Expanding the Role of Succession Planning
|
|
- Bartholomew McCarthy
- 8 years ago
- Views:
Transcription
1 Frequent reorganizations disrupt performance at all levels, and traditional succession planning alone does not help. Blending knowledge management and leadership development with succession planning overcomes these deficiencies. Expanding the Role of Succession Planning By Robert Kleinsorge 66 T+D APRIL 2010 Photo by Veer
2 Spurred on by global growth, global competition, and the recent economic crisis, companies are restructuring themselves more frequently and more rapidly. Such frequent dismantling and reassembling of a company s organizational structure creates gaps in leadership at all levels in the organization. Filling these leadership gaps in this type of environment is a great challenge for today s fast-changing companies. The Institute for Corporate Productivity (i4cp) paper, Succession Planning Highlight Report, found that 34 percent of organizations with more than 10,000 employees are not prepared to fill their leadership roles. The report also concluded that succession planning will be among the top five challenges executives face in the future. Companies traditionally use succession planning for identifying employees who are best suited to fill leadership vacancies at the executive and C-levels. The identified successors are groomed for a long period to transition into these roles, which are expected to develop from attrition. However, this model does not meet the needs of companies that must adapt to the speed of change that occurs in today s business environment. A matter of time The rapid organizational restructuring required to survive in the global economy strains the capability of succession planning to quickly fill the large number of leadership gaps that are created. Companies do not have the time required by traditional succession planning to close these leadership gaps. In a March 2009 T+D article titled Successful Leadership Transisition, long-term investment is cited as one of the barriers to successful implementation of succession plans. As a result, not enough successors are prepared to transition into the vacancies created during reorganizations. Rapid organizational restructuring can also dramatically change the leadership needs at the middle and lower levels of a company. Unfortunately, traditional succession plans usually neglect to address leadership gaps at these levels. A more rigorous and structured approach to succession planning (one that focuses on preparing all employees for leadership roles, not just those who are on the CEO track) could improve the speed at which companies transition to new organizational structures. When traditional succession plans fail to fill leadership vacancies after a reorganization, companies have no choice but to place employees into leadership roles with little or no preparation to take on the responsibilities of leadership. Unprepared leaders disrupt the building of strong management teams required to ensure that the goals of the reorganization initiative are achieved. In addition, poorly filled leadership roles at the middle and lower organizational levels disrupt the team cohesion necessary to sustain performance during a reorganization. Frequent restructuring, however, creates more than just gaps in leadership. It also creates gaps in the collective knowledge of a company. The knowledge factor When leaders shift from old to new roles, the tacit knowledge regarding a team s group norms, communication styles, relevant incentives, and other factors, moves with the leader transitioning into her new role. This shift creates gaps in the corporate knowledge that develops along with a leader s experience. In companies that frequently reorganize, new leaders transitioning from leading individuals to leading teams or groups of teams have little time to gain this tacit knowledge and must start from scratch to discover how to best manage larger numbers of employees. Thus, the knowledge needed to successfully perform the job duties of a leader is lost to the employees (those most in need of it) and to the organization. In addition, employees placed into new leadership roles are not usually given any training before they begin working in their new role. Traditional succession planning models do not incorporate leadership development and therefore cannot address the knowledge gaps created by frequent restructuring efforts. LISTEN TO THIS FEATURE at APRIL 2010 T+D 67
3 Unprepared leaders disrupt the building of strong management teams required to ensure that the goals of the reorganization initiative are achieved. In addition, poorly filled leadership roles at the middle and lower organizational levels disrupt the team cohesion necessary to sustain performance during a reorganization. Succession s next steps Making succession planning better able to support rapid, frequent reorganizations requires succession plans that not only identify potential leaders, but that develop and transition employees into their new leadership roles. While it may seem that expanding what succession plans cover is counterproductive to supporting rapid, frequent reorganizations, using a Web 2.0 approach to incorporate knowledge management and leadership development into succession planning may actually make it more responsive. One of the strengths of Web 2.0 technology is its ability to capture and provide information constantly and distribute it to all employees in a company. Executives can use information gathered using Web 2.0 tools when preparing for corporate restructures, such as mapping social networks in a company and monitoring blogs and forums for quick identification of new leaders needed for executing a reorganization. Joseph Christy, director of Washington County Oregon Juvenile Department, advises that the stronger the management team and the more widely leadership is dispersed throughout an organization, the greater its ability to weather major leadership transitions. Delivering leadership training in multiple Web 2.0 modalities, such as webinars, wikis, video vignettes, and online, can allow leadership development to occur on a continual basis at all levels of an organization, making employees ready to take on leadership duties and quickly adapt to new leadership roles over the long term. In addition, the use of social networking tools as performance support assets allow for quicker upskilling to perform newly assigned job duties. The old way of thinking about succession planning as separate from leadership development and performance support will hinder a company s ability to rapidly adjust to organizational restructuring. A better way to think about succession planning incorporates knowledge management, leadership development, and performance support synergistically to identify, develop, and transition employees to their new leadership roles. Here are some ideas to address these three aspects of succession planning to meet the needs of rapid, frequent organizational restructuring. Quickly identify potential leaders: Develop a social network diagram that tracks whom employees go to for information, and refresh the diagram by polling employees every three to four weeks. Compare the network diagram against the organizational chart to factor in the breadth of relationships potential leaders have when choosing a successor. Employees who are major nodes in the information flow will have greater success as leaders. Establish and monitor, using RSS feeds, a blog on so you want to be a leader? that provides the values, ethics, beliefs, and expectations of the organization regarding leadership. Employees who post replies that are congruent with the values, ethics, and beliefs of the organization are good candidates for leadership roles. Establish and monitor a forum that allows employees to provide input on what managerial qualities work well and should be continued, as well as the characteristics and competencies that successors need to have in the reorganized structure. Compare this information with the performance appraisals of leadership candidates. Those who match more closely will have greater success as leaders. Expand leadership readiness: Incorporate an aspiring-leader training program into the succession planning process one that allows employees at any level in the organization to develop skills for the next higher level of leadership. Use an individual training cycle of self assessment, immersion, and re-assessment that allows for individual monitoring of improvement. Also, provide multiple development paths within the program for leading individuals (for example, project lead), leading groups (for example, team lead or manager), and leading organizations (for example, department director or vice president) so that employees have multiple entry and exit points. This gives employees influence over the changing of leaders in the company. Deliver a blended learning course that has videos of exiting or retiring leaders providing philosophies of leadership at the company, as well as contextual examples of best practices and lessons learned as preclassroom learning material. Use multiple delivery modes such as wikis, e-learning courses, and face-to-face sessions to provide employees with continuous access to leadership development training. Break content from the leadership development program into question-answer-action assets, and provide all employees with access to them. 68 T+D APRIL 2010
4 Establish a leadership community of practice by having employees who participate in the training contribute to wikis, post portfolio examples of how they practice leadership, and provide peer reviews of course assignments. Rapidly transition new leaders: Require the departing leader to have an information-sharing session with the incoming leader through stories and practical tips. Capture these sessions in video or audio formats, and add them to the learning assets of the leadership development program. Use the leadership team to welcome new leaders, holding the team responsible for introductions, and the passing on of company values and standards for leadership. Send a link to question-answeraction learning assets in an for new leaders on day one of their new role. When new leaders run into a problem or issue, they will be able to search the assets to quickly get an answer and take action. Create a site within the community of practice intranet that provides knowledge assets for new leaders in an everything you need to know fashion. Organize the information relevant to the leadership level and area of the organization that the new leader has been assigned. This will allow leadership problems to be quickly resolved. To become more adept at sustaining performance and ensuring that the goals of reorganization initiatives are achieved during frequent organizational restructuring, companies need to expand traditional succession planning models to not only identify potential leaders, but also to develop and transition them into their new roles with the help of Web 2.0 tools. Succession planning, when blended with knowledge management and aspiring leader development programs, can rapidly identify potential leaders from a larger pool of employees ready to take on leadership roles. Web 2.0 tools can help employees in new leadership roles to successfully transition with the support of strong leadership teams and a community of practice. T+D Robert Kleinsorge is professional development analyst for the USPS OIG, designing development programs for aspiring leaders and developing training plans for communities of practice; rjkleinsorge@comcast.net. INTERESTED IN ORDERING E-PRINTS? Would a digital version of this article be a great fit for your next course, presentation, or event? Are you interested in e-prints of several T+D articles on a specific topic? Visit astd.org/td/eprints for more information. APRIL 2010 T+D 69
5 Copyright of T+D is the property of American Society for Training & Development and its content may not be copied or ed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or articles for individual use.
The residency school counselor program does not prepare candidates to design, deliver, and
STANDARD V: KNOWLEDGE AND SKILLS SCHOOL COUNSELORS -Building on the mission to prepare educators who demonstrate a positive impact on student learning based on the Improvement of Student Achievement act
More informationThe research is undeniable: Gallup estimates disengaged employees cost the U.S. economy as much as $350 billion a year; the United Kingdom,
From Employed Regardless of whether you sell home improvement supplies or compete for customers in another industry, the benefits that come from an engaged workforce are a competitive differentiator and
More informationIMCPM04 Project Scheduling and Cost Control. Course Outline
IMCPM04 Project Scheduling and Cost Control Course Outline January 2012 Project Scheduling and Cost Control Course Aim Project Scheduling and Cost Control is a five-day (5 day) course which provides participants
More informationSUCCESSION PLANNING:
Colleen B. Mendel, MBA, Executive Director,T/TAS Eric Dupree, MBA, Management Specialist,T/TAS SUCCESSION PLANNING: Planning and Managing Succession of the CEO and Other Key Positions A Publication of
More informationCountering Contact Center Attrition. Presenters: Tracy Santos ManpowerGroup Program Director Nimo Shah ManpowerGroup Senior Business Analyst
Countering Contact Center Attrition Presenters: Tracy Santos ManpowerGroup Program Director Nimo Shah ManpowerGroup Senior Business Analyst September 11, 2014 General information Share the webinar Questions
More informationGeneral Procedures for Developing an Online Course
General Procedures for Developing an Online Course General Procedures for Developing an Online Course Questions to Ask before you Begin Analysis 1. What is your learner audience? Is the course for beginners
More informationWeb based Marketing for Information Products
Web based Marketing for Information Products Adele Berenstein Aug 14, 2009 Copyright 2009 by Adele Berenstein 1 Who Am I Experienced Customer Satisfaction Executive with over 40 years experience in sales,
More informationHow To Plan For The Future
HR Series for Employers Succession Planning Retaining skills and knowledge in your workforce Catalogue Item # 759914 This publication is available to view or order online at alis.alberta.ca/publications.
More informationDearborn Public Schools. elearning Platform. Communicate. Learn. Collect. See what you can do.
Dearborn Public Schools elearning Platform Communicate. Learn. Collect. See what you can do. 1 COMMUNICATE / LEARN / COLLECT elearning Platform A Quick Introduction Dearborn Public Schools offers teachers
More informationImplementing Performance Management In Turbulent Times
June 17, 2013 Implementing Performance Management In Turbulent Times Marc H. Fogel, M.S. Principal, Organization Development American Airlines Agenda 1. Introduction 2. Performance Management Overview
More informationStandards for School Counseling
Standards for School Counseling Page 1 Standards for School Counseling WAC Standards... 1 CACREP Standards... 7 Conceptual Framework Standards... 12 WAC Standards The items below indicate the candidate
More informationTHE NEED OF 720 DEGREE PERFORMANCE APPRAISAL IN THE NEW ECONOMY COMPANIES
39 THE NEED OF 720 DEGREE PERFORMANCE APPRAISAL IN THE NEW ECONOMY COMPANIES ABSTRACT ANUPAMA*; MARY BINU T.D.**; DR. TAPAL DULABABU*** *Asst. Professor, The Oxford College of Business Management, No.32,
More informationASSIGNMENT 7: YOUR MARKETING/PR PLAN AND ONLINE THOUGHT LEADERSHIP
ASSIGNMENT 7: YOUR MARKETING/PR PLAN AND ONLINE THOUGHT LEADERSHIP Read the following assignment. Then read Chapters 11 and 12 in your textbook. Be sure to complete Self-Check 7 to measure your progress.
More informationWhite Paper. Executing Organizational. Strategy: Achieving. Success through Talent. Management
White Paper Executing Organizational Strategy: Achieving Success through Talent Management April 2007 Table of Contents Factors Impacting Business Value and Execution 4 The Solution: Business Execution
More informationThe CEO s Guide to Succession Planning Managing Risk & Ensuring Business Continuity. www.softscape.com
The CEO s Guide to Succession Planning Managing Risk & Ensuring Business Continuity www.softscape.com RGB Table of Contents Automate to Drive Efficiencies & Reduce Costs Drive Succession Planning Deeper
More informationHow to Help Leaders Succeed: A Guide to Successful Executive Career Transitions
How to Help Leaders Succeed: A Guide to Successful Executive Career Transitions By: Chris Hitch, Ph.D. Program Director UNC Executive Development Bob Bennett VP and Chief Learning Officer of FedEx Express
More informationOnboarding and Engaging New Employees
Onboarding and Engaging New Employees Onboarding is the process of helping new employees become full contributors to the institution. During onboarding, new employees evolve from institutional outsiders
More informationONBOARDING TRENDS REPORT
ONBOARDING TRENDS REPORT Balancing High-touch & High-tech Strategies Authored by: Impact Instruction Group www.impactinstruction.com Introduction Onboarding has become a strategic priority for a growing
More informationLeadership Development in a Learning 2.0 World Learn As You Work
Leadership Development in a Learning 2.0 World Learn as you work. Work as you learn. Tom Gram Senior Director Leadership and Business Solutions Nexient Learning Agenda What are we talking about? Leadership
More informationBlended Learning Current Use, Challenges and Best Practices
Blended Learning Current Use, Challenges and Best Practices Report 2013 Contents Background and Methodology... 3 Executive Summary... 3 Survey Results in detail... 5 How is blended learning used?... 5
More informationProject Human Resource Management. Overview of PMBOK Basics
Human Resource Management Overview of PMBOK Basics Michael R. Williams Ph.D. Professor - College of Business Administration Director Professional Sales Institute Illinois State University Campus Box 5590
More informationDocebo LMS - A Teaching Tool
Docebo LMS Powerful, flexible, easy to use. No licence cost, no user cost. The open source e-learning platform developed by Docebo and used throughout the world. Factsheet Because We are what We do 100
More informationTechnology-Enhanced Learning Survey Dundalk Institute of Technology March 2014
Technology-Enhanced Learning Survey Dundalk Institute of Technology March 2014 Report for School of Business and Humanities Centre for Excellence in Learning and Teaching Background The Technology Enhanced
More informationWill regional talent management practices keep up with the global pace?
Will regional talent management practices keep up with the global pace? A STUDY BY It s through employees that the organisation learns fast to turn around challenges and unpredictability into opportunities
More informationICAWEB201A Use social media tools for collaboration and engagement
ICAWEB201A Use social media tools for collaboration and engagement Release: 1 ICAWEB201A Use social media tools for collaboration and engagement Modification History Version ICAWEB201A Comments This version
More informationThe Business Case for Succession Planning. University of Florida Executive Education
The Business Case for Succession Planning University of Florida Executive Education Succession Planning A continuous process of identification, assessment, and development of talented individuals as they
More informationClosing The Gap: Bridging Generational Differences for Effective Succession Planning
Closing The Gap: Bridging Generational Differences for Effective Succession Planning When you think about selling your practice, it s easy to focus solely on its valuation because it s the most tangible
More informationSocial Selling: Building Relationships in a Social Media World
Social Selling: Building Relationships in a Social Media World RLI Design Professionals Design Professionals Learning Event DPLE 161 November 18, 2015 RLI Design Professionals is a Registered Provider
More informationCareer Management. Making It Work for Employees and Employers
Career Management Making It Work for Employees and Employers Stuck in neutral. That s how many employees around the world would describe their career. In fact, according to the 2014 Global Workforce Study,
More informationThe TKI Tool. More Than Conflict Management. change. management. team building performance improvement. retention
The TKI Tool More Than Conflict Management change retention management leadership development team building performance improvement Practical Ways to Use the TKI to Maximize Organizational Performance
More informationOntario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum
Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?
More informationMaster in Clinical Nursing - Critical Care Nursing
Master in Clinical Nursing - Critical Care Nursing Introduction: Health care is undergoing dramatic changes at a speed that makes it almost impossible to remain current and proactive. The chaos and multiple
More informationSocial media z hlediska byznysu Get Social 2013. November 2013
Social media z hlediska byznysu Get Social 2013 November 2013 GOVERNANCE We distinct between Social Business and Social Enterprise, although there are interdependencies STRATEGY Press / Media Prospects
More informationBY KARI VAN DYKE VICE PRESIDENT & SALES LEADER RICHARDSON
BY KARI VAN DYKE VICE PRESIDENT & SALES LEADER All the time, money, and effort that go into hiring sales employees can be wasted if the right program isn t in place to bring them on board quickly and effectively.
More informationAnalytic Teams, Social Networks, and Collaborative Behavior
MICROSOFT Analytic Teams, Social Networks, and Collaborative Behavior Richards J. Heuer, Jr.,Consultant Randolph H. Pherson, Pherson Associates Sarah Miller Beebe, Pherson Associates kreynolds [Pick the
More information1 Executive Onboarding Reward vs. Risk
1 Executive Onboarding Reward vs. Risk Gerard F. McDonough and Becky Choi, J.D. LEADFIRST LEARNING SYSTEMS, LLC Challenging Transitions It would seem that as professionals become more advanced in their
More informationIncreasing the Use of Horizon Wimba. Analysis conducted by: Sheri Anderson, MIT Graduate Student Tom Dorgan, MIT Graduate Student
Increasing the Use of Horizon Wimba Analysis conducted by: Sheri Anderson, MIT Graduate Student Tom Dorgan, MIT Graduate Student Submitted to: Dean of Information Technology Systems Division University
More informationFaculty Performance Appraisal System Akamai University
Faculty Performance Appraisal System Akamai University A. University Position Statement Akamai faculty supervisors and the administration conduct periodic performance appraisals of all members of the faculty
More informationK-12 Information and Digital Literacy
K-12 Information Digital Literacy K-12 Information Digital Literacy It is the goal of the educators of the Burlington Public Schools to foster a dynamic learning environment that promotes engagement, relevant
More informationTOOL KIT for RESIDENT EDUCATOR and MENT OR MOVES
Get to Know My RE Observe Collect Evidence Mentor Moments Reflect Review Respond Tailor Support Provide Provide specific feedback specific Feedback What does my RE need? Practice Habits Of Mind Share Data
More informationExpert Reference Series of White Papers. Successfully Managing Remote Teams 1-800-COURSES. www.globalknowledge.com
Expert Reference Series of White Papers Successfully Managing Remote Teams 1-800-COURSES www.globalknowledge.com Successfully Managing Remote Teams Steve Lemmex, Global Knowledge Instructor, PMP Introduction
More informationGuidance Note: Corporate Governance - Board of Directors. March 2015. Ce document est aussi disponible en français.
Guidance Note: Corporate Governance - Board of Directors March 2015 Ce document est aussi disponible en français. Applicability The Guidance Note: Corporate Governance - Board of Directors (the Guidance
More informationSocial Media Connecting Professionals With Practical Tips
Connecting professionals with social medial Experiences and practical tips Robert Slagter Novay Connectedness is under pressure Professionals are working more and more mobile Working at the customer site
More informationHR Succession: When the Cobbler s Children Have No Shoes
HR Succession: When the Cobbler s Children Have No Shoes HR Executive Webinar Patti Johnson & Michael Peel with David Shadovitz, Editor of Human Resource Executive Magazine Your hosts Patti Johnson - CEO
More informationIABC Research Foundation and Buck Consultants Employee Engagement Survey
[ essential intelligence ] BUCK SURVEYS IABC Research Foundation and Buck Consultants Employee Engagement Survey Survey Results TABLE OF CONTENTS Page Introduction... 1 Methodology... 2 Organization Information...
More informationPenn State Quality Assurance e-learning Design Standards
PURPOSE The Quality Assurance e-learning Design Standards are intended to provide a measure of quality assurance for online courses in order to serve the e-learning needs of Penn State students. These
More informationNew! For Association Executives Certificate in Programming Online
New! For Association Executives Certificate in Programming Online Online programming is growing and will become 50% of association professional development. But Gen Y and future generations of association
More informationSuccession Planning. Passing The Torch To Our Future Leaders. Gary Milewski Perkins+Will, Inc
Succession Planning Passing The Torch To Our Future Leaders Gary Milewski Perkins+Will, Inc There are two kinds of people in organizations: Those with 20 years experience and those with one year experience
More informationProgramme Specification Part-time Executive MBA
Programme Specification Part-time Executive MBA Date of Publication to students September 2010 NOTE: This specification provides a concise summary of the main features of the course and the learning outcomes
More informationMassachusetts Technology Literacy Standards
Massachusetts Technology Literacy Standards The Massachusetts Technology Literacy Standards incorporate the Information and Communication Technology (ICT) Literacy skills developed by the Partnership for
More informationHigh-Impact Succession Management
High-Impact Succession Management Executive Summary Kim Lamoureux Principal Analyst Michael Campbell Senior Research Analyst Center for Creative Leadership Roland Smith Senior Research Faculty Center for
More informationLibrary Information Literacy Instruction Service Guideline
Library Information Literacy Instruction Service Guideline Implementation Date: June 2012 Replaces: June 2010 Table of Contents Section Description Page 1.0 Goal of Information Literacy Instruction Service
More informationCreating Online Training Modules for Research Education
Creating Online Training Modules for Research Education Tony Onofrietti, M.S., CRSS Director of Research Education 801-585-3492 tony.onofrietti@hsc.utah.edu Jackie Hinton, M.S. Project Administrator, Pediatrics
More informationEDUC 660. Organization and Administration of School Counseling Programs
EDUC 0 Organization and Administration of School Counseling Programs *Note: All content provided in the professor s notes, course chart and course syllabus are based on the professor s opinion and may
More informationLeadership, Diversity and Succession Planning in Higher Education
Leadership, Diversity and Succession Planning in Higher Education, Scholar in Residence, Assistant Director of Leadership NC State University Women s Center The current research shows that women and racial
More informationGrowing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State
The New York State Board of Regents and The New York State Education Department Growing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State "The factor that empowers the people
More informationElearning: Building an Effective and Engaging Solution Online
PERSPECTIVES Elearning: Building an Effective and Engaging Solution Online There s a lot of buzz about elearning, and with good reason. When done effectively, organizations find it can reduce time away
More informationLeveraging Knowledge Capital
Leveraging Capital INTRODUCTION Leveraging knowledge capital in the Federal Government is increasingly critical today because: Reductions in staffing create a need to replace informal methods for sharing
More informationJean-Eric High School Moodle Project Proposal
Jean-Eric High School Moodle Project Proposal by Berta Capo EDD-8012/CRN 51199 Management and Evaluation of Instructional Technology and Distance Education Nova Southeastern University July 31, 2009 2
More informationSix Critical Success Factors for Running a Successful Virtual Meeting
Six Critical Success Factors for Running a Successful Virtual Meeting Read more Contact MoreInfo@Facilitate.com to request a free copy of 75 Tips for Getting Great Results from Virtual Meetings. Julia
More informationThe attraction, retention and advancement of women leaders:
The attraction, retention and advancement of women leaders: Strategies for organizational sustainability BUSINESS CASE 1 Table of Contents Introduction Business Case 1 Barriers and Success Factors Overview
More informationSchool Counseling Competency Portfolio Rubric
School Counseling Competency Portfolio Rubric Introduction Portfolios represent a culmination of evidence documenting development and competence in the CACREP Core Area Standards, CACREP School Counseling
More informationSix Steps to Successful Enterprise Collaboration Implementation
Six Steps to Successful Enterprise Collaboration Implementation About the Author Michael Idinopulos Vice President of Professional Services, Socialtext Michael Idinopulos is Vice President of Professional
More informationThe Path to CFP Certification. Effective July 1, 2010 Financial Planners Standards Council
The Path to CFP Certification Effective July 1, 2010 Financial Planners Standards Council Message to candidates pursuing a career as a Certified Financial Planner professional Thank you for taking the
More informationInformation and communication technology (ICT) skills audit for returning teachers
Information and communication technology (ICT) skills audit for returning teachers Please rate your ICT skills using the following values: 1 I have no knowledge at all of this area of ICT 2 I have a small
More informationRUBRIC for Evaluating Online Courses
RUBRIC for Evaluating Online Courses Instructor Name: Course (DEPT, number, title): When using this rubric to evaluate your course, use this guideline and the rubric below to award points. 0 Component
More informationQUEEN S UNIVERSITY BELFAST. e-learning and Distance Learning Policy 2009-2012
QUEEN S UNIVERSITY BELFAST e-learning and Distance Learning Policy 2009-2012 1 Introduction The University defines e-learning as learning facilitated and supported through the use of information and communication
More informationHow to Use SharePoint as a Self-Help Knowledge Center
An AIIM Briefing Helping you manage and use information assets. How to Use SharePoint as a Self-Help Knowledge Center Produced by AIIM Training By Jesse Wilkins, Director, Research and Development aiim.org
More informationCase Study. Using Knowledge: Advances in Expertise Location and Social Networking
Case Study Using Knowledge: Advances in Expertise Location and Social Networking Best practices from IBM Global Business Services IBM provides business insight and IT solutions to help its clients become
More informationUniversity of Washington Career Development Planning Guide
University of Washington Career Development Planning Guide About U-Plan The purpose of the U-Plan is to provide you with tools and information that can help jump start your career progression. U-Plan
More informationSuccession Planning An Evolution Into Talent Management
Succession Planning An Evolution Into Talent Management By Ren Nardoni For organizations faced with more demanding leadership requirements in a changing, more competitive business environment, the installation
More informationHigh School Distance Learning: Online/Technology Enhanced Course or Experience Guidance
Provided by: Technology Initiatives and Curriculum and Instruction Alabama Department of Education High School Distance Learning: Online/Technology Enhanced Course or Experience Guidance As part of the
More informationCase for Learning Design
Designing Learning Interventions that Last Sheila Jagannathan, Elearning Practice World Bank Institute Agenda 1. Case for Learning Design 2. Systematic Design Process 3. Examples of Blended Learning 4.
More informationRevised Human Resources Strategy
Background Revised Human Resources Strategy WHO is a knowledge-based organization, and depends on a highly skilled, flexible and motivated workforce 1 1. The HR strategy currently in effect, Build One
More informationThis Unit is a mandatory Unit within the National Progression Award in Cyber Security at SCQF 6.
National Unit specification General information Unit code: H9E2 46 Superclass: CC Publication date: September 2015 Source: Scottish Qualifications Authority Version: 02 Unit purpose The purpose of this
More informationMaking HR Strategic: Integrated Human Capital Management Holds the Key
Making HR Strategic: Integrated Human Capital Management Holds the Key Leveraging Integrated Human Capital Processes and Data to Optimize Organizational Success March 2005 A New Strategic Wave There is
More information3 rd GENERATION KNOWLEDGE MANAGEMENT and Beyond!
KNOWLEDGE MANAGEMENT TALKS: 3 rd GENERATION KNOWLEDGE MANAGEMENT and Beyond! Even given its short life span, Knowledge Management has clearly evolved through three distinct eras, and is already entering
More informationThe Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR
The Importance of Succession Planning and Best Practices Shellie Haroski, SPHR Questions to consider What percentage of your employees will retire in the next 5 years? 10 years? What percentage of your
More informationWorkforce Planning Guide
John Keel, CPA State Auditor February 2006 Report No. 06-704 Table of Contents Overview... 1 What Is Workforce Planning?... 1 Why Is It Important?... 1 Is a Workforce Plan Required?... 1 The Workforce
More informationState of Washington. Guide to Developing Succession Programs. Updated November 2008. Page 1 of 9
State of Washington Guide to Developing Succession Programs Updated November 2008 Page 1 of 9 Introduction The purpose of succession planning is to develop a pool of internal candidates for future vacancies.
More informationIntroduction, Syllabus & General Information
April 2015 Introduction, Syllabus & General Information Skillful negotiation is an essential component of the legal aid and public interest law practitioner s toolkit. Through the Shriver Center s online
More informationCN-ONLINE LEARNING MANAGEMENT SYSTEM STUDENT MANUAL
2011-2012 CARSON- NEWMAN COLLEGE CN-ONLINE LEARNING MANAGEMENT SYSTEM STUDENT MANUAL Table of Contents Introduction... 1 Getting Started... 1 Accessing and Logging In to C-N Online... 2 Access... 2 Log
More informationSTEP ONE Work with instructor to develop/redesign course and fill out sections I VII. COURSE DEVELOPMENT or REVISION Course Information
CHECKLIST This checklist is a multipurpose document. First, for new development, use it as a reference when you begin the course design process; for revision, use the previously completed checklist as
More informationThis presentation introduces online tools that can be used to support public deliberation.
This presentation introduces online tools that can be used to support public deliberation. During this presentation, we discuss the types of online tools that can be used to support public deliberation
More information360-degree feedback. ADDIE model. Apprenticeship. Assessment center. MODULE 5: Training and Development DEFINITION 2013 SHRM
old each printed sheet in half lengthwise. The left side of the document will list the term and the right side will list the definition. Tape or MU 5: Training and evelopment 360-degree feedback INITIN
More informationVanderbilt N389: Health Care Management of Populations
Vanderbilt N389: Health Care Management of Populations This is the text-only version of the syllabus. Note: All media (i.e., videos, audios, Flash presentations, PowerPoints, and their alternate versions)
More information2009 Talent Management Factbook
2009 Talent Management Factbook Executive Summary Karen O Leonard Principal Analyst May 2009 BERSIN & ASSOCIATES RESEARCH REPORT V.2.0 2009 Talent Management Factbook: Executive Summary i The Bersin &
More informationCoach Training Program Syllabus A Guide for the Learner
International Coach Academy Coach Training Programs June 2012 Coach Training Program Syllabus A Guide for the Learner SUMMARY This document provides an overview of ICA Coach Training Programs - features,
More informationSchools March 2010. The 21st century teacher: religious education. Using technology to enhance religious education teaching
Schools March 2010 The 21st century teacher: religious education Using technology to enhance religious education teaching This publication offers insight into how technology can be used by teachers of
More informationThe Next Generation Learning Management System
January 2013 The Next Generation Learning Management System By Rupa Shankar, Nihar Routray Happiest Minds, Social Computing Practice Copyright Information This document is the exclusive property of Happiest
More informationUO Academic Extension / InTRO
Initial Comparator Research Washington State University (LMS = Blackboard Learn, http://learn.wsu.edu/, managed by WSU Global Campus s elearning Services which is not the same thing as campus IT. Notably,
More informationUsing Virtual Environments for Leadership Development and Training
Using Virtual Environments for Leadership Development and Training 2013 ON24 and Training Industry, Inc. All rights reserved. 1 Table of Contents Overview... 3 Definition... 3 Key Findings... 4 Effective
More informationECU Quality Assurance Guidelines for Online Delivery
ECU Quality Assurance Guidelines for Online Delivery PURPOSE The purpose of these guidelines is to encompass and improve ECU s existing minimum standards for online units, and to extend ECU s quality assurance
More informationEffective Use of Collaboration Tools for Online Learning. Jennifer Pontano & Ke Anna Skipwith Drexel University e-learning 2.0 Conference March 2011
Effective Use of Collaboration Tools for Online Learning Jennifer Pontano & Ke Anna Skipwith Drexel University e-learning 2.0 Conference March 2011 The Learning Technologies Group's Mission The Goodwin
More informationGardner-Webb University Gardner-Webb University School of Education Master of Arts in Executive Leadership Studies Handbook
Gardner-Webb University Gardner-Webb University School of Education Master of Arts in Executive Leadership Studies Handbook Page 2 of 145 Table of Contents Program Description... 5 Program Format Descriptions...
More informationMEASURING FOR PROBLEM MANAGEMENT
MEASURING FOR PROBLEM MANAGEMENT Problem management covers a variety of activities related to problem detection, response and reporting. It is a continuous cycle that encompasses problem detection, documentation
More informationUsing Human Performance Technology (HPT) to Identify Potential Barriers to Online High School Course Development
Using Human Performance Technology (HPT) to Identify Potential Barriers to Online High School Course Development Mary Hancock-Niemic Gloria Llama Jennifer Mansfield Florence Martin James Klein Arizona
More informationPotential of Cloud Storage Application as Knowledge Management System
Potential of Cloud Storage Application as Management System T. Gunadham Abstract This study discusses the results of analysis on cloud storage application in the term of facilitating knowledge management.
More informationTELLING STORY WITH DATA: GAINING SENIOR- LEVEL SUPPORT FOR ANALYTICS AND PLANNING
MERCER WEBCAST TELLING STORY WITH DATA: GAINING SENIOR- LEVEL SUPPORT FOR ANALYTICS AND PLANNING 24 September 2013 Astik Ranade, Principal Julia Howes, Principal Today s Presenters Julia Howes Principal,
More informationTips to ensuring the success of big data analytics initiatives
Tips to ensuring the success of big data Big data analytics is hot. Read any IT publication or website and you ll see business intelligence (BI) vendors and their systems integration partners pitching
More information