Manage Career Progression with AI

Safety training is a big part of the workload Circle LMS manages for our clients. And recently, we’ve been discussing integration with incident management systems, which are programs that help manage responses to lapses in safety.

 

The incident response process comprises from five to seven steps depending on which system you use or which expert you read. I prefer these: Prepare; Identify; Contain; Eradicate; Restore; Learn. The point of the processes built upon these steps is to reduce the potential for further harm. But couldn’t we design a similar assess/train process that both guides poor performance and rewards positive outcomes?

 

Well, of course! There’s a whole software category devoted to it called performance management. These systems seek near-real-time linkage of performance to feedback. Seems like an unassailable idea, but if your company is like most, it needs proof that a new process will work before investing in it.

 

So why not use your LMS to prove automated performance management ROI? Here’s an example of setting up a simple mechanism using your LMS integrated into another system. My hope is that this example will inspire a mechanism you can create.

 

Imagine you are the training manager of a large family restaurant serving high-end fare. The existing training for wait staff includes both face-to-face and online courses. Your first step would be to “atomize” some of the existing content to narrowly focus on aspects of job performance. Using screen shots and voiceover content, you can build a low-cost learning matrix for the server role.

 

Next, secure management buy-in to integrate the customer ticketing software with the LMS so as to track tip percentages. Create performance metrics for the average tip percentage (taken each evening) and then compute a threshold for what is considered poor and what is excellent.

 

Assign a simple checklist for every ticket. It could be as simple as two multiple choice questions asking what went right and what went wrong. The answers trigger assignment of the appropriate atomized courses.

 

But don’t forget to reward good performance. For those earning above-average tips, assign a checklist with space for video entries and/or text responses. This enables the high-performers to share what they are doing well. These checklist responses are then assigned as atomized courses to the others.

 

You can even take this further by asking for feedback on these peer-created courses enabling you to identify management potential. This is an example of how you can manage career progression with training assignment intelligence (AI).