If we wished to increase collaboration might we provide fewer than needed learning resources per person and reward the innovation and collaboration that emerges? This might apply to training development, delivery and consumption. What methods have you tried that reduce cost and time while increasing the quality of outcomes?

A true example I head from a friend related to per diem payments for instructors. Some viewed these payments as inadequate so they decided to rent a suite, share a car and prepare meals together. As a result they actually made money. And yet - if the employer told them to rent a suite, share a car and prepare meals together - they would have resisted and HR might also have been concerned. In reality HR might have been concerned with their innovation also!

Permalink Reply by Paul Terlemezian on December 4, 2019 at 4:27pm

2019 CMS Approves D.C. Medicaid Payment For IMD Services

How might positive outcomes be enhanced by moving a special needs employee into a cost center outside of the line of business?

Permalink Reply by Paul Terlemezian on June 18, 2023 at 2:11pm

2020 For The DSP Workforce, Retention Is About More Than Money

Does the "law" of supply and demand not apply to salaries? How does the "law" of supply and demand apply to learning?