The document discusses ways to improve graduate development programs. It suggests refocusing the traditional 70/20/10 model, where 70% of learning is on-the-job, 20% is formal training, and 10% is social learning. The presentation advocates increasing on-the-job learning and involvement of managers to support development. It also addresses engaging graduates by incorporating principles from gaming to measure participation and progress. Data-driven measurement of return on investment in graduate programs is another key topic.
Learning professionals face challenges to keep pace with the speed in which valued skills and capabilities are sweeping the workforce. With the added complexity of ubiquitous learning, disruptive technologies and multi-generational workforce diversity, we can safely agree that the time is now for learning and development functions to reboot. During this session, you will learn how Blue Cross and Blue Shield of North Carolina’s evidence-based approach is positioning us to reduce learning cost, improve stakeholder satisfaction, align to value-based business outcomes and gain efficiencies.
Emerging trends in project management - 1) Increased Emphasis on Project Management Soft Skills - I've certainly noticed this in recruiting for Project Managers over the last few years.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
Aligning learning and development (L&D) and the business has been a perennial goal for L&D. Still, research continues to show there is a meaning gap. To close this gap, L&D must evolve to better leverage effective business consulting skills to surface insights about business goals, changes to performance, and key factors that inform design decisions and learning outcomes. Whether you are an internal L&D professional or an external consultant, Kelly and Brian will share client stories, tips and guides to follow to help you improve your business consulting skills.
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
1. The document discusses how work and leadership are changing as work becomes more complex, teams more diverse, customers more dispersed, and technology advances faster. This requires updating how we prepare leaders for their new roles of leading learners.
2. Leading learners is very different than traditional management and requires breaking old habits and learning new skills. Managers must motivate creativity through psychological safety, relationships, and self-direction rather than traditional methods like evaluation and competition.
3. There is a growing gap in engagement for new managers who need more support in their transition, costing organizations millions. We must do better supporting leaders as both managers and their teams continuously learn and adapt.
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Learning professionals face challenges to keep pace with the speed in which valued skills and capabilities are sweeping the workforce. With the added complexity of ubiquitous learning, disruptive technologies and multi-generational workforce diversity, we can safely agree that the time is now for learning and development functions to reboot. During this session, you will learn how Blue Cross and Blue Shield of North Carolina’s evidence-based approach is positioning us to reduce learning cost, improve stakeholder satisfaction, align to value-based business outcomes and gain efficiencies.
Emerging trends in project management - 1) Increased Emphasis on Project Management Soft Skills - I've certainly noticed this in recruiting for Project Managers over the last few years.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
Aligning learning and development (L&D) and the business has been a perennial goal for L&D. Still, research continues to show there is a meaning gap. To close this gap, L&D must evolve to better leverage effective business consulting skills to surface insights about business goals, changes to performance, and key factors that inform design decisions and learning outcomes. Whether you are an internal L&D professional or an external consultant, Kelly and Brian will share client stories, tips and guides to follow to help you improve your business consulting skills.
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
1. The document discusses how work and leadership are changing as work becomes more complex, teams more diverse, customers more dispersed, and technology advances faster. This requires updating how we prepare leaders for their new roles of leading learners.
2. Leading learners is very different than traditional management and requires breaking old habits and learning new skills. Managers must motivate creativity through psychological safety, relationships, and self-direction rather than traditional methods like evaluation and competition.
3. There is a growing gap in engagement for new managers who need more support in their transition, costing organizations millions. We must do better supporting leaders as both managers and their teams continuously learn and adapt.
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
The document discusses the importance of leadership buy-in for organizational initiatives and provides strategies for obtaining and maintaining buy-in. It identifies that 70% of strategic failures are due to poor execution rather than the idea itself. The document then outlines a 10 step process for obtaining buy-in, which includes understanding leaders, connecting initiatives to business strategy, demonstrating solutions, and maintaining accountability. It emphasizes continuous communication, planning for change, and alignment with business objectives to ensure buy-in endures.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Interviews are the most commonly used tool in the majority of hiring and promotion decisions. Therefore, if talent matters to your organization ensure your interviewing system is a critical part to your business processes.
Download DDI’s How-To-Guide to help you change your interviewing system into a strategic advantage.
Global Trends in Organisational Learning & Developments 2014eUniversity
Global organizations are increasingly finding traditional learning departments to be inefficient and expensive, with only about one-third of training costs going towards actual learning. As a result, organizations have adopted eLearning and a more networked approach to learning and development that allows learners to learn at their own pace. Key trends include a focus on collaboration both within and between organizations, catering learning to different generations, developing local talent globally, emphasizing critical thinking over fast learning, building relationships over transactions, integrating diverse technologies, mentoring through interaction, tailoring learning to individuals, and making anything possible through learning anytime and anywhere.
Driving It Home: Real Change is Not an Even, It's a ProcessBizLibrary
Numbers are rarely fun, so let’s get statistics out of the way first.
Did you know that 87% of employees believe there is not enough focus on “how” to change? (IBM 2015)
Did you know that 90% of CEO’s fear their organizations do not have the agility to maneuver the road ahead? (Global CEO survey)
You may or may not know that retention for stand-alone events or training is 10% at best. (National Training Laboratories)
This is the reality. It hints at many organizations being stuck in their old ways and shows that the current methods and training are not “Driving It Home,” which just happens to be the title of this very webinar.
When it comes to change, most organizations focus on structures, processes, and systems instead of individuals. Few recognize that without a collective mindset for change and innovation targeted towards leaders and employees, their best efforts to change will fail.
So how do we expect our teams and organizations to change if the leaders and individuals within them don’t? How do we expect change to “stick” when we know the poor retention of standalone training and learning sessions?
It is now, more than ever, that workplaces must acquire and utilize the right tools and the right mindset to effectively manage the forces of change. This begs the question: How? That is what we’ll talk about in this must-attend webinar.
Key Learning Objectives
What is getting in the way of change and why creating a mindset for change is so critical now.
The ugly reality of stand alone learning.
An in-depth look at the changing expectations of both consumers and learners.
The power of cinematic micro-learning where learners experience the art of coaching and learning through bite-sized video stories spaced overtime, presented on a technology platform.
Troubleshooting Recruiting: A Location Agnostic Approach to Attracting and Re...Aggregage
Join Jacky Cohen, Chief People Officer at Topia, as she shares insights and information about the importance of having a location-agnostic approach to recruiting. She will also explore the compliance challenges to recruiting and the benefits of expanding your candidate pipeline. Register here to get the free recording: https://bit.ly/Jacky-Cohen
Brendan Browne, VP of Talent Acquisition at LinkedIn, shares an inside look at the LinkedIn recruiting team's strategic roadmap.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
Libby Mullen from BizLibrary presented on developing competencies for effective program management. She discussed nine characteristics of effective program management including needs assessment, aligning goals and metrics, and gaining leadership buy-in. Mullen outlined the seven competencies of a training manager related to program management, soft skills, and business acumen. She provided a framework for gaining leadership buy-in that involves identifying needs, creating goals and metrics, and using reliable data.
The document discusses building organizational performance through developing a high performance culture, leadership, and teams. It emphasizes measuring performance accurately, diagnosing gaps, designing integrated solutions, and ensuring learning transfers to application. Key aspects include aligning business strategy and capabilities, developing talent through a leadership pipeline, and engaging employees by linking learning to goals.
iDesign X 2015: Designing for PerformanceCon Sotidis
iDesignX Conference - 25 Feb 2015
Presentation focusing on the importance of Performance Consulting and Business Alignment when designing learning interventions.
The world at large is ever-changing, and our organizations and employees are doing all we can to keep up. The days of going off to a strategic planning retreat, planning a five-year vision and executing it are gone. We now operate in a world that is VUCA — Volatile, Uncertain, Complex and Ambiguous. What do you as the HR leader have to do to adapt to this new and ever-changing world? We will identify common needs of HR functions today and give tips and suggestions to align HR with the changes in the organization, ensure you gain the resources you need and establish yourself as the visionary team member that is helping to drive your organization forward.
Learning objectives:
What is the VUCA world?
Evaluate what areas of HR will be impacted by changes.
Establishing and advocating for needs of HR and your employees.
Aligning processes with the new initiatives in your organization.
Many organizations face an environment disrupted by rapid market change, a proliferation of digital technology and changing workforce expectations. As the business context changes, leadership development has been changing with it. Innovation doesn’t happen without some digital context, which will require new skills for executives, managers and others.
What leadership competencies are being prioritized to meet the changing digital context? Is leadership development being pushed down through the enterprise to line-level employees? What technologies are used to deploy leadership development at scale and what are the roadblocks for modernizing leadership development? Skillsoft recently conducted the Modernizing Leadership for a Digital Economy survey to answer these questions and more.
In this webinar you will learn:
How leadership competencies are changing to prioritize digital skills
What job levels are being targeted for new leadership competencies
Where organizations fall on a maturity curve regarding new leadership competencies
Attitudes about technology adoption for leadership development
Empower your employees with modern learning communication and performance too...Human Capital Media
Join this informative session to hear how Debra Kellogg, manager of education, performance, and communications at Toshiba, built a next-generation employee portal for a global audience. Combining their LMS with modern e-learning courses, Kellogg developed the Toshiba Academy, the Toshiba Connect Communication Portal, and the company’s conversation-driven performance program, IGNITE!. You’ll learn how a very lean L&D team deployed these in the United States and Latin America in less than a year, along with tips on providing your learners with tools for success.
Learning Objectives/Session Takeaways:
Empower your employees with tools for success in today’s busy world.
Understand when and how to leverage partners' expertise to work more efficiently.
Gain ideas on how to deploy a coaching, learning, and goal-oriented culture!
Learn how to leverage today’s technology to meet tight budget and ROI training requirements.
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
How to Develop Agility Within Your Training Program to Help Your Learners Suc...BizLibrary
It is time to adapt your training programs. We are all talking about adapting learning in the face of disruption, but have you done it? We know these last few months have not been easy for anyone — and there’s probably not a lot of room left on your plate. However, this is the perfect time to transition your in-person training (ILT) courses to an online, or blended, format. Why? A PRNewswire study found that 66% of employees are working remotely right now. And, according to a study by The Grossman Group, over half of employees want to continue working from home after the pandemic. You must keep your learners engaged to ensure your virtual, or blended, training programs are successful.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Your host, Tom Braning, Product and Solutions Expert at BizLibrary, will break down the steps of transitioning your ILT program to a blended or virtual format seamlessly.
You will learn:
How to transition from ILT to a blended or online training format in a few simple steps.
Ways to build learning agility within your employees so they are prepared for the transition.
Strategies to keep remote learners engaged in your new training program.
Jessica Sipes is seeking a position in veterinary medicine, specifically internal medicine. She has over 15 years of experience as a veterinary technician, including her current roles at Saxony Animal Clinic and Banfield Pet Hospital. Her experience includes obtaining patient history, assisting in exams, administering treatments, performing lab work, and educating clients. She has a diploma in veterinary assistance and is working towards veterinary technician certification.
Tony Lee has over 16 years of experience in education sectors across Asia Pacific. He started his own school in Hong Kong in 2003 that grew to 3 branches and a joint venture in China by 2010, with annual turnover of HKD 15 million. As Country Manager for Berlitz Languages Limited in Hong Kong, he ensures quality instruction and support for 40 instructors across languages. He holds an EMBA from the Chinese University of Hong Kong and has experience managing projects, channels, and responding to regulatory requirements.
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
The document discusses the importance of leadership buy-in for organizational initiatives and provides strategies for obtaining and maintaining buy-in. It identifies that 70% of strategic failures are due to poor execution rather than the idea itself. The document then outlines a 10 step process for obtaining buy-in, which includes understanding leaders, connecting initiatives to business strategy, demonstrating solutions, and maintaining accountability. It emphasizes continuous communication, planning for change, and alignment with business objectives to ensure buy-in endures.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Interviews are the most commonly used tool in the majority of hiring and promotion decisions. Therefore, if talent matters to your organization ensure your interviewing system is a critical part to your business processes.
Download DDI’s How-To-Guide to help you change your interviewing system into a strategic advantage.
Global Trends in Organisational Learning & Developments 2014eUniversity
Global organizations are increasingly finding traditional learning departments to be inefficient and expensive, with only about one-third of training costs going towards actual learning. As a result, organizations have adopted eLearning and a more networked approach to learning and development that allows learners to learn at their own pace. Key trends include a focus on collaboration both within and between organizations, catering learning to different generations, developing local talent globally, emphasizing critical thinking over fast learning, building relationships over transactions, integrating diverse technologies, mentoring through interaction, tailoring learning to individuals, and making anything possible through learning anytime and anywhere.
Driving It Home: Real Change is Not an Even, It's a ProcessBizLibrary
Numbers are rarely fun, so let’s get statistics out of the way first.
Did you know that 87% of employees believe there is not enough focus on “how” to change? (IBM 2015)
Did you know that 90% of CEO’s fear their organizations do not have the agility to maneuver the road ahead? (Global CEO survey)
You may or may not know that retention for stand-alone events or training is 10% at best. (National Training Laboratories)
This is the reality. It hints at many organizations being stuck in their old ways and shows that the current methods and training are not “Driving It Home,” which just happens to be the title of this very webinar.
When it comes to change, most organizations focus on structures, processes, and systems instead of individuals. Few recognize that without a collective mindset for change and innovation targeted towards leaders and employees, their best efforts to change will fail.
So how do we expect our teams and organizations to change if the leaders and individuals within them don’t? How do we expect change to “stick” when we know the poor retention of standalone training and learning sessions?
It is now, more than ever, that workplaces must acquire and utilize the right tools and the right mindset to effectively manage the forces of change. This begs the question: How? That is what we’ll talk about in this must-attend webinar.
Key Learning Objectives
What is getting in the way of change and why creating a mindset for change is so critical now.
The ugly reality of stand alone learning.
An in-depth look at the changing expectations of both consumers and learners.
The power of cinematic micro-learning where learners experience the art of coaching and learning through bite-sized video stories spaced overtime, presented on a technology platform.
Troubleshooting Recruiting: A Location Agnostic Approach to Attracting and Re...Aggregage
Join Jacky Cohen, Chief People Officer at Topia, as she shares insights and information about the importance of having a location-agnostic approach to recruiting. She will also explore the compliance challenges to recruiting and the benefits of expanding your candidate pipeline. Register here to get the free recording: https://bit.ly/Jacky-Cohen
Brendan Browne, VP of Talent Acquisition at LinkedIn, shares an inside look at the LinkedIn recruiting team's strategic roadmap.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
The Employee Experience Engagement & Culture from the Bottom-UpYouEarnedIt
Build an employee engagement program that drives results.
Fancy employee perks. Employee wellness programs. Rewards and recognition — you name it, there's no shortage of initiatives to improve the employee experience.
But many of these efforts are falling flat.
There has been a shift in employee engagement, and companies with an outdated Employee Experience are missing the mark.
It's time to look at engagement from the bottom-up and build a culture that drives results.
Watch this webinar to learn:
- The main issues companies have with engagement
- A roadmap for improving key parts of the employee experience
- Tips, tactics, and best practices for building a better company culture
- Specific advice for incorporating managers and millennials
To request a demo, visit www.youearnedit.com/demo
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
Libby Mullen from BizLibrary presented on developing competencies for effective program management. She discussed nine characteristics of effective program management including needs assessment, aligning goals and metrics, and gaining leadership buy-in. Mullen outlined the seven competencies of a training manager related to program management, soft skills, and business acumen. She provided a framework for gaining leadership buy-in that involves identifying needs, creating goals and metrics, and using reliable data.
The document discusses building organizational performance through developing a high performance culture, leadership, and teams. It emphasizes measuring performance accurately, diagnosing gaps, designing integrated solutions, and ensuring learning transfers to application. Key aspects include aligning business strategy and capabilities, developing talent through a leadership pipeline, and engaging employees by linking learning to goals.
iDesign X 2015: Designing for PerformanceCon Sotidis
iDesignX Conference - 25 Feb 2015
Presentation focusing on the importance of Performance Consulting and Business Alignment when designing learning interventions.
The world at large is ever-changing, and our organizations and employees are doing all we can to keep up. The days of going off to a strategic planning retreat, planning a five-year vision and executing it are gone. We now operate in a world that is VUCA — Volatile, Uncertain, Complex and Ambiguous. What do you as the HR leader have to do to adapt to this new and ever-changing world? We will identify common needs of HR functions today and give tips and suggestions to align HR with the changes in the organization, ensure you gain the resources you need and establish yourself as the visionary team member that is helping to drive your organization forward.
Learning objectives:
What is the VUCA world?
Evaluate what areas of HR will be impacted by changes.
Establishing and advocating for needs of HR and your employees.
Aligning processes with the new initiatives in your organization.
Many organizations face an environment disrupted by rapid market change, a proliferation of digital technology and changing workforce expectations. As the business context changes, leadership development has been changing with it. Innovation doesn’t happen without some digital context, which will require new skills for executives, managers and others.
What leadership competencies are being prioritized to meet the changing digital context? Is leadership development being pushed down through the enterprise to line-level employees? What technologies are used to deploy leadership development at scale and what are the roadblocks for modernizing leadership development? Skillsoft recently conducted the Modernizing Leadership for a Digital Economy survey to answer these questions and more.
In this webinar you will learn:
How leadership competencies are changing to prioritize digital skills
What job levels are being targeted for new leadership competencies
Where organizations fall on a maturity curve regarding new leadership competencies
Attitudes about technology adoption for leadership development
Empower your employees with modern learning communication and performance too...Human Capital Media
Join this informative session to hear how Debra Kellogg, manager of education, performance, and communications at Toshiba, built a next-generation employee portal for a global audience. Combining their LMS with modern e-learning courses, Kellogg developed the Toshiba Academy, the Toshiba Connect Communication Portal, and the company’s conversation-driven performance program, IGNITE!. You’ll learn how a very lean L&D team deployed these in the United States and Latin America in less than a year, along with tips on providing your learners with tools for success.
Learning Objectives/Session Takeaways:
Empower your employees with tools for success in today’s busy world.
Understand when and how to leverage partners' expertise to work more efficiently.
Gain ideas on how to deploy a coaching, learning, and goal-oriented culture!
Learn how to leverage today’s technology to meet tight budget and ROI training requirements.
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
How to Develop Agility Within Your Training Program to Help Your Learners Suc...BizLibrary
It is time to adapt your training programs. We are all talking about adapting learning in the face of disruption, but have you done it? We know these last few months have not been easy for anyone — and there’s probably not a lot of room left on your plate. However, this is the perfect time to transition your in-person training (ILT) courses to an online, or blended, format. Why? A PRNewswire study found that 66% of employees are working remotely right now. And, according to a study by The Grossman Group, over half of employees want to continue working from home after the pandemic. You must keep your learners engaged to ensure your virtual, or blended, training programs are successful.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Your host, Tom Braning, Product and Solutions Expert at BizLibrary, will break down the steps of transitioning your ILT program to a blended or virtual format seamlessly.
You will learn:
How to transition from ILT to a blended or online training format in a few simple steps.
Ways to build learning agility within your employees so they are prepared for the transition.
Strategies to keep remote learners engaged in your new training program.
Jessica Sipes is seeking a position in veterinary medicine, specifically internal medicine. She has over 15 years of experience as a veterinary technician, including her current roles at Saxony Animal Clinic and Banfield Pet Hospital. Her experience includes obtaining patient history, assisting in exams, administering treatments, performing lab work, and educating clients. She has a diploma in veterinary assistance and is working towards veterinary technician certification.
Tony Lee has over 16 years of experience in education sectors across Asia Pacific. He started his own school in Hong Kong in 2003 that grew to 3 branches and a joint venture in China by 2010, with annual turnover of HKD 15 million. As Country Manager for Berlitz Languages Limited in Hong Kong, he ensures quality instruction and support for 40 instructors across languages. He holds an EMBA from the Chinese University of Hong Kong and has experience managing projects, channels, and responding to regulatory requirements.
Orsegups - Tele atendimento por Diogo KoerichDiogo Koerich
Temos vários pontos que podem ser desenvolvidos para melhorar a produtividade e qualidade do teleatendimento, como o uso frequente de ferramentas de avaliação e feedback, planilhas de qualidade e monitoramento constante de ligações. A qualidade do atendimento deve ser aperfeiçoada continuamente e não apenas após incidentes. Nossos parâmetros de avaliação da qualidade se baseiam apenas em métricas quantitativas e não garantem a eficiência ou satisfação do cliente.
The document provides tips for creating an effective resume in 5 minutes or less. It recommends (1) using ample white space and a readable font, (2) including a summary at the top with who you are, your role, and what you can offer, and (3) thoroughly proofreading for spelling errors and having others review it critically. Keywords from the job description and measurable achievements should be incorporated to catch a recruiter's attention in the first 6 seconds of reviewing the resume. Taking just 5 more minutes to edit can result in a resume that lands interviews.
El documento habla sobre la Web 2.0 y sus características. Explica que la Web 2.0 permite a los usuarios interactuar y colaborar generando contenido. Algunas características clave son permitir la inteligencia colectiva, aprovechar las bases de datos, y proporcionar experiencias enriquecedoras para los usuarios. También menciona ejemplos de servicios asociados como blogs, wikis, redes sociales y entornos para compartir recursos.
Este documento habla sobre el manejo y la seguridad en Internet. Explica que Internet es la red más grande del mundo que permite la comunicación y el intercambio de datos. También describe algunos riesgos comunes como los fraudes en correos electrónicos y ofrece consejos para navegar de forma segura, como evitar sitios sospechosos, usar contraseñas fuertes y mantener los sistemas actualizados.
AS MICROORGANISIMS ARE INCREASINGLY BECOMING RESISTANT TO CONVENTIONAL ANTIBIOTICS,SO THERE IS ANEED OF NEW ANTIMICROBIAL AGENTS WHICH CAN OVERCOME THE RESISTANCE AND HELPS IN REDUCING THE OVERUSE AND MISHANDLING OF ANTIBIOTICS
It mainly explains about generation of electricity using floating hydro turbine using spring suspension system .The main important factor is the turbine generates electricity when the wave enter and leave the coast.In this the design is also explained about each and every part in the following PPT
development of antimicrobial agents which can overcome the antimicrobial resi...Arijit Goswami
as the microorganisms are increasingly becoming resistant to conventional antibiotics therefore there is a need of some new antimicrobial gents which can overcome the resistance and also helps to stop the overuse and mishandling of antibiotics
The document discusses 5 types of learners - visual, auditory, reading/writing, kinesthetic, and their preferred learning styles. It provides tips for customizing onboarding for each type, such as using diagrams for visual learners, lectures and discussions for auditory learners, handouts for reading/writing learners, and hands-on activities for kinesthetic learners. The key recommendation is to identify each new hire's learning style and tailor onboarding materials and activities accordingly to maximize retention of information.
Readalong slides used in the Inspired Leadership information session for potential partners, prospects and clients.
Get in touch: angela.del@inspiredleadership.world
Best Practices in Leadership Development Webinar 07.24.13BizLibrary
This document discusses leadership development best practices and solutions from BizLibrary. It recommends strong executive involvement, tailored leadership competencies aligned with business strategy, and targeting development at multiple leadership levels. BizLibrary offers online content libraries with videos, courses and books, as well as cloud-hosted LMS and social learning applications to support leadership development programs. Customer testimonials speak to improved collaboration from understanding the big picture.
Mike Gamson, Sr. VP, Global Solutions, LinkedIn
Eddie Vivas, Director, Product Management, LinkedIn
Tanya Staples, Sr. VP Content, lynda.com, LinkedIn
Join Mike Gamson, SVP of Solutions for LinkedIn, as he shares our mission and vision, and introduces us to the next generation of LinkedIn. Mike will be joined by Tanya Staples, SVP of Content for Lynda.com, and Eddie Vivas, Head of Product for LinkedIn Talent Solutions, who will talk about how we are putting learner-centered education at the heart of building professional knowledge, and how LinkedIn is re-imagining recruiting.
5 Ways to Build a Better Leadership Development Program - Webinar 05.14.14BizLibrary
In this webinar we'll provide you with four best practices from Fortune 500 companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
- An integrated talent management strategy in which leadership development plays an integral role
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Teach Me How! 7 Tips for Creating a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives. In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
Business Essentials for Strategic Communicators BMAChicago
The document summarizes research from three studies on the importance of business knowledge for strategic communicators: a Page Society member survey, a Page Jam online discussion, and a Page Up pre-conference poll. The research found that over 80% of respondents believed a solid understanding of "Business 101" topics is extremely important for strategic communicators. However, over 80% also felt that colleges do not provide enough business training. The document then provides 10 ideas for building business acumen among communications teams, such as reviewing business models, developing in-house training, reading business journalism, and discussing business-related TV shows and books.
The document summarizes the key findings from research conducted by MIT Sloan Management Review and Deloitte on how business and leadership are changing with digital disruption. While some core leadership skills remain the same, such as articulating value and owning the transformation, digital leadership requires certain new skills. The top skills identified are having a transformative vision, digital literacy, and adaptability. The document also outlines lessons from digitally maturing companies, such as hiring digital leaders, regularly refreshing senior team's digital literacy, creating an environment for new leaders, and cultivating a culture of experimentation.
The document summarizes key findings from LinkedIn's 2022 Workplace Learning Report. It discusses how learning and development (L&D) has taken on greater importance and responsibility amid the pandemic, with L&D becoming more central, strategic, cross-functional, and pressured to deliver results. It also explores how L&D is focusing on skills development, leadership training, diversity and inclusion, as well as well-being initiatives. Budgets and jobs in the L&D field are growing to help organizations address skills gaps and transformation challenges through learning.
J.V.M.S is a management consulting firm that believes in utilizing the best industry practices for the development of world-class organizations that make the most of their resources, competency and skill force.
Market based management: getting results from your organizationQuentin Christensen
Market-Based Management enables organizations to succeed in the long term by applying the principles that allow free societies to prosper - from the Charles Koch Institute. This is a summary of the key concepts of market-based management: vision, virtues and talents, knowledge process, decision rights, and incentives. This principles enable well run organizations.
Ask yourself – how can you as a Learning & Development professional guarantee business outcomes after your training programs?
What has to happen in your organisation to get change post learning?
Flick through this SlideShare to find out why we need to focus on learning transfer, and who is best placed to deliver it
Stillman Final Portfolio project TRDV4991engagingguy
The document provides background information on Robert Stillman's learning and development philosophy as a trainer. It discusses several learning theories and models that have influenced his approach, including constructivism, the Dick and Carey method of instructional design, Keller's ARCS model of motivation, and Kirkpatrick's four levels of evaluation. Constructivism emphasizes that learners actively construct new knowledge based on their experiences. The Dick and Carey method is based on cognitive psychology and Gagne's conditions of learning. Keller's ARCS model focuses on gaining and sustaining learner attention, relevance, confidence, and satisfaction. Kirkpatrick's model provides a framework for evaluating training across four levels from reaction to results. The document highlights how Stillman draws from these concepts
OKR COACH CERTIFICATION. LIMITED NO OF SEATS!
Become an OKR Coach and achieve amazing results and sustainable growth for you Company.
Setting Objectives and Key Results for your Business
To succeed in executing strategy in today’s fast-paced digital age, you need to have the correct mindset, the correct methodologies, and the correct Tools in order to develop, communicate, and implement your strategy and deliver the right results quickly.
OKRs (Objectives and Key Results) are a goal-setting methodology developed by Intel and popularized by Google. It focuses the organization on greatness to achieve its overall strategy, and has gained significant traction with the release of John Doerr’s book Measure What Matters.
3 Es of Learning and Development and the 70-20-10 model .
What methods should an organisation provide to its people so that the cumbersome and outdated Single Event Based learning model can be updated to give a fast delivering, ingrained learning to the employees?
The 70:20:10 model, therefore, provides a variety of tools for Learning and Development professionals, an approach just as comfortably applicable and appropriate to SMEs as it is to multinational corporations.
I am sharing an insightful Report written by our CEO Reuben, titled “Learn to Work, Work to Learn”.
For a discussion, you can drop him a mail at reuben@pexitics.com / call him at +91 73496 62322
This document discusses how IT leaders can transform themselves and their organizations to remain relevant in the digital business environment. It recommends that IT leaders (1) become strategic, customer-centric and masters of digital business, (2) make their IT organizations more agile and responsive through changes to structure and processes, and (3) guide business peers in developing digital literacy and governance. The document provides specific actions IT leaders can take in each of these areas, such as developing new skills, restructuring teams, and establishing a digital vision, to transition themselves and their organizations to a "future-state" focused on the digital business.
PPDA is a project management company that provides turnkey solutions in various specialist fields including human resource management, training, property management, valuation, and cleaning services. It is led by Adv. Job Moraka who has extensive experience in strategic and operational management. PPDA uses a structured project management approach and works with qualified experts and technical partners to implement projects for clients.
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
Masterclass On Improving & Measuring Onboarding, Retention & Well-beingRichard Harbridge
85% of leaders say the shift to hybrid work has made it challenging to have confidence that employees are productive. 92% of employees have identified enhancing the employee experience as an essential priority. New challenges are always presented to HR from all sides, and we’re here to help you target critical areas of the employee experience at our free event. Whether you’re looking for strategic guidance or help to achieve technical excellence, our event is full of sessions from world-renowned thought leaders. On February 10th, from 10 AM to 4 PM, learn to avoid new and old challenges, build on existing success, and leverage the latest technology to facilitate your efforts. One lucky winner will walk away with a free $15,000 POC! 2toLead CTO and 7X Microsoft MVP Richard Harbridge and 2toLead CEO and 13X Microsoft MVP Kanwal Khipple will lead the event. Together, they helped over 200 digital workplaces globally, plan for and increase the employee experience, keynoted conferences, published books, and published blogs for some major publications like Forbes. Join specialized sessions (business or deep dive tech breakouts) designed for HR leaders or the technical team that supports the digital employee experience. The business and general sessions aim to provide insight into the apparent and hidden value of tackling onboarding, retention, and well-being. The optional tech deep dive breakout sessions aims to walk through how to use and implement Microsoft 365 and Microsoft Viva to improve onboarding, retention, and well-being. Walk away from the event with a greater understanding of the following: - How to identify the most critical areas of the employee experience - How to improve the onboarding experience before and during the process - Building experiences to enable better onboarding - Measure for success - Creating digital employee experiences that help retain top talent - How to track employee well-being - And much more
5. Who is DBL?
• Forward-thinking, specialist provider of professional development
solutions for leaders, managers and young professionals.
• We create programs that are high impact, geographically scalable
and responsive to changing business needs
• 2015 marks DBL’s 10th
anniversary – established in Sydney, Australia.
• London office is 18 months old growing from 2 to 17 UK/European
clients since launch.
6. The three big questions
1. How can you increase the engagement of a
participant in a development program?
2. How can you involve managers, leaders and/or
mentors to support development on the job?
3. How can you measure ROI in the
graduate development process?
7. How can you increase the engagement of graduates?
• Work-load and commitments
• Time away from desk
• Varying motivation levels
8. How can you involve managers, leaders and/or mentors?
• Busy schedules
• Varied skill-sets and abilities
• Multiple lines of reporting
9. How can you measure ROI in the development process?
• What do you actually measure?
• Data availability
• How to report effectively?
10. The rise of the millennial
and their progression to leadership and management
• By 2025 millennials will represent 75% of the workforce
• 27% of working millennials are managers, 5% are senior
managers, 2% are executives
• 38% of the workforce is already led and managed by millennials
11. The rise of the millennial
and their progression to leadership and management
“In the near future millennials will occupy every consequential
leadership position in the world, be it in business, academia,
government, or in the non-profit sector. Will they be ready to lead?”
12. The rise of the millennial
and their progression to leadership and management
What we all know about millennials in 30 seconds…
• value development and eager to progress.
• desire feedback, collaboration and connection.
• define workplaces as places where they are productive.
• value user generated content and knowledge sharing.
• 49% check their smartphone or mobile device every ten minutes.
14. The future of development
We believe future development strategies must equip graduates
to lead and operate in constantly changing environments – in
more agile, scalable and impactful ways.
15. Re-imagining of the 70:20:10 Model
70% 20% 10%+
}
On-the-job Learning
& Development
}
Formal Learning &
Development
17. What we’re seeing internationally
• Define what successful application of desired skills looks like.
• Manager or leader-supported and verified on-the-job activity
• Visibility of developmental activities to the wider business.
• Equip the right people with the right tools to encourage ongoing
on-the-job learning experiences
• Using gaming principles to engage, measure and support
• and lastly….
18. “Show me a stat, and I’ll show you a happy stakeholder”
Data. Data. Data.
20. What has been learned about gaming
in non-gaming, corporate contexts?
• 79% of survey participants said they would be more productive and motivated if
their learning environment was more like a game (TalentLMS)
• Gamification will be the primary mechanism that that 40% of the Global 1000
organisations will employ to improve business operations (Gartner Research)
• More than 50% of corporate processes will become gamified (Gartner Research)
21. A different set of design principles
Staged
Progression
Collaboration Points
Loss
Aversion
Status and
Influence
Identity
Development
Achievement
Recognition
fast becoming known as ‘Engagement Dynamics’
31. Communication Report
Mel Roarke
Mel was rated as being “Professional”.
Her cohort rating is as follows:
Mel is in the top 50% of her cohort on this subject. The rating details are as follows:
Based on the feedback from her manager, Mel’s communication has been rated as
“Professional” because she displayed certain qualities in their initial meeting (outlined
below). Although there is still room for Mel to improve in the future, this is a great start to
her graduate program.
Qualities exhibited during the meeting:
Speaks Clearly
Confirms Understanding
Transmits information clearly & logically
Adapts communication style to meet other person’s style
What does your graduate currently do well with their communication?
Mel conducted herself in a professional manner. She is great at clarifying points by
relaying information received.
What could your graduate improve on as it relates to their communication?
Ensure that she takes time to listen completely and not interrupt unintentionally.
24%
51%
19%
5%
Unprofessional
Not so Professional
Professional
Highly Professional
Measuring ROI
32. The three big questions
How can you increase the engagement of a participant in a
development program?
How can you involve managers, leaders or mentors to
support development on the job?
How can you measure ROI in the development process?
33. Putting this into practice
Start simple1
Integrated learning, not interventions
Business-led learning
Work backwards from behaviours
Arm managers to be successful
2
3
4
5
36. Changing the game in graduate development
Presented by:
Christopher Gilpin & Nathan Clark
Development Beyond Learning (DBL)
Refocusing the 70/20/10
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