Technology is undoubtedly transforming organizations in many different ways especially where its application is the mainstay of everything. E-commerce as evidenced by Capital Markets simulation programs, income management systems greatly illustrates this.
Making the most out of Technology Enabled Learning to drive change
Through Technology Enabled Learning, a lot is being achieved in terms acquisition of practical skills organizational success, and new knowledge dispensation. Therefore, emphasis should be on achieving maximum impact on both common and personal goals. Well, technology-enabled learning helps to actualize the following:
- Financial management skills
- Acquisition of skills that go a long way in helping make the right decisions at management level
- Enhanced competitive advantage
- Motivation of employees and leadership skills
- innovativeness and inventions
Dealing with procrastination for more value and output
The tendency to postpone tasks negatively affects both individual and collective tasks. Due to the management custom writer report, in corporate environments for instance, when one or two employees do not live up to meeting deadlines, the output is greatly affected. Time is money and the more deadlines are met, the better a company is able to cope with competition and needs of clients. So, how can employees deal with a habit of rescheduling tasks until it is too late to handle them effectively? Here are some proven and tested guidelines to follow:
- Managers should ‘cheat deadlines’ when assigning tasks to those who are fond of procrastination because even if they use harsh language to coerce them into finishing delegated duties on time, it hardly works. ‘Cheating deadlines’ is setting up one comes way earlier than the official one.
- Emphasis on accountability is another way to ensure tasks are completed on time. This is a case of ensuring those who oversee projects are held responsible for overdue deadlines.
- Get hands-on tasks assigned to known procrastinators by being involved in way of supervision from start to completion
Training Rules for maximum impact and better results
Usually, training is aimed at individual gains but in also includes achievement of group goals in organizations. And with the help of technology, companies should lay emphasis on what activities and rules therein will have maximum impact on employee development. These are some of the rules trainers and trainees should have in mind at all times.
- Focus on skill development, not change in trait
Personality differences play important roles in approaches people have toward goals. Extroverts and introverts are good examples to illustrate this. Well, if you are looking into means of making an introverted employee communicate better, it shouldn’t be about trying to change their personality but rather imparting in them, skills for active communication and better use of words.
- Emphasize on imparting the right skills
Taking a case in point of sales and marketing team within an organization, whereby a cross-section is mandated to look for new business opportunities while another group is charged with the responsibility of sales account management. There is little effect on results if everyone is trained on the same thing. Achievement of goals should be premised on skill variation based and context of work.
- Coaching and skill reinforcement
Most people agree that training is aimed at the acquisition of new skills and which should override old ones. This can only be achieved through consistent coaching to not only reinforce the new one but also make them newfound habits.
- Skill implementation and measurement
If say you are training employees in communication, the implementation shouldn’t be misconstrued to mean overall outcome in terms of improved performance. The success of newly acquired knowledge or skills should be measured at the level of engagement rate with clients.
- Linking up skill and development
For most people involved in a training exercise, it is usually about learning new things. But here is the catch. Of what impact would it be on the goals of an organization at the end of the day even if the best methods are deployed? Well, it is important for both trainers and trainees to draw a link between training and development. It shouldn’t stop at the acquisition of new skills but using them for higher objectives and goals. This is ostensibly a process that should be monitored all through until there is maximum satisfaction after a training program.
- Planning is the key to measuring success
With a good training plan, it becomes easier to evaluate whether goals and objectives have been achieved based on such things are improved performance. However, plans can be tweaked to suit more desirable outcomes if progress is not realized.
- Integration of ideal training methods
Training for improved performance at the workplace basically targets adults, and since they learn by applying new ideas in real-life situations, appropriate methods for training should not just be about modern technology but also case studies.
In conclusion, training shouldn’t be about the application of advanced systems without looking into the effectiveness of the same. It should further focus on both personal development and organizational growth. These rules explored in this post thus help realize these but only if carefully implemented.
Betsy Randall is a professional researcher and custom paper writer. She has a master’s degree in Eastern Philosophy and keen on digital marketing, education, and philosophy. She likes yoga and volunteering with teens.