HRM, Competencies and Instructional Designer

Who does not want to perform better at their job? Who does not want the company to succeed at its mission? Who does not want the organization to be a positive place to work? The relationship between HRM and Competencies is vital to all these. And knowing this relationship is also important for an Instructional Designer.

It takes the guesswork out of who should be trained at what. As the lecture notes, there are finite resources for training. Having competencies to measure helps HRM scientifically gauge deficiencies so a strategic plan can be made to develop and deploy training.

This helps the instructional designer because she/he can know the scope of the training- the specific area, and the depth or breadth of training needed. Then a custom learning solution can be designed. For example, the training needs are different if there are 5 members of management or 5000 employees that are performing poorly in open communications.

On the people side, it helps the organizations members to buy into the training. Because competency evaluations are more objective and transparent, they are perceived as more inclusive and positive by the employees.

Attitude of the learners is important to instructional designers because we must always focus on the motivation of the learners. Part of this focus is on their attitude towards the learning. It is common knowledge that a learner who goes into training with a positive attitude will retain and employ more knowledge than one with a poor attitude. Thus less “selling” of the lesson is needed, and the core learning can be introduced earlier.

A great tool was introduced in this module, The Workplace Characteristics Profile (WCP). This tool measures the quality of the workplace across 12 areas. This is a valuable tool for accessing the climate of a workplace- how the employees perceive their work environment.

Again, this can help an HR to gauge attitudinal aspects of the workplace and if the employees of the company have the right perception towards fulfilling the business mission. For example, if the WCP reveals low scores in “Accommodating Persons of Diverse Backgrounds”, this could have serious legal and business implications.

How does this affect the ID? Again, it is a tool that can help refine the scope of the training. Knowing the weakness is diverse backgrounds, but not other related areas such as gender equality or disabilities, the focus of the learning can be tightened to that one specific area. Likewise, if there are several overlapping areas concerning diversity, equality and harassment, a deeper and broader training solution is more appropriate.

A good ID wants to design effective and efficient learning solutions. Teaming with HRM with competencies and WCP can help us reach this goal- so we can have happy and productive learners.

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