HRM540 Week 5 Journal Entry
HRM540 Week 5 Post Course Assessment and Journal Entry:
Week 5 Learning Log
What Surprised You?
What surprised me most this week was reflecting on the amount of material that was covered in this course! As I added the Week 5 research to my PLN, I realized the extent of not only the material and topics that were covered in this course, but also how useful of a reflection tool that the PLN is and how it can be used at any point as a resource in my career. For example, when I am working in HR and need to develop a training program, I have my PLN to reference for topics such as talent analysis, development and training. I think that even after I complete this course, I will create a PLN for my course moving forward so that the takeaways from each of my classes as a part of my master's program can be reflected upon and used as I develop my career in HR.
Another thing that surprised me this week was Week 5 Discussion 2, the case study. I was shocked when I read this at first and was honestly stumped with how to handle Karen’s tricky predicament with her funding being cut by 75%. However, I felt that this discussion topic was eye-opening because I am sure that this is a reality for many organizations, and these challenges need to be handled. I felt that through research and discussion of the case study, I was able to learn more about different techniques used to handle budget cuts and that there are many different resources to turn to when this happens.
What applications do you see for your job?
I can see the creation of e-learning and its application with my job. Though I am currently in sales, HR at my organization has created compliance as well as product, chemistry and application training for new hires using modules on an articulate site. The articulates are designed with our company brand and reflect on how the training is tied to its initiatives. The articulate site can be accessed at any time that an employee needs to brush up on their training, and each grade is recorded once the training has been completed to track progress. When I develop my career in HR, I am sure that I will need to create e-learning for employees. The experience I had this week developing e-learning was a great way to “get my feet wet” so that I can understand the time and thoroughness needed to develop e-learning as a part of a training program.
I can also see tying the PLN and the KWL chart in with the e-learning to ensure that the understanding and the application of the information is thoroughly understood before e-learning. A PLN can be used for employees going through the training to take notes and save important files and tools for reference as they develop their careers with an organization. This way, they have all of the important information from their training in the PLN handy at all times for reference and can pull it up as needed. Additionally, the KWL chart can be used for new hires at the beginning and at the end of their training experiences to ensure that all topics were covered and understood and that all of the preliminary questions that the employee(s) may have had can be answered. This way organizations can track their training programs' effectiveness and ensure that employees are learning, understanding, reflecting and can apply the material from their training.
What questions do you have about what you’ve studied?/ What would you like to know more about?
The only question that I would like answered and to learn more about was how to create PIP or employee development and training plans. I know how to utilize different tools to assess areas of weakness in a business as well as employees' skills and determine what may be getting in the way of their success. However, I’d like to learn more about the steps required in developing a PIP to not only align with the business strategy but also set the employees up for success and develop their skills.
KWL:
Questions and Answers from the start of class on my KWL Chart:
● What Software/tools used in Talent Management?
Yes, this question was answered. We learned about a variety of talent management tools in Week 1 (general integrated systems, manage learning and development, predicting needs, evaluation of existing employees, employee surveys, recruiting, training, and more) as well as throughout the class.
● What are some of the techniques used to properly manage talent?
We learned about a variety of different tools and techniques used to properly manage talent. These include software tools, outsourcing, competency, career path models, systems thinking, and the use of analytical tools to determine the root cause of a problem. All of these tools can be used to help manage and develop talent.
● What are the necessary steps used to create e-learning modules?
I learned about how to create an e-learning module in the final project assignment, where I created an interactive Prezi presentation to help NEIB students who are unfamiliar with canvas learn how to properly use its functionalities. I feel that this was great practice because training needs to be accessible and easy to reference and comprehend, as well as be engaging so that the viewer can learn.
● How to assess when to outsource and manage the budget?
This topic was explored in the Week 4 Discussion 2 discussion boards. This discussion board prompt was about determining whether or not to outsource a training program, and the pros and cons of each. I learned that depending on the company’s need and budget are big factors in determining whether a company should or should not outsource.
● How to create PIP or employee development and training plans?
We did not exactly cover this topic in the course. However, we did cover how to recognize and analyze a problem, as well as how to determine the root cause of the problem in Week 3. This can be tied to a PIP because when an employee is put on a PIP, HR and management need to determine where the employee's weaknesses are and what may be causing them. This is the only question that I believe remains unanswered.
● How to align talent development with a business?
Yes, the correlation of talent development and its alignment with a business strategy is key in an effective employee development and training program. I learned in Week 2 Discussion 3 that annual performance reviews are an opportunity for HR and management to assess and align talent, their strengths, areas to grow, and how they can develop their skills. This is used to leverage performance and growth with the organization for years to come.
● How to create a competency model?
In the Week 1 individual assignment, I created a competency model for beginner, intermediate, and advanced level positions in my organization and the career path to follow. Competency models are important because they lay the foundation of essential competencies that one needs to develop employees and their careers in an organization, as well as establish the competency of prospects when considering new hires for an open position.
● How to fix or edit employee assessments?
Employee assessments are flexible and can easily be changed depending on how the employee would like to develop their career and what competencies and skills that they wish to build upon. This way, during an annual performance review, employees can be assessed and evaluated based on their current goals and position. New goals can then be set and challenges set forth for the upcoming year, which are a significant portion of the performance review.
KWL: Where do you see you might use this tool on your job?
I could see using a KWL chart in my job or future job in HR for training specific needs. It is a great tool for learners to reflect on their learning after completing a course or training program to ensure that the concepts are not only understood but also applied. For example, I could see my company using a KWL chart as a part of the training program for new employees. This way, after different topics are covered, any questions that were addressed at the start of the training are answered by the end of the training. This is also a great way for companies to check and ensure that their training is effective and that all topics and questions are covered when completing the training so that the employees feel confident and that there are no remaining questions left unanswered. This way, the organization and employees are assured that the training was effective and successful, and the KWL chart confirms that information.
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