Computer based training is becoming more of the norm in human resources as more organizations move to an asychronous training strategy vs. face to face synchronous learning.

There are many factors to consider when it comes to computer based training, and probably one of the most important is ensuring that the technical requirements of the programs or services you are using are met by the end user.

Recently, I was working with a client who I am training remotely on using Mac OS X.  We had three very excellent sessions remotely, but our most recent one hit a stumbling block.  It turned out that he had an older operating system than I, as well as a different version of iTunes and iPhone software.  I'll be visiting him onsite to remedy these issues and continue our remote learning arrangement in two weeks.

Prior to initating any remote learning or training task, its important to make sure that the technical requirements and needs are up-to-date.  In this case, because the training was going so well, we didn't discover that the software wasn't the same until late in the game.  What could have prevented this from happening in the first place was conducting an on-site visit first to assess what the learner had for technical tools and software.

While costly, sometimes training well does require an initial on-site visit to assess what the learners need.  In lieu of that, sending along a list of requirements ahead of time can prevent a situation like this from occuring in the first place.

 

Last time, I talked about ways to earn extra income at work through new responsibilities and volunteering to work overtime. Today, I'd like to share with you some ideas on how to "moonlight" or add supplemental income without affecting your personal life or worklife and time.

Q:  I work in retail, and I can't seem to get a raise out of my employer, no matter what I try.  They tell me I am a hard worker and they make me feel valued, but it isn't showing in my paycheck.  What can I do to earn more money at work when they won't adjust my hours?

Q:  I'm graduating in May, and have applied for many companies I hope to work for over winter break.  A few companies have told me to wait until April to apply, while others have asked me to apply now.  What is the right approach to take?

I've been paid bi-weekly at many jobs, and consistently since joining academia in 2007.  I find this to be motivating to me in managing my budget, managing my productivity, and planning ahead for future projects.

I encountered two more people recently who had very unprofessional or unclear voice mail messages.  After bringing it to the attention of one of the people, I was told "well it took forever for me to get it right, so I'm not going to change it now." 

Several news outlets reported this week that Wal-Mart was letting go of 12,000 workers in its Sam's Club division.

Reading deeper into this story, it became clear that most (if not all) of these workers were part-time and/or were in-store product demonstrators.  These in-store demonstrations will now be outsourced to a firm specializing in this service.

Many companies fear bringing in outside workers for basic tasks, feeling it will take away from the level of service or consistency of that service. 

While anyone losing their job faces an uncertain future, situations like this can happen and people holding the positions often are given the opportunity to pursue a position with the new company.

In my family alone, two of my relatives worked for companies whose services were then outsourced, and both received new jobs with the new company similar to the tasks they were performing.

If you are good at what you do and passionate about the products and services you offer, no layoff can stop you from trying to keep your job when it is sold off to another person or company to do.

One of my best employees ever was named Grace.  She had a strong work ethic and a great customer service focus.  After I left for a new opportunity in a different department, I let Grace know if she ever wanted to work for me again, I'd be delighted to bring her along.

A few months later, a transfer opportunity came up to come to our front desk.  Grace struggled during training and a few of the managers wanted to send her back to her old position, saying she didn't have what it takes to work in this new role.  Instead, we set her up with a different trainer who worked with her and provided her better guidance.  She turned out to be a great success at our property.

It delighted me to see Grace at the resort a few summers ago long after I left, still doing well and still being a great employee.

I always hope to have "Grace wherever I go" - sometimes an employee has that kind of impact on you and is worth bringing along the way.

I've enjoyed having a place to walk and talk at every work location I've worked at.  Sometimes the best place to give feedback is while taking a leisurely walk away from the store, office, etc...

I saw Up in the Air yesterday, a great film with a number of great HR moments that make an excellent film to use in an HR class or study.

Firing employees is difficult, and George Clooney's character is brought in to handle firing for companies who lack the leadership skills to fire people and deal with difficult situations.  While firing and layoffs are difficult, they must be handled with tact and by the people doing them where possible.

Another theme brought up was that of the proper way to deliver bad news to people. We see an aspiring employee share a great new technology in which layoffs and firings can be done remotely.  The impact of this is far-reaching, as the company makes a decision to conduct all layoffs remotely by webcam.  After a laid off employee commits suicide, the company revisits this stance and decides to go back to a more personal touch.

Definitely a must-see!