A Process to Develop Personnel using Questionmark

Transcription

1 Questionmark Conference 2018 Savannah A s s e s s f o r S u c c e s s A Process to Develop Personnel using Questionmark All rights reserved. Questionmark is a registered trademark of Questionmark Computing Limited. All other trademarks are acknowledged.

2 Overview Questionmark Conference 2018 Savannah Have you ever had the following discussion in your training organization? How do we develop our personnel? When should we assess them? Or should we? What do they need to learn? When do they need to learn? Where should we begin? Our session will explain the process Caterpillar Global Dealer Learning developed to provide dealers a performance improvement method to invest in their personnel. We will explain each step in the process, when to perform each step and how we utilized Questionmark to improve the process. Slide 2

3 Who are we? Questionmark Conference 2018 Savannah We are Caterpillar Global Dealer Learning. It is our job to provide Cat Dealers with a clear roadmap in developing their sales, service, marketing and leadership personnel. Through clearly defined job-role competencies, aligned career development processes, and easy-touse technology, we are transforming learning. Slide 3

4 4 main process categories Process Deliverables: Questionmark Conference 2018 Savannah Competency Development Define knowledge, skills, & behaviors that drive expert performance for a job-role or family. Published Competency model followed by a GDL aligned curriculum map with course gap analysis and competency self-assessment. Curriculum Design Define sequence & types of required learning solutions to optimally meet the training needs. Instructional Design Document containing a map to existing resources and recommendations for course development followed by a published learning solutions guide and curriculum. Course Design Recommend learning content, structure & sequence for specific topics within a development plan. Types of recommended training outputs: Instructor-Led Training, Web-Based Training, Scenario-Based Training, Structured On-the-Job Training, Performance Support. Instructional Design Document including the high-level framework of learning solutions, course learning outcomes and outlines, rich media recommendations, and assessment needs followed by learning solution creation and delivery. Assessment Development The creation of knowledge or performancebased assessments either for courses or entire training programs Assessment Design Document including task identification and question development to identify or validate the learners competency followed by a published assessment.

5 Career Development Process Questionmark Conference 2018 Savannah A consistent learning process for our Dealers. Sales Marketing Service Leadership Slide 5

6 No assessments when determining a goal Learner sets yearly goal Aligns with department goal Aligns with business goal Slide 6

7 Competency Gap Assessment When: before Individual Learning Plan (ILP) development Why: prioritize competencies for learning development How: essential competency indicators for job role Result: identify competency strengths, weaknesses, learning resources Slide 7

8 Competency Gap Assessment How do we utilize Questionmark for this step? Topics are setup by competency Likert Scale questions are asked using competency indicators Results inform the learner the level they are currently performing Employee and manager have a coaching session where the learning plan is determined Slide 8

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11 Feedback at the conclusion of the assessment Questionmark Conference 2018 Savannah Slide 11

12 Print Friendly HTML-Manager Report Questionmark Conference 2018 Savannah Slide 12

13 Competency-Knowledge Based Assessment When: before Individual Learning Plan (ILP) development Why: prioritize competencies for learning development How: knowledge, skill questions related to tasks Result: identify competency strengths, weaknesses, learning resources Slide 13

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15 Knowledge Checks When: immediately following course or learning experience Why: verify learning outcomes were achieved How: knowledge-based questions mapped to outcomes Result: retake, or marked complete in LMS Slide 15

16 Kirkpatrick Level 1 Survey When: immediately following course or learning experience Why: assesses a participant's reactions and planned action(s) following a training. How: survey following training Result: determines what learners found meaningful, as well as solutions needing improvement/changed. Slide 16

17 Proficiency Assessments When: between learning experiences within a competency Why: verify learning experiences are improving proficiency How: performance-based questions mapped to competency Result: verifies progress, or provides remedial learning Slide 17

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23 Certification Assessment When: ready to complete development within competency Why: verify performance at target proficiency level How: knowledge, performance-based questions within competency, or for all competencies Result: credential, or provides remedial learning experiences Slide 23

24 Participant and Dealer Access Slide 24

25 SAML uses secure tokens Digitally signed and encrypted messages with authentication data Unique identifier-cat Rec ID Dealer Code Participant Details (Last, First Name) SAML SSO Slide 25

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33 Questions Contact Information Lauri Buckley: Jennifer Franklin: Slide 33