LEARNING APPLICATION
Ang ikatlong bahagi ng SIBOL ay sumasaklaw sa mga praktikal na pagsasanay na maaaring isagawa ng inyong Unit upang matulungan ang mga bagong empleyado na matutuhan ang teknikal na aspekto ng kanilang trabaho. Layunin ng learning application na magbigay-espasyo sa kawani na hubugin ang kanilang competencies upang matagumpay nilang magampanan ang kanilang mga tungkulin.
WHAT IS INDIVIDUAL DEVELOPMENT PLAN?
Tatlong buwan matapos ang inyong performance targeting ay susukatin naman ang inyong kabuuang performance sa trabaho. Kabilang sa proseso ay ang pagsigurong natutugunan ang inyong learning needs bilang bagong empleyado, at sa pagtugon ay maaari ring subukan ang iba’t ibang non-training interventions.
Ang individual development plan ay isang instrumento na ginagagamit upang maisaayos ang pagpaplano at pagsasakatuparan ng mga istratehiyang makatutulong sa pagpapabuti ng performance ng isang empleyado. Ito ay maaaring tumugon sa mga natukoy na kahinaan ng empleyado sa loob ng isang rating period, o kaya naman ay makapag-ambag sa pangmatagalang career development ng kawani. Makatutulong din ang IDP sa pagwawasto ng performance ng mga empleyado na bigong makamit ang kanilang performance targets.
Matatagpuan sa ibaba ang iba’t ibang istratehiyang maaaring piliin sa pagbuo ng IDP.
LEARNING APPLICATION STRATEGIES
TEAM ORIENTATION
-
Team orientation shall be done within the first week of employees
-
Unit administrative officers shall discuss the actual duties and responsibilities of the new employees or transferees
-
Supervisors must also meet with the new employees for their specific work systems and tools.
-
Performance targeting shall also be accomplished during this period.
ON-THE-JOB TRAINING
-
Units may adopt an on-the-Job training (OJT) program as a means for developing the performance of its employees and fast tracking of its operations. It is an intervention designed to guide a person to learn his or her job by actually performing it.
-
A component of OJT is job shadowing, wherein a new employee observes an experienced employee as he or she performs certain job tasks.
-
Evaluation of an OJT program should be conducted some time after the L&D intervention (e.g. 3 to 6 months after). This is to give sufficient opportunity for participants to use their new skills and knowledge in performing their work. This follow-up evaluation can be done in the form of an interview or survey.
🔗 Reference
“What Is on-the-Job Training?” Indeed Career Guide. Accessed July 28, 2022. https://www.indeed.com/career-advice/starting-new-job/what-is-on-the-job-training.
JOB ROTATION
-
The Job Rotation Program (JRP) aims to develop and enhance the potential of employees by exposing them to the other work functions of the University.
-
For this purpose, the movement of employees under JRP may either be from one division to another.
-
The duration of the JRP shall be within the period prescribed by the Head of Unit but shall not exceed twelve (12) months.
-
The program covers employees who have demonstrated professional qualities and leadership or managerial acumen to enrich and enhance their skills and knowledge.
COACHING
-
Coaching is an intervention that involves providing one-on-one guidance and instruction to improve the employee’s knowledge and skills on specific tasks.
-
Coaching on the job typically involves both one-on-one training sessions from superior/senior colleague team-wide classes about a specific topic.
-
The Individual Performance Monitoring and Coaching Form will be used to monitor significant incidents pertaining to individual employees.
🔗 Reference
“What Is Employee Coaching? (plus Benefits and How to Use It).” Indeed Career Guide. Accessed July 28, 2022. https://www.indeed.com/career-advice/career-development/what-is-employee-coaching.