the very best gears. But in the end, that’s not why he won the race. It’s the same with learning technology. Technology has made tremendous advances in the past five years. Many learning technology providers offer a Talent managers should be careful identifying the right system provider: Some aren’t interested in training employees to use the company’s new training system, leaving them to struggle along as best they can to figure out the new technology. Look for a commitment from the provider that assures employees will know what they’re doing once the system implementation is complete. Attending user groups and trade shows and networking with peers are great ways for talent management executives and their staffs to stay informed about learning practices. In addition to learning about the technology, talent leaders should pay attention to solutions that facilitate their ability to provide meaningful business-performance measurements and aid development of business acumen. Recent studies show business leaders want their learning and talent leaders to be well-informed about the business areas they affect. June 2008 LEARNING continued on page 63 talent management magazine www.talentmgt.com 41 http://www.talentmgt.com
Table of Contents Feed for the Digital Edition of TM - June 2008 TM - June 2008 Editor’s Letter Contents Human Performance Leading Edge Foundations The New Components of Compliance Candid Culture: Embracing Employee Complaints Transitioning to a New Era: C&B at Nonprofits Three Ways to Build Successful Manager-Employee Relationships Implementing Successful Learning Programs The Succession Fix Fifth Third Bank: Putting People First Zaxby’s: Making Employees’ Jobs as Palatable as Its Menu Workforce Readiness: Preparing Personnel to Meet Business Goals Kelley Blue Book: Writing the Book on Performance Management Advertisers’ Index Editorial Resources Full Potential TM - June 2008 TM - June 2008 - (Page Intro) TM - June 2008 - TM - June 2008 (Page Cover1) TM - June 2008 - TM - June 2008 (Page Cover2) TM - June 2008 - TM - June 2008 (Page 3) TM - June 2008 - Editor’s Letter (Page 4) TM - June 2008 - Editor’s Letter (Page 5) TM - June 2008 - Editor’s Letter (Page 6) TM - June 2008 - Editor’s Letter (Page 7) TM - June 2008 - Editor’s Letter (Page 8) TM - June 2008 - Contents (Page 9) TM - June 2008 - Contents (Page 10) TM - June 2008 - Contents (Page 11) TM - June 2008 - Human Performance (Page 12) TM - June 2008 - Human Performance (Page 13) TM - June 2008 - Leading Edge (Page 14) TM - June 2008 - Leading Edge (Page 15) TM - June 2008 - Foundations (Page 16) TM - June 2008 - Foundations (Page 17) TM - June 2008 - The New Components of Compliance (Page 18) TM - June 2008 - The New Components of Compliance (Page 19) TM - June 2008 - The New Components of Compliance (Page 20) TM - June 2008 - The New Components of Compliance (Page 21) TM - June 2008 - The New Components of Compliance (Page 22) TM - June 2008 - The New Components of Compliance (Page 23) TM - June 2008 - Candid Culture: Embracing Employee Complaints (Page 24) TM - June 2008 - Candid Culture: Embracing Employee Complaints (Page 25) TM - June 2008 - Candid Culture: Embracing Employee Complaints (Page 26) TM - June 2008 - Candid Culture: Embracing Employee Complaints (Page 27) TM - June 2008 - Candid Culture: Embracing Employee Complaints (Page 28) TM - June 2008 - Candid Culture: Embracing Employee Complaints (Page 29) TM - June 2008 - Transitioning to a New Era: C&B at Nonprofits (Page 30) TM - June 2008 - Transitioning to a New Era: C&B at Nonprofits (Page 31) TM - June 2008 - Transitioning to a New Era: C&B at Nonprofits (Page 32) TM - June 2008 - Transitioning to a New Era: C&B at Nonprofits (Page 33) TM - June 2008 - Transitioning to a New Era: C&B at Nonprofits (Page 34) TM - June 2008 - Transitioning to a New Era: C&B at Nonprofits (Page 35) TM - June 2008 - Three Ways to Build Successful Manager-Employee Relationships (Page 36) TM - June 2008 - Three Ways to Build Successful Manager-Employee Relationships (Page 37) TM - June 2008 - Three Ways to Build Successful Manager-Employee Relationships (Page 38) TM - June 2008 - Three Ways to Build Successful Manager-Employee Relationships (Page 39) TM - June 2008 - Implementing Successful Learning Programs (Page 40) TM - June 2008 - Implementing Successful Learning Programs (Page 41) TM - June 2008 - The Succession Fix (Page 42) TM - June 2008 - The Succession Fix (Page 43) TM - June 2008 - The Succession Fix (Page 44) TM - June 2008 - The Succession Fix (Page 45) TM - June 2008 - The Succession Fix (Page 46) TM - June 2008 - The Succession Fix (Page 47) TM - June 2008 - The Succession Fix (Page 48) TM - June 2008 - The Succession Fix (Page 49) TM - June 2008 - Fifth Third Bank: Putting People First (Page 50) TM - June 2008 - Fifth Third Bank: Putting People First (Page 51) TM - June 2008 - Zaxby’s: Making Employees’ Jobs as Palatable as Its Menu (Page 52) TM - June 2008 - Zaxby’s: Making Employees’ Jobs as Palatable as Its Menu (Page 53) TM - June 2008 - Zaxby’s: Making Employees’ Jobs as Palatable as Its Menu (Page 54) TM - June 2008 - Zaxby’s: Making Employees’ Jobs as Palatable as Its Menu (Page 55) TM - June 2008 - Workforce Readiness: Preparing Personnel to Meet Business Goals (Page 56) TM - June 2008 - Workforce Readiness: Preparing Personnel to Meet Business Goals (Page 57) TM - June 2008 - Workforce Readiness: Preparing Personnel to Meet Business Goals (Page 58) TM - June 2008 - Workforce Readiness: Preparing Personnel to Meet Business Goals (Page 59) TM - June 2008 - Kelley Blue Book: Writing the Book on Performance Management (Page 60) TM - June 2008 - Kelley Blue Book: Writing the Book on Performance Management (Page 61) TM - June 2008 - Kelley Blue Book: Writing the Book on Performance Management (Page 62) TM - June 2008 - Kelley Blue Book: Writing the Book on Performance Management (Page 63) TM - June 2008 - Kelley Blue Book: Writing the Book on Performance Management (Page 64) TM - June 2008 - Editorial Resources (Page 65) TM - June 2008 - Full Potential (Page 66) TM - June 2008 - Full Potential (Page Cover3) TM - June 2008 - Full Potential (Page Cover4)
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