Wednesday 18 June 2014

Training Manager

Training Manager London

Great opportunity for an experienced Learning & Development Manager to undertake a fixed term contract. Working in central London you will be responsible for:

Developing strong relationships with HRDs, the People Development team and line managers, carrying out training needs analysis across the various businesses to understand all aspects of training and learning and development required;
oDesign and develop training courses to address identified training needs, in line with budgets;
oSource external training suppliers and manage relationships with suppliers.
*Work with all key stakeholders to embed the Group's core behavioural competencies into development/investment plans and individual objective setting
*Project Manage the development of training, from initial design through to facilitation and evaluation.
*Analyse needs, design and deliver coaching sessions and key skills and training sessions in the UK, where necessary and where economically viable.
*Support the performance management processes in each business line.

EDUCATION AND EXPERIENCE

*Degree educated or equivalent. Additional professional qualifications / training desirable.
*Excellent understanding and use of systems - Word, Excel, Outlook, PowerPoint. Experience of using an LMS system is desirable;
*Experience of managing training in a large complex organisation.
*Experienced in the design and delivery of training and skilled in carrying out needs analysis.
*Experienced project management, including managing budgets and supplier management / procurement.

LocationLondonSalary£70000 - £80000 per annumReferenceZB18962Contact NameZoe Bradley

Great opportunity for an experienced Learning & Development Manager to undertake a fixed term contract. Working in central London you will be responsible for:

Developing strong relationships with HRDs, the People Development team and line managers, carrying out training needs analysis across the various businesses to understand all aspects of training and learning and development required;
oDesign and develop training courses to address identified training needs, in line with budgets;
oSource external training suppliers and manage relationships with suppliers.
*Work with all key stakeholders to embed the Group's core behavioural competencies into development/investment plans and individual objective setting
*Project Manage the development of training, from initial design through to facilitation and evaluation.
*Analyse needs, design and deliver coaching sessions and key skills and training sessions in the UK, where necessary and where economically viable.
*Support the performance management processes in each business line.

EDUCATION AND EXPERIENCE

*Degree educated or equivalent. Additional professional qualifications / training desirable.
*Excellent understanding and use of systems - Word, Excel, Outlook, PowerPoint. Experience of using an LMS system is desirable;
*Experience of managing training in a large complex organisation.
*Experienced in the design and delivery of training and skilled in carrying out needs analysis.
*Experienced project management, including managing budgets and supplier management / procurement.

Apply now


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Regional Training Manager

Regional Training Manager Yorkshire (home based with regional travel) Ashley Kate HR are pleased to be working with our client in recruiting for a Regional Training Manager to join the business on a full time permanent basis. This is a regional role based from home so regular travel will be required across Yorkshire, the Midlands and the North West. Candidates should have end to end L&D experience from training needs analysis, through design, delivery and evaluation within a fast paced commercial business. You should have experience of coaching and mentoring employees and managers and delivering bespoke 1-2-1 training as well as delivery to groups. Key responsibilities will include: * Design and delivery of training on a regional basis * Working closely with managers to identify training needs and design training solutions * Carry out corporate induction training for new employees * Talent management and management development training throughout the regions * Supporting manager with local training requirements and recruitment needs If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details. Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times. To find out more about us please visit our website at www.ashleykatehr.com Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK And follow us on Twitter at http://www.twitter.com/AshleyKateHR Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates. LocationYorkshire (home based with regional travel)Salary£30,000 plus carDurationPermanentReference12288 GTCBContact NameRecruitersAshley Kate HR are pleased to be working with our client in recruiting for a Regional Training Manager to join the business on a full time permanent basis. This is a regional role based from home so regular travel will be required across Yorkshire, the Midlands and the North West. Candidates should have end to end L&D experience from training needs analysis, through design, delivery and evaluation within a fast paced commercial business. You should have experience of coaching and mentoring employees and managers and delivering bespoke 1-2-1 training as well as delivery to groups. Key responsibilities will include: * Design and delivery of training on a regional basis * Working closely with managers to identify training needs and design training solutions * Carry out corporate induction training for new employees * Talent management and management development training throughout the regions * Supporting manager with local training requirements and recruitment needs If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details. Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times. To find out more about us please visit our website at www.ashleykatehr.com Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK And follow us on Twitter at http://www.twitter.com/AshleyKateHR Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

Apply now


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Great Guest Blog on Flipping the Classroom

By taking advantage of technology, math teacher Wendy Roshan details how she has evolved her teaching using the ‘flipped classroom’ model.

by Wendy Roshan

I started teaching in the early 1970’s, when one of the most important resources teachers had was the mimeo machine.  All worksheets and tests had to be handwritten and run through a hand cranked copier, which would turn your hands blue from the ink. There weren’t computers in every classroom, we didn’t use SMART Boards (just chalk) and students came to class carrying pencils and notebooks, not smartphones and tablets.

Wendy Roshan

Yet, 40 years later, my computer, iPad, and trusty iPhone has revolutionized my life as a teacher. Today, there’s more information at my fingertips than ever before, literally. I can type up an assignment and email it to the whole class, or even have tests taken (and instantaneously graded) online.  Students can stay in touch with me, and I can communicate with parents 24/7 by email.  It’s a major change from the past, and has a lot of benefits for my students.

However, the biggest change for me occurred a few years ago when my daughter, Stacey Roshan, decided to follow in my footsteps and become a math teacher too. However, having grown up in a different generation, she became a different kind of teacher. While I continued to resist new technologies that were starting to be used in the classroom, these tools came easily and naturally to her. In 2009, Stacey attended the Building Learning Communities Conference and learned about Camtasia Studio, software that would allow her to literally flip her classroom. She began video recording her lectures, which students watched for homework, and during class she walked around the classroom and worked with students 1-on-1 when they needed help solving problems.

After much coercion, Stacey finally convinced me to give the flipped classroom a try, and just one year later my entire teaching life has been turned upside down. I began flipping my AP Calculus class last year, and as a result, 80% of my students scored a “4” or “5” on the AP exam, with half of the class earning a perfect score! Not only were my students thrilled at how high their scores were, I had one of the most enjoyable and rewarding years of my teaching career, as I was able to spend significantly more time working with students individually and in small groups, helping them solve problems, rather than lecturing – and that’s really my favorite part of teaching.

I had no idea how much technology could change the learning experience for me and my students, and I’m not sure I ever would have given into change if Stacey hadn’t practically forced me too. After such an exhilarating year, Stacey and I have been spending the summer preparing for the challenge of flipping our Algebra II classes, which we will both be teaching this coming school year.  We have been making videos together and are really excited to provide a new group of students with an entirely new learning experience then they’re used to.

While at one time, I was only looking forward to my retirement, I now am looking forward to the new and exciting year ahead.  Technology has made me feel young again, as the boredom and tedium of the mimeo machine is gone, and in its place is a whole new world!

Wendy Roshan started her career in Montgomery County public schools teaching Math.  She taught in Tehran, Iran at the Tehran American School for 3 years, was an Adjunct Professor at Montgomery College, and taught at the Langley School in McLean, Virginia. She is currently in a math teacher at the Madeira School in McLean, Virginia, where she serves as department chair.


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Get your foot in the door – Planes, Trains & Automobiles

Let’s be honest, I think it’s fair to say that one of the biggest barriers to a whole sale adoption of mobile technologies is senior management. Which got me thinking about what sort of app you could recommend to them, to get your foot in their door.

And then it dawned me; one of the things that senior managers do a LOT of (whether they actually need to or not) is travel (I think it’s a kudos thing for many of them)

So I’ve taken a little wander around some of the app stores and found some travel related apps that I imagine will make their lives a lot easier when they are on their travels and of course if their lives are made easier by having a native app at their disposal, there’s a much better chance of them seeing the benefit of mobile technologies when you attempt to ‘get your foot in the door’ …… ;-)

British Airways (iOS) – £FREE

British Airways (Android) – £FREE

IOS National Rail Planner - £4.99*

Android National Rail Planner - £3.49*

AA Breakdown and Traffic (iOS) – £FREE

AA Breakdown and Traffic (Android) – £FREE

* (I have actually downloaded and used this app myself, check out the reviews for my thoughts)

Inevitably there will be some people who do not have a mobile device and will bemoan the fact that you are offering their colleagues who do have a mobile device something that they themselves are unable to benefit from, or they will complain over the fact that the apps cost money – don’t let this put you off.

Simply tell them to carry on using whatever tool or process they have always used – simples!!!

And you know what? Even if people don’t opt for these apps, you may have just sewn the seeds for them to look for an alternative….

Good luck and let me know how you get on

The blog post that started it all

Image source


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It’s true, great minds must think alike…

….because earlier this week Lesley Price and I both tweeted about the same subject within an hour or so of each other. This was the thought that was running through my mind as I was driving home a few days ago, which I subsequently tweeted about…

Later on that evening Lesley tweeted this

This led to an exchange of tweets between us, which resulted in Lesley being kind enough to share an experience with me via this email.

  A couple of years ago… I fell down stairs and sprained my ankle really badly.  I had to be at a Technology Conference organised by Becta as I was facilitating a table…. Natalie, my daughter took time off work to drive me.  She sat on the table I was facilitating…. even although it was an educational technology conference and she was a primary school teacher, she had no idea of the language and jargon that was being used.  It was almost like the Emperors New Clothes and she was the child watching from the side lines.  She sat all morning and the first part of the afternoon taking it all in.  She then just said…. I have no idea what you are all talking about, what does Social Media mean?  I typed that into questions that were coming from the floor… Facilitator picked it up and came to talk to her.  She was youngest person in the room and just said… “now that I know what it means…I can tell you I use SoMe all the time…I just don’t see what all the fuss is about, that is my life!  Why all the discussion???  Why don’t you just get on with it??”I have just talked to her again about it this evening and she still remembers the occasion… and still does not understand the facination by oldies. SoMe is part of her life…. she is not into Twitter, doesn’t see value in it.  If you look at profile of average user of Twitter I can understand that.  She uses FB, FB chat, skype , skype chat and txt all the time.  Sometimes using more than one at once… makes for interesting conversations lol!!I am trying to persuade her to start blogging… she has wonderful ideas. Although she teaches reception she also runs Computer Club for Girls with Yr 6 girls.  When the Tsunami and Japanese earthquake story started breaking, she put BBC news on her interactive white board and had it running all day as her reception class were interested in the live commentry that was coming through and bombarded her with questions.  She doesn’t close down social networking when she is teaching, not that she spends any time on it, it just runs in the background, the kids are now used to ‘silly noises’ that come from her laptop and tell her she when she has a message!  So kids completely understand SoMe… just don’t call it that…. they see it as normal… why are the rest of us making such a fuss about it instead of getting on with it!!So my question to you ‘Dear Reader’ is are we right, or are we waaaay off the mark?Is the ‘social’ holding things up due to it’s ‘connotations’?Should we just be referring to media, learning, networks etc and work under the assumption (a dangerous thing I know) that the ‘social’ is inherrent.Why not let me know your thoughts in the comments box below?

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Is this another fine mess we’ve got ourselves into?

Laurel & Hardy

It’s probably worth me expanding upon the deliberately vague title of this blog post before I go any further.

By ‘this‘ I mean ‘mobile’ learning.

By ‘another‘ I mean as we did all those years ago in the early days of ‘e’ learning. (admittedly I have no personal experience of those days, only anecdotal examples)

By ‘we’ve‘ I mean us in the L&D community. Both within the vendor community and the client community.

So what do I mean by all this?

During a recent meeting with some colleagues, I reflected upon the conversations that I have had with potential clients over the past 6 months with regards to the use of mobile technologies. With a very small exception (probably 2-3 out of approx 60 conversations) those conversations have revolved around the creation of ‘mobile learning’, which actually translated as the “shrinking down of desktop content to allow it to be viewed and interacted with on a mobile device“.

Very little, if any mention, of creating performance support resources…

No consideration of using the devices native functions I.e. camera, keyboard, GPS, voice recorder, to enhance the experience….

A heavy focus on the learner ‘learning‘ something from it, as opposed to the worker ‘enhancing‘ their performance from it (Hell, who needs to learn the London Underground routes if you’ve got the app in your pocket?)

And this is where I think we have got it wrong again!

We have used the blanket phrase ‘m-learning’ to describe the use of mobile devices to facilitate learning. Now to *us*, we acknowledge (at least I hope you do) that this can include using the device to (amongst other things)

Consume traditional self paced click next eLearning (yes of course there is a place for this)Listen to podcastsTake pictures of things to help us remember something in the futureEngage in online dialogue conversations with othersRecord audioDetermine your proximityThe creation of User Generated Content for othersCall for help!

Of course, with some degree of thought and design the above functions can (and probably should) be incorporated into many (I may even dare to say ‘all’) learning programmes, but in my opinion (based as I said on my conversations with many people on this subject) this simply isn’t the case.

Why?

Well I think the fact that we have used the term ‘m-learning’ which is not a million miles away from the term ‘e-learning’ (which let’s be honest, most people see as being click-next, self-paced stuff) hasn’t helped matters, I think we’ve inadvertently given the impression that it’s traditional eLearning on a mobile device has a part to play in it.

I also think that the recent hysteria over some eLearning authoring products and their ‘mobile readiness’ (which translates as traditional eLearning but outputted to HTML5 or a native app) hasn’t helped matters either

“Ooooo look! I can recreate my traditional self-paced, click-next stuff to work on a mobile device – I must be creating m-learning”

Well technically I have to concede

“Yes. Yes, you are”

but I feel that unless we start to make more noise about the fact that m-learning is more than shrinking down content and actually the ‘learning‘ part of it could well be redundant, we will miss another opportunity to really harness these technologies just as I guess we have done in the past……

Image source


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Reflections on the “Why”

December 21, 2013 by davidgrebow13

picq

They get lost too easily as the New Year rapidly progresses. The forests we each inhabit. We quickly find ourselves racing through the trees like Luke Skywalker on a speeder bike. This is a good time of the year to step back and reflect.

So before I plunge headfirst back into my forest, I want to remember to remember “Why” I do what I do, and what the Big Problem is that needs to be solved.

I started thinking about the “Why” a few weeks ago after watching a great TED presentation by Simon Sinek on “How Great Leaders Inspire Action”.

Then I happened to read a blog post by Kaihan Krippendorff about how “Great Companies Solve Problems That Matter” by focusing on the Big Problems. The two put my brain into overdrive. As I stepped further back from the trees, the forest I inhabit became even more distinct, and the “Why” of things and the Big Problem came into greater focus.

No one disagrees that we are all in an increasingly competitive global race. It’s an odd race in the sense that the finish lines keeps moving off into the future. I try and discover ways my clients can use learning and development to help their companies catch up, keep up and then lead the way. Find the best practices in learning from around the world, and then teach what I discover. Learning and Development in corporations is an ongoing and continuously changing process. Not the learning part, which happens in the brain and is unchanged for millions of years. But the most current methods of learning, new techniques, updated technology and continually improving best practices. Part of solving the Big Problem these days is keeping up with all that is changing and get out in front of the curve.

I used to hear Learning and Development referred to as the “800 pound Gorilla in the room.” These days it’s more like 1,000 nattering and chattering monkeys.

So “Why” and the Big Problem are connected: To make companies smarter and improve their performance. That’s the “Why” and the Big Problem all rolled up into one.

I just hope someone reminds me to read this next June while I’m thrashing about in the forest again.

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Tuesday 17 June 2014

Podcast #6: Tick, tick, tick, tick in the box

Craig chats with Stephanie Dedhar, Col Hawksworth and Sam Burrough on the subject of compliance training, their best and worse experiences of it and what we in the Learning Technologies field can do to enhance its reputation.

Download podcast in mp3 format: Tick, tick, tick, tick in the box

Subscribe to the podcast in iTunes.

Shownotes

Music Source.


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Arianna Huffington, Opening Keynote #ASTD2014

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Learning & Development Manager

Learning & Development Manager Stoke on Trent

My client are a leading construction, services and property group specialising in building and civil engineering, support services, commercial property development, structured property financing and private and affordable housing.

The group employ over 16,000 people worldwide and has annual revenue of £2.8bn.

The are currently seeking experienced and competent Learning and Development Manager to be based out of Stoke-on-Trent with regular national travel required.

The role

You will manage the development and delivery of appropriate Learning & Development activities to support operational business objectives, maximise employee capability, ensure legislative compliance and provide a future talent pipeline.

Key tasks and accountabilities

Manage, support, coach and develop Learning and Development Advisors to deliver fully integrated training plans.

Support the business development and improvement teams in their bid activities through the provision of high quality information and L&D solutions which ensure legislative compliance, enhance bid responses and reflect positively on the contract with regard to operational capability and employee attraction, development and retention abilities.

As L & D Manager you will support new contract mobilisations via the development of appropriate induction, integration and development programmes thereafter ensuring effective delivery to provide seamless transition.
Coach and support contract managers implementing learning solutions in their areas, to deliver behavioural and competency improvements and maximise individual effectiveness.

You will identify funding sources for L&D provision proposing contract appropriate solutions to capitalise on fund availability and working collaboratively with L&D colleagues and internal and external stakeholders to influence decision making and efficiency of grant income.

Manage the utilisation of external training support providers where required ensuring costs are effectively controlled without adverse quality impact

The individual

To become the successful applicant you will be an experienced L&D practitioner with a proven track record in undertaking complex training needs, designing and implementing a range of L&D solutions and projects. Construction or related sector experience would be beneficial.

Hays Specialist Recruitment Limited acts as an employment agency for permanent recruitment and employment business for the supply of temporary workers. By applying for this job you accept the T&C's, Privacy Policy and Disclaimers which can be found at hays.co.uk

LocationStoke on TrentSalary£37000.00 - £40000.00 per annumReference2180547Contact NameStuart Callaghan

My client are a leading construction, services and property group specialising in building and civil engineering, support services, commercial property development, structured property financing and private and affordable housing.

The group employ over 16,000 people worldwide and has annual revenue of £2.8bn.

The are currently seeking experienced and competent Learning and Development Manager to be based out of Stoke-on-Trent with regular national travel required.

The role

You will manage the development and delivery of appropriate Learning & Development activities to support operational business objectives, maximise employee capability, ensure legislative compliance and provide a future talent pipeline.

Key tasks and accountabilities

Manage, support, coach and develop Learning and Development Advisors to deliver fully integrated training plans.

Support the business development and improvement teams in their bid activities through the provision of high quality information and L&D solutions which ensure legislative compliance, enhance bid responses and reflect positively on the contract with regard to operational capability and employee attraction, development and retention abilities.

As L & D Manager you will support new contract mobilisations via the development of appropriate induction, integration and development programmes thereafter ensuring effective delivery to provide seamless transition.
Coach and support contract managers implementing learning solutions in their areas, to deliver behavioural and competency improvements and maximise individual effectiveness.

You will identify funding sources for L&D provision proposing contract appropriate solutions to capitalise on fund availability and working collaboratively with L&D colleagues and internal and external stakeholders to influence decision making and efficiency of grant income.

Manage the utilisation of external training support providers where required ensuring costs are effectively controlled without adverse quality impact

The individual

To become the successful applicant you will be an experienced L&D practitioner with a proven track record in undertaking complex training needs, designing and implementing a range of L&D solutions and projects. Construction or related sector experience would be beneficial.

Hays Specialist Recruitment Limited acts as an employment agency for permanent recruitment and employment business for the supply of temporary workers. By applying for this job you accept the T&C's, Privacy Policy and Disclaimers which can be found at hays.co.uk

Apply now


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Senior Talent Development Lead

Senior Talent Development Lead London

This global organisation based in the City is looking for a Senior Talent Development Adviser to join their team. This is a permanent position reporting into the Head of Talent Development and the firm is looking for a candidate who is able to design, implement and embed mid and senior level talent development strategies for the London office as well as support the new global structure.    Working across both professional and business services this role focuses on entry level candidates ensuring full support and development is in place for each area. 

Successful candidates will be responsible for monitoring and ensuring engagement levels outlining and designing development strategies.  You will work closely with generalist teams to ensure development strategies are in line with overall business needs working closely with the HRBP’s.  Strong involvement in the firm’s induction processes as well as various programmes in place across the business.   

The organisation is looking to meet candidates who have experience as Talent Development Advisers who are dynamic forward thinking and accustomed to fast paced working environments.  You will possess strong communication skills, significant project management experience and evidence of senior stakeholder influencing.  You will be of graduate calibre along with a proven work record of organisational change and behaviour.   Successful candidates will come from a strong professional services background

Important Notice

It is Career Legal’s policy, as a matter of courtesy, to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Thank you.

Career Legal is a Recruitment Agency and is advertising this vacancy on behalf of one of its Clients

LocationLondonSalaryc£65000ReferenceAQ103321Contact NameAnnabella Quintal

This global organisation based in the City is looking for a Senior Talent Development Adviser to join their team. This is a permanent position reporting into the Head of Talent Development and the firm is looking for a candidate who is able to design, implement and embed mid and senior level talent development strategies for the London office as well as support the new global structure.    Working across both professional and business services this role focuses on entry level candidates ensuring full support and development is in place for each area. 

Successful candidates will be responsible for monitoring and ensuring engagement levels outlining and designing development strategies.  You will work closely with generalist teams to ensure development strategies are in line with overall business needs working closely with the HRBP’s.  Strong involvement in the firm’s induction processes as well as various programmes in place across the business.   

The organisation is looking to meet candidates who have experience as Talent Development Advisers who are dynamic forward thinking and accustomed to fast paced working environments.  You will possess strong communication skills, significant project management experience and evidence of senior stakeholder influencing.  You will be of graduate calibre along with a proven work record of organisational change and behaviour.   Successful candidates will come from a strong professional services background

Important Notice

It is Career Legal’s policy, as a matter of courtesy, to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Thank you.

Career Legal is a Recruitment Agency and is advertising this vacancy on behalf of one of its Clients

Apply now


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A ‘storified’ insight into my recent Lunch & Learn session

Since I started in my new role back in September, I’ve facilitated four Lunch and Learn sessions on the following subjects:

“what is elearning”Mobile LearningThe use of technology in the onboarding/induction process

My most recent session on onboarding / inductions attracted some conversations on Twitter

Here’s a ‘Storify’ to allow you to take a nosey at that backchannel…


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Management Development Trainer

Management Development Trainer Derby We are currently recruiting for a Management Development Trainer on behalf of a leading organisation based in Derby. The role is for a fixed-term contract for a duration of 6 months. You will build successful working partnerships with both internal clients and external organisations and suppliers when preparing and implementing detailed business cases for any new proposals. Accountabilities: Implement, co-ordinate, manage and plan all training activity and available resource for the provision of contracted services to the client, ensuring times-scales and budgets are met, adding value where ever possible Deliver the Management University programme Evaluate the success of the programme post implementation Ensure all management development services to staff are delivered at the agreed level of service and quality, ensuring that all company targets and goals are adhered to Skills / Knowledge & Experiance: Experience of the design, delivery and the implementation Must have experience of managing a team Strong team player, ability to contribute and challenge Strong attention to detail as well as excellent analytical and numerical skills If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details. Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times. To find out more about us please visit our website at www.ashleykatehr.com Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK And follow us on Twitter at http://www.twitter.com/AshleyKateHR Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates. If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details. Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times. To find out more about us please Join the Ashley Kate HR LinkedIn group And follow us on Twitter Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates. LocationDerbySalary£35K - £45KDurationContractReference12298EDCBContact NameRecruitersWe are currently recruiting for a Management Development Trainer on behalf of a leading organisation based in Derby. The role is for a fixed-term contract for a duration of 6 months. You will build successful working partnerships with both internal clients and external organisations and suppliers when preparing and implementing detailed business cases for any new proposals. Accountabilities: Implement, co-ordinate, manage and plan all training activity and available resource for the provision of contracted services to the client, ensuring times-scales and budgets are met, adding value where ever possible Deliver the Management University programme Evaluate the success of the programme post implementation Ensure all management development services to staff are delivered at the agreed level of service and quality, ensuring that all company targets and goals are adhered to Skills / Knowledge & Experiance: Experience of the design, delivery and the implementation Must have experience of managing a team Strong team player, ability to contribute and challenge Strong attention to detail as well as excellent analytical and numerical skills If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details. Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times. To find out more about us please visit our website at www.ashleykatehr.com Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK And follow us on Twitter at http://www.twitter.com/AshleyKateHR Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates. If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details. Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times. To find out more about us please Join the Ashley Kate HR LinkedIn group And follow us on Twitter Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

Apply now


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Monday 16 June 2014

Training Manager

Training Manager London

Great opportunity for an experienced Learning & Development Manager to undertake a fixed term contract. Working in central London you will be responsible for:

Developing strong relationships with HRDs, the People Development team and line managers, carrying out training needs analysis across the various businesses to understand all aspects of training and learning and development required;
oDesign and develop training courses to address identified training needs, in line with budgets;
oSource external training suppliers and manage relationships with suppliers.
*Work with all key stakeholders to embed the Group's core behavioural competencies into development/investment plans and individual objective setting
*Project Manage the development of training, from initial design through to facilitation and evaluation.
*Analyse needs, design and deliver coaching sessions and key skills and training sessions in the UK, where necessary and where economically viable.
*Support the performance management processes in each business line.

EDUCATION AND EXPERIENCE

*Degree educated or equivalent. Additional professional qualifications / training desirable.
*Excellent understanding and use of systems - Word, Excel, Outlook, PowerPoint. Experience of using an LMS system is desirable;
*Experience of managing training in a large complex organisation.
*Experienced in the design and delivery of training and skilled in carrying out needs analysis.
*Experienced project management, including managing budgets and supplier management / procurement.

LocationLondonSalary£70000 - £80000 per annumReferenceZB18962Contact NameZoe Bradley

Great opportunity for an experienced Learning & Development Manager to undertake a fixed term contract. Working in central London you will be responsible for:

Developing strong relationships with HRDs, the People Development team and line managers, carrying out training needs analysis across the various businesses to understand all aspects of training and learning and development required;
oDesign and develop training courses to address identified training needs, in line with budgets;
oSource external training suppliers and manage relationships with suppliers.
*Work with all key stakeholders to embed the Group's core behavioural competencies into development/investment plans and individual objective setting
*Project Manage the development of training, from initial design through to facilitation and evaluation.
*Analyse needs, design and deliver coaching sessions and key skills and training sessions in the UK, where necessary and where economically viable.
*Support the performance management processes in each business line.

EDUCATION AND EXPERIENCE

*Degree educated or equivalent. Additional professional qualifications / training desirable.
*Excellent understanding and use of systems - Word, Excel, Outlook, PowerPoint. Experience of using an LMS system is desirable;
*Experience of managing training in a large complex organisation.
*Experienced in the design and delivery of training and skilled in carrying out needs analysis.
*Experienced project management, including managing budgets and supplier management / procurement.

Apply now


View the original article here

Saturday 7 June 2014

Head of People Development

Head of People Development Doncaster, South Yorkshire OR Coleshill, West Midlands

When a construction business aspires to create great communities rather than just buildings, you can sense the passion that drives it and the legacy it plans to leave. Keepmoat is now a £1 billion company that delivers sustainable community regeneration schemes on a scale never before witnessed, from new build to responsive maintenance.

The business was created in its present form by merger in 2012 and now employs over 3,000 people across 400 sites in the UK and a change programme focused on engagement and recognition is well under way to bring together a geographically spread business with a mix of cultures.

The role of Head of People Development is a new one that reports to the Group HR Director and manages a small team. Training & development has been relatively low key, meeting CITB requirements but not participating at a strategic level, nor focusing on soft skills. So that all needs to change and that is where you come in.

Your role will be to define the People Development agenda and to design and lead the delivery plan to support business growth, be it defining training provision SLAs, ensuring maximum funding is obtained from the CITB, supporting succession and talent management processes or developing leadership capability.

There’s lots of scope and lots of challenge in the role and we are looking for someone who can drive transformational change, encourage innovation, communicate with people throughout the business, set ambitious targets and lead the function. You must have real breadth of experience in learning and development, gained in a complex business and supporting a range of stakeholders, ideally within the construction industry.

If you want to play an important part in Keepmoat’s future success, in the first instance please proceed below with your CV and covering letter, detailing your current/most recent remuneration to our retained recruitment partner, Sheila Griffiths at Consult HR by clicking the "Apply Now" button below.  Please note any direct or 3rd party CVs will be forwarded to Consult HR.

LocationDoncaster, South Yorkshire OR Coleshill, West MidlandsSalaryc. £55,000 + car allowance and benefitsDurationPermanent full timeReferenceSG5865Contact NameSheila Griffiths

When a construction business aspires to create great communities rather than just buildings, you can sense the passion that drives it and the legacy it plans to leave. Keepmoat is now a £1 billion company that delivers sustainable community regeneration schemes on a scale never before witnessed, from new build to responsive maintenance.

The business was created in its present form by merger in 2012 and now employs over 3,000 people across 400 sites in the UK and a change programme focused on engagement and recognition is well under way to bring together a geographically spread business with a mix of cultures.

The role of Head of People Development is a new one that reports to the Group HR Director and manages a small team. Training & development has been relatively low key, meeting CITB requirements but not participating at a strategic level, nor focusing on soft skills. So that all needs to change and that is where you come in.

Your role will be to define the People Development agenda and to design and lead the delivery plan to support business growth, be it defining training provision SLAs, ensuring maximum funding is obtained from the CITB, supporting succession and talent management processes or developing leadership capability.

There’s lots of scope and lots of challenge in the role and we are looking for someone who can drive transformational change, encourage innovation, communicate with people throughout the business, set ambitious targets and lead the function. You must have real breadth of experience in learning and development, gained in a complex business and supporting a range of stakeholders, ideally within the construction industry.

If you want to play an important part in Keepmoat’s future success, in the first instance please proceed below with your CV and covering letter, detailing your current/most recent remuneration to our retained recruitment partner, Sheila Griffiths at Consult HR by clicking the "Apply Now" button below.  Please note any direct or 3rd party CVs will be forwarded to Consult HR.

Apply now


View the original article here

Desperately seeking the Holy Grail of #mlearning authoring platforms

If you haven’t seen this article by Float Learning, then I’d advise you taking a look, particularly if you are / have plans to maximise the growing mobile device phenomena (if you aren’t, prepared to be overtaken by your your employees AND your competitors).

One of the interesting aspects of this article was Chad Udell’s desire to see a mobile authoring platform that utilised a devices native functionality.

I’ve seen 3 mobile authoring platforms so far in the UK

GoMo by Epic
Linestream by Line
K Tango by Certpoint

none of which allow the devices native functionality to be tapped into. Furthermore, having spoken to each of these organisations it appears that none of them have any plans to incorporate the functionality into their platform anytime in the near future.

So, I’d like to repeat Chad’s plea

Chad continues his long-running hope that a mobile learning development tool will be released that takes advantage of the affordances of mobile devices, whether it be through sensors, multitouch/gestural input, and so on. Many eLearning tool vendors say they support mobile learning output, but honestly, they mostly just mean they come with a channel to get the output onto a mobile device via HTML or maybe a set of mobile-optimized templates. Someone in 2013 will change that

If you are aware of any platforms that allow a ‘Joe Average’ end user to create mobile resources that tap into the devices native functionality then please let me know or of you already own such a platform – please get in touch as I’d love to take a closer look, possible even Beta test???


View the original article here

Training and Development Consultant

Training and Development Consultant Hertfordshire I am working with a leading management consultancy to source a Training and Development Consultant based in Hertfordshire. The successful candidate will be responsible for putting in place structures and interventions that support the development of people. It also requires the individual to operate as a learning partner to a specific part of the business.

Key responsibility:
*Design, development, implementation and evaluation of training, development and coaching interventions.
*Management of core programme courses and service training programmes.
*Training and development business partner to specific practices.
*Course delivery.

Key skills:
*Competence in the design delivery and evaluation of training and development material.
*Capability to design effective blended programmes that transfer learning to the work place.
*Excellent communication skills.
*Ability to use a wide range of problem solving strategies.
*Planning and managed of business and commercial issues.
*Strong delivery capability with a lot of experience training manager.

LocationHertfordshireSalary£35000 - £40000 per annumReferenceGM19090Contact NameGrace McGillickI am working with a leading management consultancy to source a Training and Development Consultant based in Hertfordshire. The successful candidate will be responsible for putting in place structures and interventions that support the development of people. It also requires the individual to operate as a learning partner to a specific part of the business.

Key responsibility:
*Design, development, implementation and evaluation of training, development and coaching interventions.
*Management of core programme courses and service training programmes.
*Training and development business partner to specific practices.
*Course delivery.

Key skills:
*Competence in the design delivery and evaluation of training and development material.
*Capability to design effective blended programmes that transfer learning to the work place.
*Excellent communication skills.
*Ability to use a wide range of problem solving strategies.
*Planning and managed of business and commercial issues.
*Strong delivery capability with a lot of experience training manager.

Apply now


View the original article here

Virtual Learning Show Day 2

Don’t try and include the same number of people in an online session as you would in face to face (f2f)  session. Keep the numbers low and

Cindy swapped the layout of the session screen a few times. This was useful to see the flexibility of Adobe Connect, however it took a few moments to get used to the changing layout. I’m not saying that I would never change the layout during the session, but I would be very mindful as to the knock-on effect on the learner.

 Presented by Julie Wedgwood
12.30 – 13.30 GMT (UK time)

Julie Wedgwood has been facilitating live online sessions for many years and is a favourite webinar presenter on the LPI Webinar Programme over the years. She is also one of the most highly rated commentators and conference presenters on the subject of interactivity in sessions – both face to face and in the online environment. Her more recent session on the availability and use of digital learning tools for use in live online sessions.

Join Julie Wedgwood to explore simple yet innovative ways to enhance online session engagement and keep your delegates active.

IN this highly interactive session, explore and experiment with Julie as she shares:

 Julie’s “Tell me that’s You”  approach to delegate pollsMosher’s GridGraffiti feedbackTools to aid learner concentrationWebcam anticsAdd-ons and other freebie tools

My key content take-away

Adobe Connect provides a large (and growing) number of extensions to further enhance the ‘out of the box’ functionality.

My key facilitation take-away

Julie used her webcam throughout the session with no discernible loss of quality. In the past the webinars I’ve facilitated for various 3rd parties have all insisted that I do not use the webcam. When I’m in a position to facilitate sessions within my own Org I’ll be making sure that I maximise the webcam where it adds value.

 Presented by James McLuckie
14.00 – 15.00 GMT (UK time)

Have you ever been at work and needed immediate help with a specific task or activity? Dr Jane Bozarth (author of Social Media for Trainers) calls it the “Hey Joe!” moment. “Hey Joe, can you help me to process this order.” “Hey Joe, how do I overcome this customer’s objection?”

Chances are most of your learning needs fall into this category. So why, then, is it often so difficult to find decent support to help us with the activities that are key to us being successful in our jobs? Many organisations are still locked in a cycle of providing push-down formal learning interventions, rather than making point-of-need learning materials available to help staff at the exact moment it is called for.

As learning and development professionals, we can anticipate the needs of staff and design performance aids that give staff the support they want, when they need it. Why send someone on a two-day workshop when a helpful template, reflective questionnaire, video tutorial or short how-to guide would be far more useful and effective?

James McLuckie, Learning Engagement Manager of Eden Tree, has been creating just-in-time support resources for the past ten years. In this webinar, he discusses what to consider when putting together performance aids that really help learners get to grips with a task, or how to overcome a problem.

My key facilitation take-away

There was in parts some lengthy ‘telling‘ going on. Whilst this probably didn’t come across to the facilitator, it certainly felt it to me. I’ll be mindful of this when prepping my future sessions.

Keep any tasks /questions simple. Some of the tasks seemed quite complicated and questions quite long.

My key content take-away

The chat panel indicated that there are still people out there chomping about learning styles! Quite sad that we are participating in what many would consider a modern approach to facilitation and there are still some ‘old school’ ideas floating around.

 Presented by Roger Courville
15.30 – 16.30 GMT (UK time)

In a recent 1080 Group poll, presenters noted their top two challenges with presentations “too little time to put together presentations”, and “don’t know as much about design as I’d like”. The good news is that moving beyond “death by bullet point” doesn’t have to be hard or take over your life.

Join Roger Courville, of TheVirtualPresenter.com, for a practical 45 minutes of strategies and tips to accelerate your training presentations for better attention, cognition, and retention in your live, online training sessions.

Attend this live, interactive webinar to learn:

Evidence-based principles for designing presentations in a short-attention span cultureEssential elements of getting – and keeping – attentionHow to rapidly improve data-heavy slidesHow to turn bullet points into visuals

My key content take-away

Pick up this book 

My key facilitation take-away

Once again, as in a previous session there was a lot of ‘being talked at’. There were also a number of questions that Roger asked that seemed to exist for no other reason to show us that he knew something that we didn’t?

Perhaps I’m just a bit thick, but I have no idea what the findings were of a report that I’ve never read on a subject that I’m not familiar with.

I’ll make sure that I bear this in mind when I’m asking questions in my online sessions.

Overall experience

Today was a great experience, I acquired some info in every single session, particularly in terms of varying facilitation methods. There were a number of people who attended every session so to a degree my concern over ‘overload’ may be mute… however, I’m not sure that the audience is typical of the majority of learners – after all, it’s our field!

I’m still doubtful that a days worth of online activities could work in the ‘real world’….

What do you think?


View the original article here

Podcast #15: The Learner’s Voice

20110706-082639.jpg

If you’ve not already read my previous blog posts ‘Getting Beyond Bullet Points (visuals only)’, ‘Getting Beyond Bullet Points (with audio) and Bringing in the BackChannel then I’d strongly suggest having a read of them before you read any more of this post.

Why?

Well for 2 reasons really:

1. The earlier posts will provide you with the context behind this post.

2. The purpose of this specific post is to provide a brief audio summary of the actions that the attendees committed to, on leaving my session. By viewing the earlier posts in this series there is more likelihood that the attendees actions will make sense.

I have to admit that I wouldn’t usually take this approach for providing visibility of the attendees actions, much preferring to have the attendees create an AudioBoo or tweet their actions and then produce a Wordle from those responses, however the large number of attendees (60+) precluded the use of AudioBoo and the small number of tweeps would have had very little impact on a Wordle. What I was/am trying to show to presenters is how their presentation can still resonate days, if not weeks or even months after the live event by using methods such as this to keep the original message alive in the minds of those who attended and if you used a backchannel, perhaps even in the minds of those who did not physically attend.

Anyway, here’s the recording.

(listening time 4 mins)

Subscribe to the podcast in iTunes

Don’t forget, this is Part 4 in a series of posts surrounding my LSG11UK session.

Part 1 – Getting Beyond Bullet Points with visuals only

Part 2 – Getting Beyond Bullet Points with visual and audio

Part 3 – Bringing in the backchannel

Part 4 – The Learners Voice

Part 5 – Getting Beyond Bullet Points live recorded podcast

Part 6 – Tools and resources

——————————————————————————————-


View the original article here

Friday 6 June 2014

Book Review – ‘Remote. Office Not Required’

Remote - Office not required Remote – Office not required

Regulars Twitter followers will know the fun and games I’ve had since October of last year with my daily Peacehaven – London commutes to undertake a 6 month contract.

Since then I’ve picked up the book ‘Remote – Office Not Required’ and have been (rather ironically) dipping in and out of it on my commutes into London.

Over the next few posts I plan to share with you some elements of the book, if you simply can’t wait, you can find it here. (Amazon UK store)

Gotta dash….. Train to catch…


View the original article here

Training Manager

Training Manager London

Great opportunity for an experienced Learning & Development Manager to undertake a fixed term contract. Working in central London you will be responsible for:

Developing strong relationships with HRDs, the People Development team and line managers, carrying out training needs analysis across the various businesses to understand all aspects of training and learning and development required;
oDesign and develop training courses to address identified training needs, in line with budgets;
oSource external training suppliers and manage relationships with suppliers.
*Work with all key stakeholders to embed the Group's core behavioural competencies into development/investment plans and individual objective setting
*Project Manage the development of training, from initial design through to facilitation and evaluation.
*Analyse needs, design and deliver coaching sessions and key skills and training sessions in the UK, where necessary and where economically viable.
*Support the performance management processes in each business line.

EDUCATION AND EXPERIENCE

*Degree educated or equivalent. Additional professional qualifications / training desirable.
*Excellent understanding and use of systems - Word, Excel, Outlook, PowerPoint. Experience of using an LMS system is desirable;
*Experience of managing training in a large complex organisation.
*Experienced in the design and delivery of training and skilled in carrying out needs analysis.
*Experienced project management, including managing budgets and supplier management / procurement.

LocationLondonSalary£70000 - £80000 per annumReferenceZB18962Contact NameZoe Bradley

Great opportunity for an experienced Learning & Development Manager to undertake a fixed term contract. Working in central London you will be responsible for:

Developing strong relationships with HRDs, the People Development team and line managers, carrying out training needs analysis across the various businesses to understand all aspects of training and learning and development required;
oDesign and develop training courses to address identified training needs, in line with budgets;
oSource external training suppliers and manage relationships with suppliers.
*Work with all key stakeholders to embed the Group's core behavioural competencies into development/investment plans and individual objective setting
*Project Manage the development of training, from initial design through to facilitation and evaluation.
*Analyse needs, design and deliver coaching sessions and key skills and training sessions in the UK, where necessary and where economically viable.
*Support the performance management processes in each business line.

EDUCATION AND EXPERIENCE

*Degree educated or equivalent. Additional professional qualifications / training desirable.
*Excellent understanding and use of systems - Word, Excel, Outlook, PowerPoint. Experience of using an LMS system is desirable;
*Experience of managing training in a large complex organisation.
*Experienced in the design and delivery of training and skilled in carrying out needs analysis.
*Experienced project management, including managing budgets and supplier management / procurement.

Apply now


View the original article here

All you ever wanted to know about Personal Learning Environments/Networks…

… is unlikely to be answered by me or my Blog…

Yet again Twitter has provided me with a CPD opportunity. The other day I spotted a re-tweet by Steve Wheeler (@timbuckteeth) relating to an Open Course on Personal Learning Environments, Networks and Knowledge.

Now I believe that I have been operating within a PLE/N for approx 8 months now (since my attendance at the Learning Technologies Conference in Jan 2010), I had just never labelled it as such or realised what I was involved in. Steve Wheelers tweets during his ‘European Tour 2010'! brought my attention to the subject.

Subsequent research has revealed the subject to be a little ‘academic’ for my poor brain, so I have decided to enrol on the open course to discover a little more about the subject.

Maybe I’ll see you there???

Image: Source


View the original article here

Thursday 5 June 2014

A Note to All My KnowledgeStars


View the original article here

Back in the ‘speaking saddle’…

… that’s right folks, despite being a dreaded vendor, I have recently spoken at the UCISA Using Social Media For Training event at the kind invitation of the lovely Gillian Fielding.

Bucking Bronco Matt

Gillian and I met several months ago and discussed potential subjects and settling upon me looking at the use of YouTube, whilst other facilitators delved into other areas.

As always, I’d like to share my ‘take aways’ from the sessions that I attended, as well as the content from within my session.

Sue Beckingham - Looking in from the outside: Developing your own windows of opportunity using Social Media.

Sue delivered a great session that I’m sure would have had a HUGE impact on those individuals who were still debating/in the tentative stages of using Social Media. The takeaway for me from this session, wasn’t the content as such, it was the way that Sue delivered that content using Infographics – which Helen Keegan has done a good job of capturing here. Thanks for the inspiration Sue!

Matthew Stephenson – Legal and Policy implications of Social Media

I have to be honest here and say that I didn’t enjoy this session. Whilst I understand that there are implications of using Social Media incorrectly and for that very reason it is important to provide a balanced view during an event such as this, I felt that this particular session involved a lot of scaremongering, which I actually tweeted and which attracted quite a few ReTweets

Some scaremongering taking place here. Suggestions that no1 should push boundaries & should wait for 'top down' direction #UCISASoMe

the notion of not pushing boundaries and waiting for ‘top direction’ seems very ‘old school thinking’ to me and I hope didn’t put any of the attendees off!

Gillian Fielding – Facebook for Facilitating

Gillian took us on a whistlestop journey of a recent ‘QR codes’ course that she had facilitated in Facebook and the successes and challenges that this had brought.

We were then asked to discuss whether the constant changes and updates to Facebook (which, unlike an LMS are obviously out of your control) meant that this platform was unsuitable as a VLE/LMS. Having had some time since the event to reflect upon this question, I feel that as long as the changes/updates haven’t lost any content and still allows the learner to interact with that content then it’s not really a big deal.

Let’s be honest, there will be a few reasons why you are choosing to use Facebook and as long as one of those reasons is because that’s where your learners eyes are then the chances are they have already cottoned onto the changes (as happened with the recent Facebook Timeline changes)

Yours Truly – Using YouTube for Training

Given that it would be somewhat ironic to attempt to do deliver my sessions content without using YouTube coupled with the fact that I only had 30 mins to facilitate my session I decided to record and publish a number of YouTube videos focussing on some ‘less obvious’ uses of YouTube and encourage attendees to view them in advance, interact with them and then use them as a catalyst for conversations during the the f2f session itself – a ‘flipped‘ approach if you will!

My greatest concern over doing this, was that the attendees may not have taken the time to view the content ahead of the session, however of the approx 50 people that attended my session (split over 2 x sessions), only 2 or 3 people had failed to viewed the videos in advance. I’ve no doubt that this was down to the very clear direction provided in the pre-event information.

Here are the videos; I’d recommend clicking through and watching them on YouTube itself, as that way you will be able to read the responses to the videos and more importantly view the video responses that many attendees (and even a few that weren’t attending) took the time to upload.

I even created one on my phone, titled it, tagged it and uploaded it via my phone just prior to my 1st session commencing to show how quickly it can be done, here it is.

Just prior to the event taking place (in fact it was on the train travelling to the event), I discovered a great little trick courtesy of Jane Bozarth’s Social Media for Trainers book that I unfortunately didn’t get time to screencast prior to the event, so I ‘walked and talked‘ the attendees through the trick with a promise to screencast it and post it to YouTube…..

…. as promised!

My next step will be to upload my slides to Slideshare, but more importantly (and time consuming) I’ll be adding some audio to the slideshare to create a slidecast.

Image source


View the original article here

Quality Assurance Analyst

Quality Assurance Analyst Saudi Arabia

With a career in Human Resources at Saudi Aramco, a global leader in the energy industry, you’ll have every opportunity to make the most of your impressive experience as you shape the policy and planning processes that maximize their potential. It’s not all work and no play though. Join us, and you’ll quickly discover we can offer lifestyles just as stimulating as our careers.

As a global leader in the energy industry, we have the resources to cater to your every need. So whether you want to develop your career looking after some of the industry’s best talent, or explore a wealth of leisure activities – on your own, with colleagues or family – at Saudi Aramco, you’ll find you can do it all.


Duties and Responsibilities:

Keep abreast of latest trends in quality management and quality assurance, issues, literature and protocols.Participate actively in learning opportunities, implement and evaluate quality
standards/policies.Contribute to the development of QA plans, achieve division/unit operational
objectives, and accomplish target human resource development and management
objectives.

Minimum Requirements:

You should have a BSc. Science or Engineering degree from a recognized and accredited program
preferably in electrical, mechanical, chemical, or control systems engineering in an
oil/gas-based industry. MSc. preferred.

You should also have relevant experience in maintenance, operations, or on-job training in oil and gas producing facilities.

For more information and to apply, please click below.

LocationSaudi ArabiaSalaryCompetitiveReference7593BRContact NameRecruitment

With a career in Human Resources at Saudi Aramco, a global leader in the energy industry, you’ll have every opportunity to make the most of your impressive experience as you shape the policy and planning processes that maximize their potential. It’s not all work and no play though. Join us, and you’ll quickly discover we can offer lifestyles just as stimulating as our careers.

As a global leader in the energy industry, we have the resources to cater to your every need. So whether you want to develop your career looking after some of the industry’s best talent, or explore a wealth of leisure activities – on your own, with colleagues or family – at Saudi Aramco, you’ll find you can do it all.


Duties and Responsibilities:

Keep abreast of latest trends in quality management and quality assurance, issues, literature and protocols.Participate actively in learning opportunities, implement and evaluate quality
standards/policies.Contribute to the development of QA plans, achieve division/unit operational
objectives, and accomplish target human resource development and management
objectives.

Minimum Requirements:

You should have a BSc. Science or Engineering degree from a recognized and accredited program
preferably in electrical, mechanical, chemical, or control systems engineering in an
oil/gas-based industry. MSc. preferred.

You should also have relevant experience in maintenance, operations, or on-job training in oil and gas producing facilities.

For more information and to apply, please click below.

Apply now


View the original article here

Training and Development Consultant

Training and Development Consultant Hertfordshire I am working with a leading management consultancy to source a Training and Development Consultant based in Hertfordshire. The successful candidate will be responsible for putting in place structures and interventions that support the development of people. It also requires the individual to operate as a learning partner to a specific part of the business.

Key responsibility:
*Design, development, implementation and evaluation of training, development and coaching interventions.
*Management of core programme courses and service training programmes.
*Training and development business partner to specific practices.
*Course delivery.

Key skills:
*Competence in the design delivery and evaluation of training and development material.
*Capability to design effective blended programmes that transfer learning to the work place.
*Excellent communication skills.
*Ability to use a wide range of problem solving strategies.
*Planning and managed of business and commercial issues.
*Strong delivery capability with a lot of experience training manager.

LocationHertfordshireSalary£35000 - £40000 per annumReferenceGM19090Contact NameGrace McGillickI am working with a leading management consultancy to source a Training and Development Consultant based in Hertfordshire. The successful candidate will be responsible for putting in place structures and interventions that support the development of people. It also requires the individual to operate as a learning partner to a specific part of the business.

Key responsibility:
*Design, development, implementation and evaluation of training, development and coaching interventions.
*Management of core programme courses and service training programmes.
*Training and development business partner to specific practices.
*Course delivery.

Key skills:
*Competence in the design delivery and evaluation of training and development material.
*Capability to design effective blended programmes that transfer learning to the work place.
*Excellent communication skills.
*Ability to use a wide range of problem solving strategies.
*Planning and managed of business and commercial issues.
*Strong delivery capability with a lot of experience training manager.

Apply now


View the original article here

I’m off to #DevLearn – would you like to come with me?

Question mark made out of coloured poins on a cork board

Weeeeeell not exactly come *with* me, more of a ‘would you like me to ask any questions on your behalf whilst I’m there‘ (let’s be honest, you probably wouldn’t enjoy it and I’m sure you’ve got better things to be doing next week) ;-)

Why not take a look at the sessions I’m attending and let know via the comments section below (please include the hashtag #DevLearn) if there’s anything you’d like me to enquire about on your behalf.

Of course I can’t promise to ask every question or indeed guarantee a reply, but I’ll do what I can….

Evidence-based Training: No Yellow Brick Road

Taking Video to the Next Level

Building mLearning for iPads Using HTML5 and iBooks Author

Super-charging Google Sales Readiness with Gamification and Social Media

Developing a Multi-year Learning and Development Technology Strategy

Measuring the Impact of Social Learning

Image source


View the original article here

Wednesday 4 June 2014

QR codes? sounds like something out of a Bond film!

I’ve been aware of QR codes for some time now after reading one of many blog posts on the subject from @jamesclay, but I had never really seen the benefits to them for learners in my organisation (or maybe that should read that I had never applied myself to researching the benefits!)

Blog posts from @jamesclay and @hopkinsdavid have provided me with some great ideas as to how QR codes could benefit learners. Admittedly I may be held back a little due to certain restrictions on the use/carriage of mobile phones on my site, with the primary phone being a very attractive brick

Brick

However, for those people who do own Smart phones we have started to use QR codes in our Learning Centre and here is a short video to prove it…

Are you already using them, if so let me know how?

If you are planning to, then why not share your ideas with us all?


View the original article here

Training Coordinator

Training Coordinator London

Training Coordinator - Luxury Retailer


Supporting the Training Manager, this is a great opportunity for someone organised, with lots of energy, whos passionate about working in luxuy retail.
You'll have previous HR coordinator experience to be considered, along with a desire to continue a career path within the HR field. Retail/ Luxury retail, background would be desirable, however not essential.

Your core duties in this role will include:

* Supporting the L&D team
* Ensuring the smooth running of the L&D department
* Manage room and venue bookings
* Communicate planned and upcoming training sessions to the business
* Manage all training bookings, invites and attendants
* Compile and put together literature relating to the training
* Distribute and collect feedback forms to those who attended and relay findings back to L&D team
* Produce reports on the effectiveness of training delivered and potential improvements

This is a great role, working in a sizeable team, where you will be able to work autonimously whilst learning from some fantastic experienced L&D professionals and having the support and guidance to grow and develop the role and your own personal scope.
The position would suit an ambitious, forward thinking, sociable, confident and hard working individual.

Standard Hours Monday to Friday with flexibility required on some occassions when training is being delivered.


SR Group is acting as an Employment Agency in relation to this vacancy.

LocationLondonSalary£28000 - £30000 per annum + Great BenefitsReference1000750Contact NameNikki Colleran

Training Coordinator - Luxury Retailer


Supporting the Training Manager, this is a great opportunity for someone organised, with lots of energy, whos passionate about working in luxuy retail.
You'll have previous HR coordinator experience to be considered, along with a desire to continue a career path within the HR field. Retail/ Luxury retail, background would be desirable, however not essential.

Your core duties in this role will include:

* Supporting the L&D team
* Ensuring the smooth running of the L&D department
* Manage room and venue bookings
* Communicate planned and upcoming training sessions to the business
* Manage all training bookings, invites and attendants
* Compile and put together literature relating to the training
* Distribute and collect feedback forms to those who attended and relay findings back to L&D team
* Produce reports on the effectiveness of training delivered and potential improvements

This is a great role, working in a sizeable team, where you will be able to work autonimously whilst learning from some fantastic experienced L&D professionals and having the support and guidance to grow and develop the role and your own personal scope.
The position would suit an ambitious, forward thinking, sociable, confident and hard working individual.

Standard Hours Monday to Friday with flexibility required on some occassions when training is being delivered.


SR Group is acting as an Employment Agency in relation to this vacancy.

Apply now


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I’m not alone… help is at hand

As a result of spending the last few weeks furiously catching up on James Clays ‘elearningstuff’ podcasts (I’m a late-comer to the party!) I have become aware of JISC and the RSCs around the UK.

Whilst technically being outside the criteria for formal RSC support as I work for neither a HE, FE or workbased learning provider, I do work for an organisation that delivers an INCREDIBLE amount of training.

So RSC NW have kindly agreed to provide me with some guidance and advice as to how I might approach a wider integration of learning technologies within my organisation.

I’m meeting up with them next week, so I’ll keep you updated as to how I get on…

Picture source


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My day playing at marketing at #AMC13

Earlier today I attended Another Marketing Conference in order to try and (as I said in this previous post) gain a different perspective on ‘changing behaviours’ from outside the L&D bubble that I’ve found myself living in.

Readers of my ‘Small Chunks‘ post will know that instead of trying to capture every piece of information that is conveyed during conference sessions I always try and identify ‘small chunks’ that I can take away and work on as opposed to HUGE strategic-thinking pieces.

09:30

You can’t have too much data! or can you?

Peter Waggett
Emerging Technology, IBM

Data is everywhere and it is now easy to capture information on our customers and prospects. Getting beyond the hype associated with Big Data requires understanding of the data and knowledge to turn it into something actionable. This talk will discuss the issues associated with the practical and responsible use of Big Data and detail future trends.

My takeaways from this session:

Peter told us the story of ‘Millenium Challenge‘, a US Military exercise in which the ‘friendly’ force mulled over its data for so long that the ‘opposing’ force just went ahead and ‘destroyed’ several key US assets. In other words, data analysis is all well and good, but without any ‘action/decision’, well…… it’s just…… data analysis! This is something that I’ll research further and if tenable, I’ll keep it up my sleeve should it ev er look like I’m in danger of being forced into ‘analysis paralysis’!

Peter talked us through the Jeopardy / Watson exercise (as he put it, Siri on steroids!). He reckons that in 5-6 years this level of semantic technology will be on the High Streets – another nail in the coffin for L&D or another wonderful opportunity?

10:00

What Nokia did next

Richard Murphy
Global Director of eCommerce, Nokia

For years Nokia was the most desirable brand when it came to mobile phones. However, the smartphone revolution shook things up.

Consumers have changed and so has marketing. The pace of change is accelerating, putting more pressure on organisations to embrace this new digital reality and transform the way they market. How Nokia embraced this new digital reality will offer comfort and inspiration to all of us trying to change our approaches and cultures.

My takeaways from this session:

Richard identified the physical commuting routes his bosses took into work and bought  the posters/advertising space along that route! The feedback from his bosses was great!

Whilst I have no need to go that far, I do think there is some value in locating a lot of my mandatory training campaign material within eyeshot of our Directors office door, not only to ‘big up’ what we’re doing, but more critically to encourage the cascade of the messages from Director level.

10:30

Seamless brand building

Julie Strawson
Director of Marketing, Monotype

A look at how technology can challenge your brand, why the process of branding is changing and how to deliver reliable on-brand experiences at every consumer touchpoint.

Julie will also reveal the results of a new piece of research into how publishing is changing and what’s on offer for advertisers across 100 leading consumer titles conducted by Brand Perfect, Monotype’s community for brands, designers and developers.

My takeaways from this session:

My upcoming mandatory training ‘revamp’ will adopt a campaign approach. Julie reminded us that we need to have a cohesive and seamless experience from one format to another. Many of the videos and animations from the campaign will reside inside our internal collaboration platform, which unfortunately (as it sits in the public domain) requires a login everytime you open the platform up. This isn’t much of a problem when ‘deskbound’ as the platform forms a part of many people’s workflows, it becomes a problem however when I start to encourage people to access the media from their mobile devices as I feel that asking people to ‘log in’ from their mobile device is only likely to create another barrier to the content.

To get around this problem, I plan to dual-host the videos within a Vimeo Pro account. This will allow mobile users to get access to the content quickly and seamlessly as advised by Julie.

11:45

It’s all about ME (Marketing Effectiveness)

Julie Roberts
Marketing Effectiveness Director, TMW

How do we measure our true success? How do we know if we are being effective? And how can we improve? Investing in ‘big data’ is pointless without a concrete effectiveness strategy. Julie will look at, with the increasing amounts of data available, how we should plan, do, check and (importantly) act in 2013.

My takeaways from this session:

I’ll be honest, this was my least enjoyable/useful session of the day which is a pity as this was the one I was hoping to get the most from due to the work I am doing at the moment.  There was a LOT of being talked at, poor slide design, lots of “I’m sure everybody is aware of xyz“, rushing through content etc

So I thought I’d try and glean something from this session….

5 basic questions for marketing

Research – conduct some! (online, panels, in-store)Hypothesise – ask bite-sized questions & build nimble analytical modelsSet parameters – use a simple allocation modelSpecialists – internally & externally, central co-ordinating role & clear RACIs

12:15

Mapping human behaviour with immersive experiences

Jon Dodd
Managing Director, Bunnyfoot

How do we develop products, services and websites that provide customers with a rich, immersive and satisfying experience? What are the little peculiar human behaviours that we need to be aware of and tap into?

My takeaways from this session:

Never consider going into neuroscience!!! Mind. Blown.

Read up on Norman’s 6 Design Principles

14:00

The hedgehog and the fox – and why the social sciences are plural for a reason

Rory Sutherland
Vice Chairman, Ogilvy UK

Recent evidence suggests that our brains – and hence the way we make decisions – may be more variegated than we think – or than we want to believe. One of the implications is that single models of human behaviour may be woefully inadequate, or even misleading. We simply need to accept that a single toolbox may never work

My takeaways from this session:

All models are wrong; but some are useful – and some are dangerous!

Rory suggested

Anybody with a ‘number’, trumps anybody with an ‘abstract noun’ – I’ve had some recent successes when quoting/demonstrating Ebbinghuas’ Forgetting Curve. I’m going to make sure that I have more numbers in my back pocket.

Don’t get bogged down in the attitudinal aspect, make it easy for people change their behaviours and they will construct their own reasons for doing so.

Rory shared this video with us. I can’t for the life of me remember what the context was, but it’s funny so what the Hell!

14:30

Context and content: the two pillars of mobile marketing

Paul Berney
Chief Marketing Officer, Mobile Marketing Association

When it comes to mobile marketing it is vital that we understand how to deliver our content and the role that context plays in how that content is received.

Paul will talk about how the plethora of small screens is changing the way we need to think about our mobile strategies and whether or not we think that it really affects us.

My takeaways from this session:

Include a mobile call to action on my mandatory training campaign material that I can expect people to be accessing via mobile devices. As I’m planning on using Delivr.com to manage my mobile delivery I’ll be able to place the ‘call to action’ on the media landing page as opposed to having to place it on the poster (so can reduce environmental impact, printing costs etc)

I’d been planning to link out to videos / animations etc from physical posters/pop up banners etc, I’m still going to do this, however Paul provided an example of AR enabled sports tickets which has prompted me consider other options for linking the physical world with the online world.

Paul also shared this video with us, makes you think eh?

15:45

Predatory thinking

Dave Trott
Executive Creative Director, The Gate London

One of the most respected figures in advertising, Dave Trott, talks about the importance of the creative spark and how we need to manage our teams and our time to release a little bit more of that inner creative mischief.

My takeaways from this session:

Alas, by this point I had had to dash for my train to start any chance of getting home at a reasonable hour. This is a pity as the tweets that were coming out of Dave’s session suggested he was ‘plain speaking’ which would have made a nice change from one or two of the other speakers.

My overall observations of the day:

It was blatantly clear from every session that online/digital/mobile was a critical element of any behaviour changing marketing plan. Dare I say it, but the level and depth of conversation far exceeded the conversations that I see at most (not all) L&D conferences, a clear indication (I think) about how far behind we are in our thinking???

I have to admit that at times some of the conversation was above my head. I’m not saying this is a bad thing because let’s be honest I was ‘out of my usual comfort zone’ so I guess it’s to be expected, but it also served as a reminder to check the language and references that I use when speaking to people within my organisation around subjects that are within my comfort zone, but very possibly outside of theirs.

It was a welcome relief to hear that the general approach I’m taking with my organisations mandatory training in terms of creating a campaign around it, is broadly spot on. I strongly suspect that my attendance at this conference will help to tweak some of the ideas we are planning to ensure that they have the maximum chance of hitting home and changing behaviour.

Biggest non-surprise of the day was that there were no other Learning Professionals there (at least none that I could ascertain during the breaks and lunch), which is a real shame….. perhaps next year?


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Get your foot in the door – Shift Workers

Having worked in a couple of organisations which operated a shift roster I know how important it is for shift workers to be able to accurately record and verify the shift pattern that they are operating on.

If this is applicable to your organisation then you’ve got a wonderful opportunity to ‘get your foot in the door‘ and prove the worth of performance support via mobile devices.

Why not take a look at these apps and consider whether you might want to direct your shift workers towards them.

iOS app (iPhone) – £1.49p

Android app – £0.64p

Inevitably there will be some people who do not have a mobile device and will bemoan the fact that you are offering their colleagues who do have a mobile device something that they themselves are unable to benefit from, or they will complain over the fact that the apps cost money – don’t let this put you off.

Simply tell them to carry on using whatever tool or process they have always used – simples!!!

And you know what? Even if people don’t opt for these apps, you may have just sewn the seeds for them to look for an alternative….

Good luck and let me know how you get on

The blog post that started it all

Image source


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Tuesday 3 June 2014

Podcast #2 – A quick lunchtime post…

.. I’m currently sat in Gloucestershire College attending @jamesclay’s Podcasting Workshop.

I’ll blog about the workshop in greater detail shortly, however James has set us a task over lunch of creating a podcast, so without further ado….


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Great feedback – Great progress!

Several weeks ago I had the good fortune of being invited by Nick Lee to facilitate a couple of CPD sessions for members of University Hospital Southampton’s L&D team and a number of ‘leads’ and SMEs from around the organisation.

We agreed upon a session that would challenge the attendees perception as to what ‘elearning’ was, with a focus on achieving the realisation that it could be (and is) so much more than ‘self paced, click next’ modules.

The session involved a number of activities including conversation, debate, self-directed research and modelling of good practice with me using a range of technologies within the physical classroom environment.

As always with these sorts of sessions, they concluded with a general sense of positivity and implied ‘actions’ that people would take away, however as an external facilitator it’s often difficult to ever get a sense of whether your session had any real impact on people or whether they were just being polite.

That uncertainty is why I was incredibly chuffed to see this series of tweets from Nick Lee appear just a few days after the sessions took place.


Result!!

If you’d like to keep tabs with how Nick is getting on with this you can always follow him on Twitter and/or his blog.

If you’re interested in me helping you to also trigger a change of thinking within your organisation then why not get in touch.


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