in that light, is “intangible asset appraiser” just a fancy name for hr manager? in other words, do some new job titles reflect a change in the actual work? in the hr and training arena, there is no doubt of a newfound focus on workplace learning and performance. in fact, one could say that the title of hr manager supplanted the title of personnel manager as the scope of the job expanded. jim robinson – a principal along with dana gaines robinson of partners in change, a consulting firm based in pittsburgh, pennsylvania – says that he thinks performance consultant is the most popular new title for trainers. a corresponding phenomenon, says robinson, is the performance team – typically made up of a training consultant, delivery person, and instructional designer with the goal to support one or more strategic business initiatives. ), job titles and corresponding department titles aren’t what they used to be.
walk down the hall looking for the training or hr department and you may find these words on the door: those are just some department titles used in companies belonging to the benchmarking forum of the american society for training and development. such titles leave little doubt as to the job focus. they include performance support specialist, performance support developer, and performance support manager – all tied to epss, electronic performance support systems. all reflect the challenge of organizations in dealing with the torrent of information crucial to survival. it’s as if a huge fire hydrant opened and no one can find the valve cap; someone has to control the flow. not necessarily, according to the new york times article “in the executive alphabet, you call them clos” (february 4, 1996). the purview of the learning officer is broader and somewhat blurred around the edges, in a way that offers opportunities to capture knowledge through new avenues or to think of solutions through new perspectives. please click the button below to reload the page.
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