Re: Searching for LOs LO2376

Kelly Nakamura (knakamura@oise.on.ca)
Wed, 9 Aug 1995 23:38:51 -0400 (EDT)

Replying to LO2375 --

On Thu, 10 Aug 1995, Ivancic, Maria ML wrote:

> I would be very interested to hear about the use of technology in the
> arena of enabling employee responsibility for career development...
> The idea is to make it as accessible as possible to all employees so that
> their own career development can be a path that is plotted by themselves.
> A position profile showing the type of training & experience they require in
> order to perform a certain job should enable them to chart a career path and
> then actively move towards their goal through an education program...

Maria, a few references come to mind:

1) Steelcase employees can schedule their own training through the firm's
e-mail system. A performance-support system helps determine their
personal learning styles and matches their styles to the available
course material. The system has a self-assessment testing function for
monitoring progress.

REF: Albright, Robert C. & Post, Paul E. (1993). "The challenges of
electronic learning." _Training_&_Development_, 47(8), 27-29.

2) Du Pont Canada has a career planning system built into its e-mail network.
It identifies all generic roles within the company, the competencies
needed to carry out each role, and the training opportunities available
to help employees close the gaps. A self-management approach is
encouraged.

REF: McCallum, Tricia (1992). "Beauty and the hi-tech beast: Are HRIS
and strategic training a dynamic duo or a bust?" _Human_Resources_
_Professional_, April/92, 8(4), 19-21.

Hope this is helpful.

--
Kelly Nakamura
knakamura@oise.on.ca