Not an easy task to accomplish.
So the question is? Let me give it a try.
First: How do you (the local government, employees, other stakeholders)
define HRD? Is part of that definition "reward" or incentive (implicitly
or explicitly)?
Is it the investment in the employee and the organization for improved
performance (better at what is done now or ready for more responsibility
later)? If these two parts are: Yes and yes. Good to go. If one answer
is a no, oooops.
Second: The learning needs analyis should give you an idea of who (people
and organizatoins) needs what. So far so good. Now to continue on the
process you will identify things like road blocks, constraints, enhancers,
etc. etc. etc. Suggest you review the strategiic planning model that you
agency uses and identify the HRD roles.
Now to the question:
How do we establish a priority for training and learning (similar yet
different)that supports the vision for our government, the goals and
objective, provided employee what they need (not want) and demonstrates a
good return on investment (ROI) to the tax payer and the budget managers?
Step 1: Risk assessment based on the vision requirements and needs.
If task X can not be performed at the desired level what will
happen? Design a weighted results identifier. Example:
If task X can not be performed at the desired level what will happen? 1-
Someone dies 2- Someone losses a limb 3- Someone may be injured 4-
Rresurces are lost (waste) 5- Resources are poorly used (wrong thing) 6-
Resources are stagnant (not used at all - can be bad, at least to the
budget manager) 7- Upset customer 8-Idol employees....... #- Nothing at
all
[Host's Note: Idol employees? Probably Idle ...Rick]
Establish an acceptable risk number for each task. You may be able to
accept a 5 one one task, but nothing lower (1-4). You may accept an 8 on
another, but not a 7 or less. What ever the highest value....don't train
or provide education on budgeted time.
Step 2: Review current and proposed (budgeted) training and education
plans at the department level. Review includes establishing or modiying
the individual development plans (IDP) for each employee.
Step 3: Managers alighn the IDP training requirements against the
organizatoinal training and education needs and the risk assessment.
Everything identified in the IDP remains, but may be reprioritized or
recognized as not funded.
More?
Learning-org -- Hosted by Rick Karash <rkarash@karash.com>
Public Dialog on Learning Organizations -- <http://www.learning-org.com>