Impacting Organizational Capability Flashcards
TD professionals can develop organizational talent in order to meet business needs which can include the the following:
Reaching stated goals and objectives Delivering on mission Providing products and services Serving clients or those in need Entering defined markets Reducing expenses, increasing sales Reducing time to market
How can SWOT analyses and environmental scans be beneficial for TD professionals
Allows for a greater understanding of external factors impact organizational performance and talent development needs. By having a greater understanding of these areas TD professionals can serve as strategic partners and better prepare for future talent development needs.
A data collection plan should answer the following questions:
What is the objective of collecting this data?
What is the collection methodology?
What data is needed?
Who owns the data (sources and people)? Who are the stakeholders?
Who will gather the data?
Timeline
What are the different data collection methods and what may they be best for?
Questionnaires and surveys - collecting quantitative or qualitative data from large or diverse groups
Interviews - in-depth and candid information from individuals
Focus groups - collecting feedback from experts or those with experience; opportunity for small group interaction and idea building
Observation - for skills/behavior training; what is being done without knowing why
Extant data - outside or additional information from already available sources
What are the five disciplines of a learning organization?
Systems thinking - seeing patterns and the big picture
Mental models - understanding our own thought processes and how they are influenced
Personal mastery - commitment to lifelong learning
Building shared visions - group belief in view for the future
Team learning - team’s ability to learn and grow together to achieve goals
Define strategic workforce planning
Process for analyzing current workforce and planning for future staffing needs in an organization (talent forecasting). Understanding current organizational capacities and comparing that to organizational strategy and goals.
Define Talent Development
Driving organizational goals and results through efforts that promote and foster employee learning and development. Creating learning solutions to meet current needs and development programs to address future growth and long term capabilities.
What are the four main phases for supporting high-potential talent?
Determine criteria for identifying high-potential talent (organizational needs)
Create process for identifying potential high-potential employees
Select high-potential employees using established criteria, and inclusivity/diversity considerations
Development high-potential talent using external and/or internal opportunities
What are the steps for performing a job analysis?
Identify the job results and their connection to organizational goals
Outline the required job tasks required to achieve each job result
Determine the steps needed to complete each task
Identify the KSAs required to complete each step
Document the task analysis
How can organizations address skills gaps?
Upskill - training to augment existing knowledge/skills
Re-skill - training to gain new skills
Multi-skill - training to use skills in new business area
Right skill - training for future needs (development)
How should a competency analysis be conducted?
Define the job and key competency areas for successful performance (Encouraging)
Define the outcomes/results of each competency (Creates an encouraging work environment for staff where employees feel engaged)
Define the action needed for each outcome (Recognizes individual accomplishments)
State objective behaviours for each action (Highlights what each team member has been working on at weekly team meetings)
ID KSAs that produce each behavior (Providing positive feedback, active listening)
What are the different categories in the Rogers change bell curve
Innovators - first to embrace change
Early adopters - trend setters who like new challenges
Early majority - thoughtful and generally positive about change
Late majority - skeptical about change, generally get on board due to peer pressure
Laggards - resistant to change
What are Albrechts four psychological phases of change?
Threat - fear of the unknown, fight or flight
Problem - realization that change will take a lot of work
Solution - overcome problems and see change benefits
Habit - new way becomes the norm
Why is data visualization important?
People can process visual information more easily than written information, especially complex information.
Shows patterns between data, can summarize and show themes in the data.
Provides “pop” which can be more persausive.
How can TD professionals prepare organization for new learning technology?
Determine organizational readiness
Determine if new technology will interfere with existing processes/policies/systems
Prepare TD staff to support the technology
Obtain IT support
