Blogging and Learning – Instructional Design
As an Instructional Designer, I have embarked upon a journey to learn and apply what I learn for the benefit of learners. Come! Take the journey with me and help me explore different paths that will, in the end, lead to more effective instructional design.
Tuesday, October 16, 2012
Saturday, June 23, 2012
Developing a Training and Organizational Development Manager
A development plan requires that you first know the individual, the requirements of the position and the gap between the requirements and the individuals knowledge, skills, and abilities (Noe, 2010). Once this evaluation is completed, a plan can be utilized by the individual to close the gap.
Using my current role, Sr. Training and Development Manager, there are specific industry requirements. ONET Online, a Department of Labor’s database of occupations provides detailed knowledge, skills, abilities (SKA) and other attributes for Training and Development Manager. Using this site, I have identified several gaps between my SKA’s and that of industry requirements, but will focus on three: Coaching others; communicating with people outside of the organization; and updating and using relevant information (ONETonline.org, 2012). These were chosen because they are activities that require practice and in some case some formal instruction. The plan has been laid out in a table format for easy reference (See Table 1).
Table 1
Developmental Opportunity |
Activity |
Timeline |
Coaching and Developing Others
|
|
|
Communicating with Persons outside of organization |
|
|
Updating and Using Relevant Knowledge |
|
|
References:
11-3131.00 - Training and Development Managers (2012). ONET Online. Retrieved from http://www.onetonline.org/link/summary/11-3131.00#Skills
Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.