Using LMS and Continuous Learning for Performance Management

5 Tips for Closing Knowledge and Skill Gaps in Your Employees with a Performance Management LMS

1. Start with Feedback Training

The main problem in many corporate situations is communication. Sometimes the feelings of many employees can be hurt because of miscommunication. We all have a tendency to feel sorry for criticism, no matter how well-intentioned and justified. At the beginning of the training, you should provide training on how to give feedback to users and how to evaluate the feedback given. This training will be the kind of training that can save their careers. When giving feedback, focus on the action itself and taking responsibility. If your goal in feedback training is to make employees realize that what they did or didn't do was wrong, you should first offer your employees ways to correct this point. But if the feedback makes the person feel attacked, they won't care about the feedback given. Therefore, in the first place, you can train your employees to feel less "guilty" in their feedback. Also, "You're the reason for X!" You can try to give feedback such as "When you do X, the result will be Y", instead of using accusatory language.

2. Start Pre-Assessment

This step is often thought of as part of the job interview, but should be done before any training. Do a needs assessment before enrolling people in a course or even creating the course. For assessments, employees may respond to some questionnaires or take short self-assessment exams. The main purpose in doing this is to release stress and keep things as fun as possible. This will increase the likelihood of users responding honestly. In addition, you should not make such evaluations one time. Periodic self-evaluation ensures that you are constantly informed about the changing training needs of your employees. You can even ask your employees very general and simple questions, such as what they are doing for fun over the weekend. Or whether they have any hobbies that they can integrate into the workplace. You can also keep track of what skills they are interested in learning and developing. Who knows, maybe you'll discover a secret language enthusiast who can join the translation team.

3. Offer Personalized Ways

The next logical step is to design a curriculum. Work with your interns on their career path, show them what positions they can develop into and what courses they need to reach that position. Give interns the option to change their career path at will or embark on a customized new career journey. An accounting intern may perhaps find over time that he is getting better at public relations or front office work. Continuing education will help them recognize changes in their career path, while a customized LMS will help them achieve their desired career goals and identify knowledge and skill gaps that prevent them from seeing their true potential.

4. Provide JIT (Just In Time) Support Tools

Today, diversity in employment gives us more options, while providing more room for work-life balance and job satisfaction. That means we no longer have to stay in a job we don't like. Digital learning and employee-appropriate assessments can bring along a system that will help solve everyone's problems. In addition, you can get help whenever you need it at any stage of the process. A well-functioning LMS can deliver JIT, i.e. just-in-time resources, in any scenario.

5. Pay Attention to the Post-Assessment Process

Unlike one-time courses or annual compliance reviews, continuous evaluation is, in the name, continuous. It does not end at the end of a course or chapter. However, before continuing on to the next course, you may want to test whether your employees have learned from previous course processes. Continuing learning and LMS can help you design short lesson summaries and assessment tests to validate knowledge acquisition. In addition, it can guide the Education and Development departments in making suggestions for future courses and which areas of education will be further elaborated. In addition to end-of-unit exams, individual reports can contribute to creating big data these days, where big data is gaining more and more importance. Report templates will assist you in formatting information into understandable chunks.

How Will Performance Management LMSs Help With Business Development?

Continuous learning in the workplace enables employees to continuously acquire and develop work-related skills. The performance management component of continuous learning also helps managers become more professional. First, teach everyone, from management to staff, to give and receive constructive criticism. Do a preliminary assessment before recommending courses to employees. Then work with them to list the ideal courses. Inform them that they can change their course at any time according to their evolving goals and role. Use quizzes regularly to test your learning level. Also use JIT resources to close hidden performance gaps that hinder workplace productivity.

Once you've identified your training needs and gathered input from your team, you can begin your search for the right performance management LMS.