Dear Gary, we are trying to implement a Learning Organization in our
company and are dealing with the same concerns. In my research, Robert
Sobkowiak, Software Concepts People Inc., says you NEVER have people learn
on their own time. He indicates that at best, you split the time with
them. In this area I would advise that you split your course offerings in
two: On the job training / development (more or less required and
personal growth. OTJ classes are held on company time (employees are
paid) and Personal growth are after hours - company carries all expenses
but doesn't pay for the attendance.
Another possibility if the classes are on employee time is to include
recognition. That is, for completing a class the employee gets xxx amount
of money, usually a lot less than the equivalent salary.
Whether you wish to use testing again depends on your goals. Is it
necessary to prove competence after completion of the class? If so, a
test is needed. If not (personal growth classes), there is no point. We
hope to set up a "Certificate Program" internal to our organization in
which people who take a proscribed series of classes and pass a test, will
be considered to have that expertise.
Hope this helps,
Ann Reilly
At 11:57 AM 9/25/97, you wrote:
>I posted a couple of questions to the Learning Organization a few
>months ago, asking for help regarding how to identify learning needs and
>the prioritization of those needs. I would like to thank all of you that
>responded to my questions. The information that was provided helped
>tremendously. However, we have run across other roadblocks in our journey
>of creating a learning organization, and they are:
>Should we have written test for the classes that we offer?
>Should we make the classes Voluntary or Mandatory?
>Should we pay the associates for the time they spend in class?
[...big snip by your host...]
--Ann Reilly <areilly@amfam.com>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>