Monitor and Evaluate Workplace Learning and Development

Monitor and evaluate workplace learning and development | 360-degree feedback: This review mechanism consists of performance data generated from a number of sources and almost always includes those staff to whom the individual reports, their peer group, their staff and, in appropriate circumstances, their customers. This approach typically includes a self-assessment using a common process to allow the individual’s own perceptions of their performance to be compared with the other assessing groups. | Performance Development Reviews (PDRs):The process aims to help staff and their managers/supervisors to achieve the best results by: * Identifying the individual work objectives that are most important in achieving the unit's and the University's strategic goals * Ensuring a sustainable workload * Setting development goals that meet the staff member's job and career goals and which help to provide the University with a highly skilled and flexible workforce * Sharing feedback about achievements and problems so that the staff member and their supervisor/manager can * identify and address issues that impede progressCelebrating, and where appropriate rewarding, achievements | Ensure that learning delivery methods are appropriate to the learning goals, the learning style of participants, and availability of equipment and resources | Annually, conduct an individual development plan and career discussion with employees and require other supervisors in your department to do the same. | Encourage employees to do an honest assessment of the job responsibilities and determine where they may have skill shortfalls or skills not being fully utilized. | Provide timely behavioural feedback on performance and discuss ways to improve and develop further. | Conduct staff skills assessments every 6 months | Performance appraisal * Performance appraisals are partly evaluation and partly developmental. In traditional performance appraisals the