Training Industry Magazine - November/December 2020 - 34

EVALUATING EMPLOYEE
PERFORMANCE IN REMOTE WORK
Remote work environments have changed the employeemanager relationship. Leaders who were accustomed to
working in a traditional office setting must now manage
at a distance. This shift requires different skills and new
approaches to leadership. With observation more difficult
in remote work, leaders must adopt new ways to assess
their employees' performance.
Establishing and evaluating progress toward key
performance indicators (KPIs) can enhance our
understanding of the employee and their performance. This
provides leaders with greater insight into the competencies
and skills that need improvement. L&D professionals can
enable a greater understanding of employee performance
by implementing a structured approach to assessing both
the skills required to be successful on the job and progress
toward established KPIs.

L&D MARKET OUTLOOK
Despite the decrease in overall external training spend, the
market still saw a high volume of mergers, acquisitions and
funding. One trend of note is the mergers of companies
like Skillsoft and Global Knowledge and Pluralsight and
DevelopIntelligence. These mergers result in a combined set
of offerings that span multiple learning modalities for a "onestop shop" for technical learning and development needs.
Ken Taylor is editor in chief and president at Training Industry,
Inc. Michelle Eggleston Schwartz is editorial director at
Training Industry, Inc. Email Ken and Michelle.

UPSKILLING AND RESKILLING
EFFORTS CAN SUSTAIN AND
FUEL COMPANY GROWTH.

BUILDING AN EQUITABLE WORKPLACE
Public opinion has changed dramatically regarding
diversity and discrimination, with research indicating
that 76% of Americans believe racial discrimination is a
serious problem. This change in perspective has ignited a
social movement nationwide calling for police reform and
racial justice. Protests and increased social unrest have
created a call to action for organizations to reexamine
their company cultures and make necessary changes.
This includes examining the company's values, hiring
practices, leadership demographics, decision-making
processes, and opportunities for employee development
and advancement within the organization.
Eliminating racial bias and discrimination in the workplace
is much larger than a training issue, but learning leaders
must have a voice in the conversation. L&D can support
company-wide succession planning by providing
all employees access to development and career
advancement opportunities - not just those identified as
high-potential talent. Strategic and intentional succession
planning is needed to ensure more diverse perspectives
are represented in leadership roles. Sponsoring employee
resource groups and diversity councils can bring diverse
voices together and inform decision-making at all levels of
the organization.

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https://www.trainingindustry.com/press-release/e-learning/churchill-capital-corp-ii-announces-agreement-to-acquire-skillsoft-and-global-knowledge-to-create-the-leading-corporate-digital-learning-company/ https://www.trainingindustry.com/press-release/it-and-technical-training/pluralsight-acquires-developintelligence-to-broaden-upskilling-experiences-for-enterprises-and-enable-businesses-to-accelerate-digital-transformation/ https://www.trainingindustry.com/press-release/it-and-technical-training/pluralsight-acquires-developintelligence-to-broaden-upskilling-experiences-for-enterprises-and-enable-businesses-to-accelerate-digital-transformation/ https://www.trainingindustry.com/glossary/succession-planning/ https://www.trainingindustry.com/glossary/employee-resource-groups/ https://www.trainingindustry.com/glossary/employee-resource-groups/

Training Industry Magazine - November/December 2020

Table of Contents for the Digital Edition of Training Industry Magazine - November/December 2020