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Learning and performance journeys

机译：学习和表演之旅

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Purpose - This paper aims to demonstrate the significance and potential of learning as a performancernlever.rnDesign/methodology/approach - Through experience of working within a number of organizationsrnacross varied industries the author has formulated a clear link between learning and performance. Thisrnpaper intends to demonstrate an approach that ensures a collaborative responsibility between learningrnfunctions and organization management in the deployment of learning opportunities in a performancernjourney from current to expected levels.rnFindings - The paper considers that learning and performance journeys can be combined andrnmanaged to greater effect if training is not treated as a one-off event and that change is more likely if thernresponsibility for learning and performance is held by individuals and the coordination of learningrnopportunity support is led by specialists yet implemented in an integrated way by all.rnPractical implications - There are a number of implications: the concept of learning and performancernjourneys being coordinated to ensure transfer of learning to the workplace rather than a focus on singlerntraining events or interventions; the use of multi-media approaches to the provision of learningrnopportunity to enable improved performance over time; the focus of measurement, reporting andrnsubsequent adjustments to the provision of learning on performance outputs rather than measurementrnof training inputs.rnOriginality/value - The paper demonstrates learning and performance journeys as a concept. It is ofrnsignificant value to heads of learning and development and organization management involved inrnchange and the achievement of strategy and vision.
机译：目的-本文旨在证明学习作为一种绩效的重要性和潜力。设计/方法/方法-通过在不同行业的许多组织中工作的经验，作者在学习和绩效之间建立了明确的联系。本文旨在演示一种确保学习职能和组织管理之间在从当前水平到预期水平的绩效旅程中部署学习机会的协作责任的方法。发现-本文认为，如果进行培训，可以将学习和绩效旅程结合起来并加以管理，以产生更大的效果不能将其视为一次性事件，并且如果个人承担学习和绩效的责任，并且由专家领导学习机会的支持的协调却由所有人以综合方式实施，则这种变化更有可能发生。涉及的数量：学习和绩效的概念被协调，以确保将学习转移到工作场所，而不是侧重于单个培训事件或干预措施；使用多媒体方法提供学习机会，以随着时间的推移提高性能；测量，报告的重点以及对绩效输出的学习提供的调整，而不是对培训输入的度量。原始性/价值-本文将学习和绩效历程作为一个概念进行了演示。对于学习和发展负责人以及参与变革以及实现战略和愿景的组织管理而言，它具有微不足道的价值。

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