I’m getting ready to head to San Diego for the IHRIM annual conference next Monday and Tuesday. If you are going to be at the show, I’d love to have you join me for my session. I’ll be looking at actionable strategies for creating a high performance workforce using performance-based learning.

I recently read an interesting post from Rebecca Morgan about how to reposition workplace training as a positive investment in people, as opposed to enforced punishment. She cites a well-known story about US Airways pilots who, because of the increase in fuel prices, were forced to take fuel-management courses if they ordered extra fuel for their flights. The pilots felt limiting the fuel was unsafe and the training insulting. US Airways felt it [...]

Well, it’s that time of year again. Amid the turkey and the holiday parties we all do it – predicting and forecasting what we see ahead for 2009. Whether it be at home or at work, this upcoming year is one that will be bringing many people unexpected new situations. Major global issues are having an impact on almost all of us, and HR managers need to stay on top of the trends more than ever in order to bring value to their organizations.

According to research by Bersin & Associates, more than 25% of Learning and Development managers have made integrating performance management with learning goals one of their top priorities.

Frankly, I’m surprised the number is that low. For years, learning and development practitioners have been talking about performance based learning, and measuring the value of training in terms of improved performance. The problem is, until recently, there was really no practical way to track those performance improvements over time. Testing for knowledge or skills at the end of the training was about as far as measurement went.

As you read this, I’ll be in Chicago for the annual HR Technology conference. This is one of my favorite shows of the year as it brings together pretty much everyone on the HR technology side of the industry.