HRM540 Week 4 Journal Entry

 Week 4 Learning Log:

What Surprised You?

What surprised me the most about Week 4’s learning material were the different points of view in the Week 4 discussion 1. Nowadays, it seems that the latest technology is the option that many organizations desire with regard to training to stay competitive as an employer. Even before the global pandemic struck, many organizations were eager to jump on the e-learning or online training bandwagon. According to an IDC survey back in 2016, “53% of enterprises outsource at least some portion of their learning (Taylor, 2016). This is likely because many companies do not have the resources to handle many of the learning needs that their employees may have, and they will therefore outsource specific skills for a short period while the organization is going through changes (Taylor, 2020). However, it is surprising how quickly training programs develop with different methods (such as gamification) that can be used to ensure employees are compliant and competent with their work.

Additionally, another area in this week's lecture material that I found fascinating was the 70:20:10 model. The model describes how 70% of learning comes from on-the-job experiences, 20% of learning is from other colleagues and coworkers, and 10% of learning if accomplished during a formal training program (Jennings, 2011). This was a shock to me at first because in many of my HRM courses, the use of software, new technology and AI in the workforce seem to be trending topics. Of course, technology is becoming more advanced but I did find the 70:20:10 rule interesting because, in a way, it debunks the need for all of these tools because only 10% of learning to master the skills of a job come from these training tools.

 

What applications do you see for your job?

For my Week 4 Discussion 1 post, I supported the opinion that it would be most logical to develop a training program for new supervisors recently promoted from within the organization. Currently, at my organization, we do complete online training modules as well as learning in a classroom-like setting, shadowing and working with colleagues, and on the job training. I feel that the variety of training techniques that my organization offers is effective towards an in-depth and successful training program. However, I am aware that we would love to update our training software tools to be more advanced and up to date, and learning about the pros and cons of buying vs building your training tools was very insightful in Week 4 Discussion 1. I know that as our organization grows, we will consider using more of these tools, especially if they are within budget.

I also think that applying the Kirkpatrick model would benefit my organization, especially when developing our training program. As discussed, employee return on investment can be difficult to determine and the Kirkpatrick model can assist HR in developing a training program that helps HR “analyze the impact of training, to work out how well your team members learned, and to improve their learning in the future” (Mindtools, 2020). I think that after our annual performance review, my organization can gather feedback from employees, and use the four levels of evaluation (employees Reaction, Learning, Behavior, and Results) to help develop no only the training program but also help develop the employees skills and there for the organization (Mindtools, 2020).

Additionally, the Week 4 individual assignment reflected my organization's proper training and steps needed to prepare to work both inside and outside of the office during the global pandemic. I used some of the current procedures and protocols and developed a step-by-step guide for both in-office and remote employees, learning objectives, and how to assess that each objective was met. I feel that this exercise was very helpful to ensure that when implementing new tools or training, the tasks must be completed, traceable and trackable. I also think that a mind map is a great tool to visually show employees the steps in the training, so that the entirety of the training process and the logic behind it is communicated and all of the employees in the organization are aligned.

 

What questions do you have about what you’ve studied?

With the current state of the world and the global pandemic, do you think that training will be primarily through the use of e-learning and online tools moving forward and that face-to-face training may become extinct? It seems that there are many developments with different HR as well as organizational software, and with the need for remote working, learning online seems to likely be the primary form of training and learning in the present and in the future. This is due to the rapid demand for growth of employees located around the world, and the convenience that comes with using these tools (Koksal, 2020).

 

What would you like to know more about?

I would like to learn more about all the legalities involved when an organization decides to outsource, and all of the work that is put into getting the outsourcing process set up and running.

 

Resources:

Jennings, C. [Fuse Learning]. (2011, October 5). 70:20:10 by Charles Jennings & Fuse. [Video file]. Retrieved from http://youtu.be/t6WX11iqmg0

Koksal, I. (2020). The Rise of Online Learning. Forbes. Retrieved from: https://www.forbes.com/sites/ilkerkoksal/2020/05/02/the-rise-of-online-learning/?sh=63e9e45a72f3

MindTools. (2020). Kirkpatrick’s Four-Level Training Evaluation Model: Analyzing Learning Effectiveness. MindTools.com. Retrieved from: https://www.mindtools.com/pages/article/kirkpatrick.htm

Taylor, T. (2016). Study: More than half of all organizations Outsource their Learning Programs. HRDive. Retrieved from: https://www.hrdive.com/news/study-more-than-half-of-all-organizations-outsource-their-learning-program/424556/#:~:text=That%20is%20the%20question.,learning%20needs%20of%20their%20workforce.