>I am implementing a Learning Resource Centre within a small group.
Other components to consider (I assume this will be Web-based):
- Build in tests or quizzes to measure knowledge gained (can also lead to
a certification program designed by job type)
- Link development activities to specific skill requirements (but it
sounds like you have that covered); also guide people through the system
by job function as well as by skill requirements
- Make it fun! We've implemented a few of these for clients and included
a marketing plan with postcards/teasers, brochures, and even imprinted
chocolate in one case. Also include humor in the form of jokes, etc.
which change frequently
- Include interviews from senior executives or other communications which
will encourage people to visit and use the Center
- Include a message board or chat feature so people can communicate with
each other
- Link the system to performance management and project management
objectives, so people see a relationship with using the Center and
performance outcomes (can be through the certification program)
- Have a place where people can "review" resources they use
- Make sure resources are tied into other training currently offered or
recommended by your organization
- Include search capabilities.
Most importantly, ensure that you have a culture in place for doing this
successfully. Are people ready to learn in this way? Where will the
shift from bureaucracy come from?? Will staff be rewarded (or at least
supported) by their manager for using the Center? Packaging the Center as
a career development tool (from the employee's perspective) has worked
best for me in the past.
Regards,
Amy Newman
Organization Blueprint
www.orgblueprint.com
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