HR Professionals: Use this short checklist to help design reinforcement strategies that will increase retention and change behavior.
Mindmarker constantly surveys clients to ensure organizations achieve the desired results from training. The insight gained from HR professionals helped Mindmarker formulate the following three questions to help HR professionals increase retention and change behavior:
1. Are previous learning strategies optimized for changing learning innovations?
Most traditional learning strategies are based on antiquated models designed for efficiency, not effectiveness. Dumping information and single exams on a learner does achieve behavior change. Be sure your organization is implementing innovative learning paths that track behavior change!
2. Are maximum reinforcement results achieved?
HR and subject matter specialists should work together to ensure objectives and measurements are linked to the way people work. Successful behavior change is less dependent on the content of the program and more on the employees’ willingness to embrace change. Consider how you define and measure reinforcement objectives for the learning path.
3. Are you creating accountability for reinforcement results?
Once results are derived from reinforcement data, many HR professionals find it challenging to create accountability based on the results. Creating a reinforcement discipline for enterprise-wide learning begins with a precise understanding of the role of learning in corporate strategy.
A formal, accountability-based learning infrastructure with clear empirical objectives and milestones: As with other business disciplines, learning must be supported by performance targets and indicators. Organizations who view learning as a result instead of a process fail to utilize objective outcome-based measures as a way to evaluate success.
Dedicated budgets and resources: Organizations should only invest in learning with the expectation of measurable results. A dedicated budget is a critical component of learning success. This doesn’t mean that all learning efforts should be centralized, but there needs to be an adequate level of resources to fund the learning infrastructure.
Repeatable, accessible tools and capabilities: Organizations should provide the processes, structures, tools, and training necessary to deliver effective learning. If senior executives expect to achieve lasting improvements in business performance, the learning discipline needs to be supported by tools, capabilities, and resources that are accessible across the organization.