Comments for Odd-Lot Thoughts http://www.sabinekirstein.com Sabine Kirstein's home site Wed, 10 Mar 2010 16:13:20 +0000 hourly 1 http://wordpress.org/?v=3.2.1 Comment on How can we get our employees to learn? by Sabine http://www.sabinekirstein.com/2010/03/how-can-we-get-our-employees-to-learn/comment-page-1/#comment-58 Sabine Wed, 10 Mar 2010 16:13:20 +0000 http://www.sabinekirstein.com/?p=120#comment-58 Good question about who would be responsible. Who _should_ be responsible? Probably someone in HR and the department head. Some companies have performance consultants. But most organizations don't have anyone who understands about the larger issues, or is empowered to do anything but train. Instead, the default for management is: there's a problem -- tell HR. HR: there's a problem -- order up some training. If we don't have it on tap, buy it, and open the floodgates. One month later, management to HR: Is that problem fixed? HR: Yes! Good question about who would be responsible. Who _should_ be responsible? Probably someone in HR and the department head. Some companies have performance consultants. But most organizations don’t have anyone who understands about the larger issues, or is empowered to do anything but train. Instead, the default for management is: there’s a problem — tell HR. HR: there’s a problem — order up some training. If we don’t have it on tap, buy it, and open the floodgates.

One month later, management to HR: Is that problem fixed?
HR: Yes!

]]> Comment on How can we get our employees to learn? by Rosemary http://www.sabinekirstein.com/2010/03/how-can-we-get-our-employees-to-learn/comment-page-1/#comment-57 Rosemary Wed, 10 Mar 2010 11:33:35 +0000 http://www.sabinekirstein.com/?p=120#comment-57 Good points! Too often I've seen management try to solve problems by applying some overall "fix", like motivational courses or unnecessary re-training in existing procedures, just because there's a pre-existing seminar they can buy and apply. But really, someone in the organization has to actually look at what's going on, and identify the problem, and try to fix THAT! So, who in an organization ought to be the one to do that? Human Resources? Head of each department? Or do they bring in an outside consultant? Good points! Too often I’ve seen management try to solve problems by applying some overall “fix”, like motivational courses or unnecessary re-training in existing procedures, just because there’s a pre-existing seminar they can buy and apply.

But really, someone in the organization has to actually look at what’s going on, and identify the problem, and try to fix THAT!

So, who in an organization ought to be the one to do that? Human Resources? Head of each department? Or do they bring in an outside consultant?

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