Training & Development Assistant- City of London

Training & Development Assistant- City of London London

My client has an amazing new exciting opportunity for a Training & Development Assistant to work in a firm who are highly regarded as one of the best in providing advice to its clients worldwide and has been recently awarded for its level of expertise and quality of advice, placing it amongst the top 10 firms in its area of expertise in the city. They have many offices around the globe in Asia, Europe and the Middle East and you will have an opportunity to work in its largest office based in the heartbeat of the business district in the city, with tourist attraction buildings like the 'Gherkin', 'Cheese grater' and Bishopsgate Tower in close proximity. You will be supporting the Head of Training and Development, who has many years of experience and knowledge therefore there is no one better who could be your biggest supporter and mentor.

Key responsibilities

Scheduling of training workshops including liaison with internal and external trainersWorking with firms to book trainees on to courses; securing dates; managing & tracking attendance; booking and meeting trainers; arranging materials & catering; advertising programmes; completing certificates for attendees; diary management.Creating and generating reports from the database; extracting key management dataSetting up new development programmes and related training workshopsManaging course bookings and tracking attendance; developing the use of the databaseInvolvement and assistance in a project with the wider team on a new firmwide HR and T&D systemDistributing the T&D programme to all London fee earners; working with the team to increase the accessibility of training and booking process/advertisingInvolvement in the Firmwide appraisal process with the HR teamPotential involvement in other Firmwide training activity/roll outs on areas such as compliance, risk and other initiatives or other needs as they arise

Key knowledge and skills:

Excellent administrative, organisational, planning and coordination skills - able to plan, prioritise, respond and adapt proactively to changing deadlines and demandsProactive in managing own and others' time, diaries and calendarsStrong accuracy and eye for detailExcellent verbal and written communication skills - articulate and able to communicate with all levels and via different mediaExcellent IT Skills - Word, PowerPoint, Excel and database useProactive manner and approach to all work and communicationCan-do, positive and professional attitudeApproachable and able to build rapport quickly with all levels of staff across the firmProfessional, confident and resilientAble to work as part of a teamAbility to use own initiative, review working practices and come up with fresh ideasMotivated by and interested in people and the HR & Training agendaOverall able to provide a high level of service to the team and our internal clients

Experience/ Qualifications

May be part or fully CIPD qualified - or have a longer term interest in becoming so

Proven track record and experience (or very strong potential) within an administrative role to include the following.

Diary management and schedulingEvent planning and coordinationDatabase management and use of multiple IT systemsManagement of multiple tasks and projectsLocationLondonSalary£30000 negotiableReferenceContact NameTB

My client has an amazing new exciting opportunity for a Training & Development Assistant to work in a firm who are highly regarded as one of the best in providing advice to its clients worldwide and has been recently awarded for its level of expertise and quality of advice, placing it amongst the top 10 firms in its area of expertise in the city. They have many offices around the globe in Asia, Europe and the Middle East and you will have an opportunity to work in its largest office based in the heartbeat of the business district in the city, with tourist attraction buildings like the 'Gherkin', 'Cheese grater' and Bishopsgate Tower in close proximity. You will be supporting the Head of Training and Development, who has many years of experience and knowledge therefore there is no one better who could be your biggest supporter and mentor.

Key responsibilities

Scheduling of training workshops including liaison with internal and external trainersWorking with firms to book trainees on to courses; securing dates; managing & tracking attendance; booking and meeting trainers; arranging materials & catering; advertising programmes; completing certificates for attendees; diary management.Creating and generating reports from the database; extracting key management dataSetting up new development programmes and related training workshopsManaging course bookings and tracking attendance; developing the use of the databaseInvolvement and assistance in a project with the wider team on a new firmwide HR and T&D systemDistributing the T&D programme to all London fee earners; working with the team to increase the accessibility of training and booking process/advertisingInvolvement in the Firmwide appraisal process with the HR teamPotential involvement in other Firmwide training activity/roll outs on areas such as compliance, risk and other initiatives or other needs as they arise

Key knowledge and skills:

Excellent administrative, organisational, planning and coordination skills - able to plan, prioritise, respond and adapt proactively to changing deadlines and demandsProactive in managing own and others' time, diaries and calendarsStrong accuracy and eye for detailExcellent verbal and written communication skills - articulate and able to communicate with all levels and via different mediaExcellent IT Skills - Word, PowerPoint, Excel and database useProactive manner and approach to all work and communicationCan-do, positive and professional attitudeApproachable and able to build rapport quickly with all levels of staff across the firmProfessional, confident and resilientAble to work as part of a teamAbility to use own initiative, review working practices and come up with fresh ideasMotivated by and interested in people and the HR & Training agendaOverall able to provide a high level of service to the team and our internal clients

Experience/ Qualifications

May be part or fully CIPD qualified - or have a longer term interest in becoming so

Proven track record and experience (or very strong potential) within an administrative role to include the following.

Diary management and schedulingEvent planning and coordinationDatabase management and use of multiple IT systemsManagement of multiple tasks and projects

Apply now

View the original article here

Talent & Development Manager - eCommerce

Talent & Development Manager - eCommerce West London

Creative and fast growing international eCommerce business have an exciting opportunity for a Talent and Development Manager to develop a function in line with the business and its unique culture. This is a truly entrepreneurial and forward thinking environment and an amazing chance for someone to really put their own stamp on a role and inspire the business!

Initial focus will be scoping out training needs requirements throughout the business - from entry level roles right up to the senior management team and across all business areas from Creative, Customer services through to Technical.

You'll develop a strategy and propose the best solutions for delivery against these needs, driving the leadership and management development program forward and designing a program of effective and engaging training activities to cover everything from core business skills, soft skills and everything in between.

The ideal candidate will have:-

Extensive experience working in Learning & Development and strong experience of designing, managing and delivering a variety of development programmes.
Extensive experience of working in Learning & Development including recent experience in an L&D business partnering/management role
A strong network and proven relationships with relevant L&D providers and suppliers
Proven experience in a fast paced, growing organisation where you have had to design and deliver new training programs
Industry-relevant accreditation's in psychometric tools such as MBTI, Firo-b and able to offer profiling and coaching sessions with individuals and teams to support their continual development
Excellent presentation and facilitation skills demonstrating the ability to communicate, engage and inspire
Proven strategic ability, and pride yourself on effectively partnering with your business areas in line with their training need to support delivery of their goals.
A creative approach, and are always looking to identify new ideas but you are also super organised, structured and comfortable with change and facilitating transformation.

If this sounds like something which would excite and inspire you, and you fit the above then please apply.

PLEASE NOTE: Due to the high volume of applications we receive we are unable to respond to everyone. If you have not heard from us within 5 working days of sending your CV then unfortunately you have not been shortlisted for the position you have applied for.

LocationWest LondonSalary10% bonus, fantastic benefitsReferenceBBBH42849Contact NameEmma Richardson

Creative and fast growing international eCommerce business have an exciting opportunity for a Talent and Development Manager to develop a function in line with the business and its unique culture. This is a truly entrepreneurial and forward thinking environment and an amazing chance for someone to really put their own stamp on a role and inspire the business!

Initial focus will be scoping out training needs requirements throughout the business - from entry level roles right up to the senior management team and across all business areas from Creative, Customer services through to Technical.

You'll develop a strategy and propose the best solutions for delivery against these needs, driving the leadership and management development program forward and designing a program of effective and engaging training activities to cover everything from core business skills, soft skills and everything in between.

The ideal candidate will have:-

Extensive experience working in Learning & Development and strong experience of designing, managing and delivering a variety of development programmes.
Extensive experience of working in Learning & Development including recent experience in an L&D business partnering/management role
A strong network and proven relationships with relevant L&D providers and suppliers
Proven experience in a fast paced, growing organisation where you have had to design and deliver new training programs
Industry-relevant accreditation's in psychometric tools such as MBTI, Firo-b and able to offer profiling and coaching sessions with individuals and teams to support their continual development
Excellent presentation and facilitation skills demonstrating the ability to communicate, engage and inspire
Proven strategic ability, and pride yourself on effectively partnering with your business areas in line with their training need to support delivery of their goals.
A creative approach, and are always looking to identify new ideas but you are also super organised, structured and comfortable with change and facilitating transformation.

If this sounds like something which would excite and inspire you, and you fit the above then please apply.

PLEASE NOTE: Due to the high volume of applications we receive we are unable to respond to everyone. If you have not heard from us within 5 working days of sending your CV then unfortunately you have not been shortlisted for the position you have applied for.

Apply now

View the original article here

How do we know it’s time for ‘Just In Time’ training?

The YouTube vid below provides an example as to information being provided at point of ‘assumed need’ to a specified individual. For those of you who plan to dismiss the idea off the back of it being ‘just’ a sci-fi film, remember the virtual info screen that John Anderton (Tom Cruise)operates with his hands…….?

… Microsoft Kinect anybody

And now onto the context of this blog post. Sure, for many people it is fairly obvious when a moment of need has arisen because….. well…… they are in need!

They are at Point A, needing to get to Point C and don’t have the knowledge or skill to get them there. They realise this and seek some support to assist them – simples!

But what about when you don’t realise you are at Point A, or that you need to get to Point C, or perhaps more worryingly (and dangerously) ‘think’ you have the knowledge or skills to assist you, when in actual fact the knowledge or skills are wrong or outdated…… disaster looms….

So my question is:

What ‘triggers’ (other than the individual self-detecting a ‘just in time‘ need) are there/or can we create?

Here’s an example of what I mean:

Worker X has to pass from a potentially contaminated area to a clean area.In order to do this they have to pass through a room with a monitoring device to detect any contamination.On this particular occasion Worker X receives notification that their wife has gone into labour and rushes from the potentially contaminated area straight past the monitoring machine into the clean area…..!Now imagine if there was a proximity detector in that room that detected any movement from the potentially contaminated area and immediately played a short 30 second movie on a screen above the exit door reminding Worker X (and anybody else) of the need for and process of monitoring.

Just in time performance support despite the worker forgetting/realising the need/assuming they had the skill.

Do you have any auto-triggers in your workplace to deliver performance support at the time of need?

If so, what do you use?

How do you use it?

Can you think of any auto triggers, beyond proximity detection?

Get those thinking caps on folks and let us all know via the comments box below, come on you lurkers….. you know you want to….

View the original article here

Strategic HR - Talent & Leadership Specialist

Strategic HR - Talent & Leadership Specialist London

Shape the MPS of tomorrow

To protect London and fight crime, the MPS must be the best it can be. That means our leaders must be trained to provide support, direction and vision for a truly exceptional team. That’s where you come in. As a Strategic HR Talent & Leadership Specialist, you’ll be the driving force behind our talent programmes, making sure senior figures are fully equipped to excel.

This is an exciting opportunity to design and develop MPS Talent & Leadership programmes. You’ll make sure senior leaders have the experience and skills to fulfil MPS goals, through expert support, interventions and training. You’ll also design assessments that help us evaluate leadership potential. It’s your chance not only to influence the Met at the highest level, but to join Strategic HR, which delivers our overall People Strategy. You’ll bring your expertise to this 45-strong team, working both within and outside your specialism.

An experienced HR professional with CIPD membership (or equivalent accreditation) or equivalent experience, you’ll have worked on Talent and Leadership programmes before. You’ve shaped strategies and designed processes, drawing on your knowledge of current talent management practice. This should cover leadership and development, and selection and engagement. You’re also a skilled project manager, with a proven ability to deliver change. Now you’re ready to use this expertise plus your collaborative approach to create an outstanding leadership team. One that can make a real difference to the Met and, ultimately, the people of London.   

To apply, please visit our website to download a role specific information pack and application form.

Completed applications must be returned by Friday 27th February 2015.

We view diversity as fundamental to our success. To tackle today’s complex policing challenges, we need a workforce made up from all ofLondon’s communities. Applications from across the community are therefore essential.

LocationLondonSalaryc£43,000Reference392357Contact NameRecruitment

Shape the MPS of tomorrow

To protect London and fight crime, the MPS must be the best it can be. That means our leaders must be trained to provide support, direction and vision for a truly exceptional team. That’s where you come in. As a Strategic HR Talent & Leadership Specialist, you’ll be the driving force behind our talent programmes, making sure senior figures are fully equipped to excel.

This is an exciting opportunity to design and develop MPS Talent & Leadership programmes. You’ll make sure senior leaders have the experience and skills to fulfil MPS goals, through expert support, interventions and training. You’ll also design assessments that help us evaluate leadership potential. It’s your chance not only to influence the Met at the highest level, but to join Strategic HR, which delivers our overall People Strategy. You’ll bring your expertise to this 45-strong team, working both within and outside your specialism.

An experienced HR professional with CIPD membership (or equivalent accreditation) or equivalent experience, you’ll have worked on Talent and Leadership programmes before. You’ve shaped strategies and designed processes, drawing on your knowledge of current talent management practice. This should cover leadership and development, and selection and engagement. You’re also a skilled project manager, with a proven ability to deliver change. Now you’re ready to use this expertise plus your collaborative approach to create an outstanding leadership team. One that can make a real difference to the Met and, ultimately, the people of London.   

To apply, please visit our website to download a role specific information pack and application form.

Completed applications must be returned by Friday 27th February 2015.

We view diversity as fundamental to our success. To tackle today’s complex policing challenges, we need a workforce made up from all ofLondon’s communities. Applications from across the community are therefore essential.

Apply now

View the original article here

Using Social Media for Learning

I had been hoping to gather a number of key stakeholders within my organisation to pitch to them in relation to the use of Social Media Technologies for both knowledge management and learning, however the first available date to gather them all together for the 2-3 hours that I needed was the 04th January 2011!!!

A great suggestion was made to me that I actually deliver some of my ‘pitch’ using the very media tools that I was hoping to gather support for in bringing to my organisation. The negative aspects of social media unfortunately grab the headlines more so than the positive effects, therefore it was my intention to bring to their attention the positive aspects of using Social Media Technologies. I was intending to use a wide-ranging number of tools including the very Blog you are reading now, You Tube, Twitter, Delicious, a ‘members only’ social-networking site and Facebook, however a number of those tools are blocked by our IT security policy so I was unable to fully demonstrate their effectiveness (I think they call that a vicious circle!) To begin with I intended to show them a short film entitled Social Media Revolution 2

[youtube=http://www.youtube.com/watch?v=lFZ0z5Fm-Ng]

I have recently seen Peter Butler (Head of Learning at BT) speak extremely passionately on their internal use of a Knowledge Management platform which they have christened ‘Dare2Share’. The footage below, shows a great examples of how a collaborative platform has benefited BT.

[youtube=http://www.youtube.com/watch?v=gtVYkEdGtfo]

The image you can see below is actually a PowerPoint slideshow that I have inserted into a tool called ‘SlideShare’. This tool then allows me to embed the show inside a webpage, as you can see below. This slideshow is only 11 slides long and will go some way towards demonstrating the change in mindset in terms of using social media tools for learning that there is that there has been within the wider global population and the potential ‘disconnect’ that we may be guilty of causing amongst future employees.

[slideshare id=4339355&doc=usingsocialmediaforlearning-100528023309-phpapp01]

During the above SlideShare I mentioned a social bookmarking site called ‘Delicious’ and promised visibility of my Delicious bookmark account, here it is, please feel free to click on any of the links and see what I have been researching. Imagine the power of this type of application within a Project Team who are all collaborating and undertaking research towards a common goal… The first two clips that I showed above were from YouTube, however as you could see these were created by other people/organisations. The clip below was created by me and uploaded to YouTube. I created this footage in order to update our e-learning authors on some pending changes to our e-learning authoring software. To type the update within an email would have been time-consuming (and probably quite boring to read!) however by talking to people in a ‘virtual’ manner, I believe it bridged the gap between numerous face-to-face meetings and a dry email – the feedback received by the recipients was very encouraging. Imagine that this footage was of a technician disconnecting ‘Valve A’ from ‘Pump B’… what a great Knowledge Management tool! Obviously the content shouldn’t sit in the public domain i.e. YouTube, but would need to be more secure. In essence our own organisations version of BTs Dare2Share model.

[youtube=http://www.youtube.com/watch?v=FVfOp2CxFI0]

View the original article here

Trainee Development Adviser

Trainee Development Adviser London - City

Client -
My client is an international leading law firm, looking for a Trainee Development Advisor on a permanent basis.

Role -
As the specialist Graduate Development Adviser you will be the main point of contact for trainees throughout their training contract within the firm. This will involve managing seat changes, organising inductions, ensuring the smooth running of their delivery, monitoring trainees performance, managing any secondment coordination, working with Partners and Law Schools, overseeing appraisals and managing the Trainee Development Assistant.

You -
Experience of working in Trainee Development and on projects is essential. The candidate will have preferably worked within a law firm and be a team player.

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

LocationLondon - CitySalary£30,000 - £40,000ReferenceSS105413Contact NameSam Stafford

Client -
My client is an international leading law firm, looking for a Trainee Development Advisor on a permanent basis.

Role -
As the specialist Graduate Development Adviser you will be the main point of contact for trainees throughout their training contract within the firm. This will involve managing seat changes, organising inductions, ensuring the smooth running of their delivery, monitoring trainees performance, managing any secondment coordination, working with Partners and Law Schools, overseeing appraisals and managing the Trainee Development Assistant.

You -
Experience of working in Trainee Development and on projects is essential. The candidate will have preferably worked within a law firm and be a team player.

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

Apply now

View the original article here

Podcast #26: One month on…

Devlearn 12

Craig chats with Bianca Woods about what they took away from Devlearn 12, but more importantly what they’ve been able to implement back in their organisations in the 6 weeks since Devlearn concluded.

Bianca also shares her tips on how to maximise your engagement with your ‘non conference attending’ colleagues prior to, during and after any conference attendance.

Listening time: 25 mins

Download the podcast in m3 format: Podcast #26 One month on..

Subscribe to the podcast in iTunes.

Shownotes

Bianca’s blog

Music Source

Image Source

View the original article here

MOOCs and the Corporate World

Technology is rapidly changing the landscape of education and learning. I’ve been a learning and performance professional for a little over 15 years. It’s amazing to think about all the ways teaching, learning, and education programs have evolved during that time, mostly powered by advancements in technology. Social media, mobile technology and more have shifted the expectations that individuals and organizations have as it applies to learning experiences.

MOOC by Mathieu Plourde
http://bit.ly/1oFnXZ3

One of the technology-based education approaches that has been getting a large amount of attention in recent years is the MOOC, or Massively Open Online Course. I’ve read a number of articles about MOOCs and many of them target the definition of the acronym itself, so that there is a clear definition of what IS and IS NOT qualified as a MOOC. I’m less interested in the definition and more interested in the different applications of the model.

It’s for this reason that I prefer The Educause Learning Initiative description of what a MOOC is:

A MOOC is a model of educational delivery that is, to varying degrees, massive, with theoretically no limit to enrollment; open, allowing anyone to participate, usually at no cost; online, with learning activities typically taking place over the web; and a course, structured around a set of learning goals in a defined area of study.

There’s a huge amount of attention being paid to MOOCs in the academic world. What I find even more interesting is the discussion of where MOOCs might fit in a corporate and organizational environment.

Some dismiss the idea of a Corporate MOOC based solely on the open aspect. The idea of corporate knowledge being shared with the population at large is seen as risk. In some rare cases that might be true, though I’m struggling to think of what corporate secrets are baked into the average leadership or communications course. But even if opening a corporate learning program to the public is off the table, that doesn’t mean MOOCs need to be off the table for you. Maybe the Open part of the MOOC means “open to all employees”, or some other adaption of the assumed MOOC model.

It’s that adaption that makes me interested in the idea of a Corporate or Organizational MOOC. We’ve already seen the MOOC adapted for smaller groups in local areas via the SPOC (Small Private Online Course) model. I think there will be further adaptions as more organizations take the bones of the MOOC model and apply them to unique contexts. As someone that has spent most of his career in corporate and organizational environments, I’m looking forward to seeing how can organizations take the generic definition of a MOOC shared above and tweak it so that it fits into and enhances an organization’s learning and performance ecosystem.

One of the interesting resources I’m looking forward to is taking the META approach to exploring the potential of Corporate MOOCs. I recently registered for Intrepid Learning’s MOOC on Corporate MOOCs. It runs for three weeks starting on June 9th. Hopefully I’ll see you there to join the conversation and explore the potential of MOOCs in a corporate environment.

View the original article here

Talent acquisition and development specialist

Talent acquisition and development specialist London

This FMCG organisation has global brand presence and is well known for their people values. In this unique role, you will take on a lead role for the UK and Ireland population as a Talent Acquisition specialist as well as widening your remit to Training and Development. You will work closely with your European and Global counterparts to own and drive the UK and Ireland recruitment process, essentially being the face for this brand in the external market place when it comes to talent attraction.

Our client is looking for someone who can bring expertise at a strategic level to the talent acquisition and resourcing space for the business or someone who can bring strong training skills to the table and shows the aptitude and strategic capability to take on talent acquisition as part of their role remit. The long term aspirations for this role is that the indvdual will also become a HR Business Partner in the near future for one of the smaller internal client groups in the UK and Ireland.

This is a really great opportunity for someone who wants to join a large blue-chip business in a role that offers autonomy, growth and international scope. Longer term, our client are well know to rotate talent internally and across their markets on an international level which could be a compelling pull for the right candidate. We are looking for someone bright, commercially astute and with end to end skills in resourcing or training and development, industry experience is not essentially although you must be able to show that you have worked in a matrix structure ideally within an international organisation.

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

LocationLondonSalary£45000 - £55000 per annum + bonus & benefitsReference143009KRIContact NameKetna Ramchandani

This FMCG organisation has global brand presence and is well known for their people values. In this unique role, you will take on a lead role for the UK and Ireland population as a Talent Acquisition specialist as well as widening your remit to Training and Development. You will work closely with your European and Global counterparts to own and drive the UK and Ireland recruitment process, essentially being the face for this brand in the external market place when it comes to talent attraction.

Our client is looking for someone who can bring expertise at a strategic level to the talent acquisition and resourcing space for the business or someone who can bring strong training skills to the table and shows the aptitude and strategic capability to take on talent acquisition as part of their role remit. The long term aspirations for this role is that the indvdual will also become a HR Business Partner in the near future for one of the smaller internal client groups in the UK and Ireland.

This is a really great opportunity for someone who wants to join a large blue-chip business in a role that offers autonomy, growth and international scope. Longer term, our client are well know to rotate talent internally and across their markets on an international level which could be a compelling pull for the right candidate. We are looking for someone bright, commercially astute and with end to end skills in resourcing or training and development, industry experience is not essentially although you must be able to show that you have worked in a matrix structure ideally within an international organisation.

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

Apply now

View the original article here

Learning & Development Business Partner - South East

Learning & Development Business Partner - South East Home Based, Areas covered: Stowmarket, Southampton, Oxfordshire, Milton Keynes, Northampton, Reading, Slough & London

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the Learning & Development Business Partner for the South East you will provide high level Account Manager consultation support for this region. Working alongside senior local HR Business Partners you will be responsible for developing and implementing L&D strategic plans for each business.  You will analyse skill gaps, gain insight of key development needs and challenges and formulate plans to improve internal capability, people engagement and performance.  As the Subject Matter Expert on a country-wide basis for Commercial L&D Capability, you will partner with global and local commercial excellence teams to provide high level L&D consultation to drive people capability within UK Commercial functions. 

Degree qualified (or equivalent experience) you will have proven high level experience in L&D strategy at senior level and be a competent high level facilitator.  Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will champion and drive the transition to a learning culture and self-managed development.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Business Partner in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

LocationHome Based, Areas covered: Stowmarket, Southampton, Oxfordshire, Milton Keynes, Northampton, Reading, Slough & LondonSalaryCompetitive Salary & Benefits - up to 10% company bonus, company car, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063CContact NameN/A

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the Learning & Development Business Partner for the South East you will provide high level Account Manager consultation support for this region. Working alongside senior local HR Business Partners you will be responsible for developing and implementing L&D strategic plans for each business.  You will analyse skill gaps, gain insight of key development needs and challenges and formulate plans to improve internal capability, people engagement and performance.  As the Subject Matter Expert on a country-wide basis for Commercial L&D Capability, you will partner with global and local commercial excellence teams to provide high level L&D consultation to drive people capability within UK Commercial functions. 

Degree qualified (or equivalent experience) you will have proven high level experience in L&D strategy at senior level and be a competent high level facilitator.  Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will champion and drive the transition to a learning culture and self-managed development.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Business Partner in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

Apply now

View the original article here

Learning & Development Specialist

Learning & Development Specialist Manchester

Due to the secondment of the existing post holder, an exciting fixed term opportunity has arisen for an innovative and dynamic Learning and Development Specialist to join our highly motivated and progressive Human Resources Division.

This impactful role is designed to create an inspirational and innovative learning and development culture which is central to our University’s success and is highly regarded by our people. 

Working proactively with senior leaders, business managers and HR Business Partners you will analyse and identify learning and development needs.   As part of a wider team of forward thinking specialists you will collaboratively provide innovative and creative learning and development solutions to support the strategic and operational business needs of our University, its employees and teams.

To be successful in this role we are looking for an enthusiastic individual with energy and passion who has had significant experience of working with senior managers and leaders to shape strategic and operational learning and development interventions and solutions. 

You will have a demonstrable track record of success in the application of learning and development solutions with evidence of providing tangible improvements in individual and business performance.  The successful candidate will also have confidence operating in an environment of transformational change, and have the ability to inspire and motivate a diverse audience through the delivery of blended learning techniques and the application of e-learning technology.

To gain further insight into the role and to apply for the vacancy please follow the link below.

Closing date: 15 February 2015

The University of Salford is committed to an inclusive approach to equality and diversity.

LocationManchesterSalary£38,511 - £45,954 PADurationFull time, Fixed term – 24 monthsReference1443770Contact NameRecruitment

Due to the secondment of the existing post holder, an exciting fixed term opportunity has arisen for an innovative and dynamic Learning and Development Specialist to join our highly motivated and progressive Human Resources Division.

This impactful role is designed to create an inspirational and innovative learning and development culture which is central to our University’s success and is highly regarded by our people. 

Working proactively with senior leaders, business managers and HR Business Partners you will analyse and identify learning and development needs.   As part of a wider team of forward thinking specialists you will collaboratively provide innovative and creative learning and development solutions to support the strategic and operational business needs of our University, its employees and teams.

To be successful in this role we are looking for an enthusiastic individual with energy and passion who has had significant experience of working with senior managers and leaders to shape strategic and operational learning and development interventions and solutions. 

You will have a demonstrable track record of success in the application of learning and development solutions with evidence of providing tangible improvements in individual and business performance.  The successful candidate will also have confidence operating in an environment of transformational change, and have the ability to inspire and motivate a diverse audience through the delivery of blended learning techniques and the application of e-learning technology.

To gain further insight into the role and to apply for the vacancy please follow the link below.

Closing date: 15 February 2015

The University of Salford is committed to an inclusive approach to equality and diversity.

Apply now

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Pipeline bombings in Colombia highlight need for CIP training!

Home / News / Pipeline bombings in Colombia highlight need for CIP training!

Multiple Bombing Paralyze Colombian Pipeline

In addition to damage, the pipeline operator has been forced to layoff 500 workers thus disrupting the economies of numerous communities.

http://www.turkishpress.com/news/399979/

Demonstrates the need for a comprehensive approach to pipeline Critical Infrastructure Protection.  Learn more about our programs in pipeline and linear network infrastructure protection and security at http://www.carleton.ca/npsia-ptd/

Posted on Thursday, April 10th, 2014 in News Feed for all posts filed under News

View the original article here

Trainer

Trainer Hampshire Trainer
Hampshire
Permanent - £30,000 - £35,000

My client is a fast paced, commercial business which is expanding and evolving. Due to this continued growth they are looking to strengthen the existing Learning and Development team with an experienced Trainer.

Reporting to the Learning and Development Manager and working as part of a national team your responsibilities will be interesting and varied. Initially focusing on the delivery of their existing training programmes such as induction and sales training. As the role develops you will also be responsible for reviewing and improving these programmes, carrying out training needs analysis, design and implementation. You will take the lead on ad-hoc projects and will build relationships with a varied stakeholder group scoping out needs and developing creative solutions.

As a Trainer you will have extensive delivery experience within a corporate and professional environment. Are a strong communicator, with confidence working with senior stakeholders. You will be keen to develop your skills within a growing business and will be committed to your own personal development. Please send your CV or for further information contact Lauren Jones-Barrett on 0207 886 7225.

Advantage Resourcing is a service driven recruitment consultancy.

LocationHampshireSalary£30000 - £35000 per annumReference15215564/003Contact NameAdvantage ResourcingTrainer
Hampshire
Permanent - £30,000 - £35,000

My client is a fast paced, commercial business which is expanding and evolving. Due to this continued growth they are looking to strengthen the existing Learning and Development team with an experienced Trainer.

Reporting to the Learning and Development Manager and working as part of a national team your responsibilities will be interesting and varied. Initially focusing on the delivery of their existing training programmes such as induction and sales training. As the role develops you will also be responsible for reviewing and improving these programmes, carrying out training needs analysis, design and implementation. You will take the lead on ad-hoc projects and will build relationships with a varied stakeholder group scoping out needs and developing creative solutions.

As a Trainer you will have extensive delivery experience within a corporate and professional environment. Are a strong communicator, with confidence working with senior stakeholders. You will be keen to develop your skills within a growing business and will be committed to your own personal development. Please send your CV or for further information contact Lauren Jones-Barrett on 0207 886 7225.

Advantage Resourcing is a service driven recruitment consultancy.

Apply now

View the original article here

Operational Trainer - West Byfleet and Uxbridge

Operational Trainer - West Byfleet and Uxbridge West Byfleet and Uxbridge

Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.

The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.

Location: West Byfleet and Uxbridge

Key Responsibilities:

• Training delivery
• Daily running of the regional training centre
• Planning interventions based on demand identified in the regional / national plans
• Adapting training materials or techniques to meet the needs of the audience
• Revision of training materials based on feedback and evaluation

Required Knowledge & Experience:

Qualifications

• Certificate in training practice, NVQ or equivalent experience
• Part of fully qualified membership of CIPD
• PTTLLS or working towards PTTLLS
• Specific care or health & safety qualifications, would be advantageous

Experience Required:

• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation)
Having worked in a person centred/customer focused environment.
• Experience of training delivery to a diverse and multi skilled workforce
• Proven track record in implementing blended learning techniques

Required Skills:

• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena
• Blended learning techniques
• Appropriate development interventions, suitable for learners in a customer facing environment

Closing Date: 02/03/2015

LocationWest Byfleet and UxbridgeSalary£30 to £34k depending on experienceReference011920Contact NameCintia Santoianni

Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.

The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.

Location: West Byfleet and Uxbridge

Key Responsibilities:

• Training delivery
• Daily running of the regional training centre
• Planning interventions based on demand identified in the regional / national plans
• Adapting training materials or techniques to meet the needs of the audience
• Revision of training materials based on feedback and evaluation

Required Knowledge & Experience:

Qualifications

• Certificate in training practice, NVQ or equivalent experience
• Part of fully qualified membership of CIPD
• PTTLLS or working towards PTTLLS
• Specific care or health & safety qualifications, would be advantageous

Experience Required:

• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation)
Having worked in a person centred/customer focused environment.
• Experience of training delivery to a diverse and multi skilled workforce
• Proven track record in implementing blended learning techniques

Required Skills:

• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena
• Blended learning techniques
• Appropriate development interventions, suitable for learners in a customer facing environment

Closing Date: 02/03/2015

Apply now

View the original article here

Turn up the Quiet at Work

Is it possible we are witnessing a tipping point? After reading Malcolm Gladwell’s book on tipping points a few years back I’ve become more aware of the momentum that gathers around an idea. Malcom Gladwell defines a tipping point as "the moment of critical mass, the threshold, the boiling point".

The imminent tipping point I’m feeling is the need to unplug and be quiet. In just two weeks, I’ve seen an amazing YouTube clip called ‘Look Up’ about the benefits of unplugging (show your kids this one), Harvard Business School published their latest research on the importance of quiet reflection and the business benefits that come from doing it and The Leadership Circle (in partnership with the University of Wollongong) had a deeply intimate look at how the country’s top 20 leaders spend their quiet time. And as if that’s not enough, Andrew Denton went public on the weekend about the need to ‘Step Away from Your Device’.

So it’s no wonder The Institute of Executive Coaching and Leadership (IECL) wanted to Partner with The Yoga Foundation to launch Corporate Quiet Quest this year.

Corporate Quiet Quest is a month long event in October promoting the need to unplug devices and be mindfully silent. No … you don’t need to meditate (although it would be nice), or even learn how to meditate. You do need to unplug and stop talking for 30 minutes every day for 30 days.  That’s why it’s called a Quest: it will take effort from team members and courage from their leaders. It’s a way to get some mental downtime, to breathe, to reflect more deeply on the important questions affecting your team, your business, and your clients. Try going for a walk without your phone, to stop doing, and use 30 minutes to think about who you are being.

Corporate Quiet Quest is also a way of raising money to support the work of The Yoga Foundation, an Australian not for profit organisation with a focus on reducing anxiety and depression, especially for people who have no way to access the benefits of yoga in the community. Workplace stress can also lead to anxiety and depression.

IECL's mission is to develop the next generation of exceptional leaders and they acknowledge that quiet, reflective time is a key component of performance in our chaotic, modern world. Which is why they have created a way for team leaders to take the risk out of corporate quiet time and optimise the returns, both personal and business, with specially designed Quiet Quest workshops at the beginning and the end of the month.

The IECL will give 50% of their fees for this service to The Yoga Foundation. Your company will receive the tax deduction for the donation. Find out more http://www.iecl.com/ourpartners.html

As someone connected to the IECL you are invited be part of the critical mass that Malcolm Gladwell refers to. You can create a team or go solo. Check out your options at www.quietquest.com.au   You may prefer the 15 hours of unplugged silence in one day option.

We’re on the threshold of something QUIET.

For more information: http://quietquest.gofundraise.com.au/cms/corporatequietquest

Jill Danks  

Jill is a Level Three accredited IECL Executive Coach with a passion for meditation and yoga. As well as practicing as a freelance coach, she volunteers as part of the management team at The Yoga Foundation. Quiet Quest was created as an annual event focused on the need to unplug and be silent and this is its second year.  Contact Jill at info@quietquest.com.au

Resources:

HBS – Reflecting on work improves Job Performance http://hbswk.hbs.edu/item/7509.html

SMH May 17, 2014 – Step Away From Your Device http://www.smh.com.au/entertainment/why-andrew-denton-takes-pleasure-in-missing-out-20140515-38ao2.html

SMH March 24, 2014 – Workplace Stress Next Target
http://www.smh.com.au/national/health/workplace-stress-the-next-target-for-beyondblue-after-survey-finds-one-in-four-think-depressed-people-are-a-danger-to-others-20140323-35blk.html

Gary Turk – ‘Look Up’ YouTube https://www.youtube.com/watch?v=Z7dLU6fk9QY

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The new age of exploration

Sorry, I could not read the content fromt this page.Sorry, I could not read the content fromt this page.

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Learning & Development Innovation Manager

Learning & Development Innovation Manager Slough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

LocationSlough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)SalaryCompetitive Salary & Benefits - up to 10% company bonus, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063AContact NameN/A

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

Apply now

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Corporate Vs Creativity (why the Vs?)

A little while ago, I engaged in a passing conversation in which the subjects of ‘corporate’ and ‘creativity’ were described as being some distance apart, this explanation was backed up by a physical demonstration of that point and that it was extremely difficult for the 2 to exist in the same place.

At the time I dumbly nodded, but later that day during my bike ride home (this is my new ‘time for my best ideas’ time) it dawned on me that I was wrong to have ‘dumbly nodded’ as I certainly don’t believe that corporate and creativity have to exist in separate places and that it needs an ‘Act Of ‘ for the 2 to co-exist.

Perhaps instead of dumbly nodding I should have mentioned

Google
Facebook
Apple
Lego

because let’s be honest, they’re corporates, they’re creative and let’s be honest, they’re not doing too badly for themselves!!!!

Can you think of any other corporates who have been able to balance things?

Do you have any heartwarming/horror stories of your own, where the balance has been made/not made?

View the original article here

E-Learning Manager

E-Learning Manager Dartford

Laing O'Rourke is a leading international engineering enterprise with world class capabilities. With revenues of £4.4bn, a forward order book of £8.2bn and over 15,000 employees their focus on continuous improvement coupled with a cultural philosophy framed around 'Excellence Plus', every aspect of client partnering, innovation, safety and investing in people is given the focus it truly deserves. With a track record of delivering many complex high profile UK and international construction and engineering projects, such as the Olympic Park, Laing O'Rourke continuously demonstrates just how agile and collaborative it is.

Laing O'Rourke holds the reputation of being the company most committed to people development within its sector. To continue to lead the field in the complex engineering sector, new challenges constantly appear and new capabilities need to be built and enhanced. A critical area of focus in delivering competitive advantage is in building technical capability. To that end Laing O'Rourke are building an L&D Academy that across some 15 functions will ensure each employee will have robust, accessible Career Toolkits in which competency frameworks and career corridors are housed. The Technical Capability function will build and fine tune a development program curricula aligned to the needs the Toolkits highlight. These will be industry leading blended solutions, either e-learning accessible through a learning portal or classroom based. Laing O'Rourke now wish to make the key appointment of e-Learning Manager to work closely with the Head of Technical Capability and Talent in driving towards this goal of an accessible, branded, technical learning offering of consistently high quality.

The e-Learning Manager will work across a range of key functions to identify and work with key technical stakeholders to understand ongoing and future technical capability needs. Then using their knowledge of how adults learn, build effective learning solutions. These will be created using both in-house and external resources, so a good knowledge of instructional design would be a distinct advantage as would be knowledge of on line training content development tools such as Articulate or Moodle. As Laing O'Rourke rapidly increase the numbers of entry level technical talent they are hiring, the e-Learning Manager will also play a key role in building the technical development aspects of their structured programs and will play a support role in how Laing O'Rourke attracts that sought after talent to join them.

You will need genuine energy and passion to make a difference and the credibility to develop a network with Subject Matter Experts across the business to enable your work. You might be an e-learning manager or instructional designer currently or a Learning and Development Business Partner with a potential interest in a broad technical e-Learning development role. Either way there is real scope to create a legacy within this role for both yourself and Laing O'Rourke, and with a well structured Learning and Talent function Laing O'Rourke presents significant opportunity for personal career growth. Whilst the role will be based in Dartford, there will be some need for travel across Laing O'Rourke's operations and some scope for remote working.

To apply, please e-mail your CV and covering letter, detailing your current remuneration package to our retained recruitment partners Paul Tanton & Michelle Lawton, Directors at Consult HR by clicking the "Apply Now" button below. All direct and third party CV's will be forwarded onto Consult.

LocationDartfordSalary£45000 - £55000 per annum + car and excellent benefits packageReferencePTML5944Contact NamePaul Tanton

Laing O'Rourke is a leading international engineering enterprise with world class capabilities. With revenues of £4.4bn, a forward order book of £8.2bn and over 15,000 employees their focus on continuous improvement coupled with a cultural philosophy framed around 'Excellence Plus', every aspect of client partnering, innovation, safety and investing in people is given the focus it truly deserves. With a track record of delivering many complex high profile UK and international construction and engineering projects, such as the Olympic Park, Laing O'Rourke continuously demonstrates just how agile and collaborative it is.

Laing O'Rourke holds the reputation of being the company most committed to people development within its sector. To continue to lead the field in the complex engineering sector, new challenges constantly appear and new capabilities need to be built and enhanced. A critical area of focus in delivering competitive advantage is in building technical capability. To that end Laing O'Rourke are building an L&D Academy that across some 15 functions will ensure each employee will have robust, accessible Career Toolkits in which competency frameworks and career corridors are housed. The Technical Capability function will build and fine tune a development program curricula aligned to the needs the Toolkits highlight. These will be industry leading blended solutions, either e-learning accessible through a learning portal or classroom based. Laing O'Rourke now wish to make the key appointment of e-Learning Manager to work closely with the Head of Technical Capability and Talent in driving towards this goal of an accessible, branded, technical learning offering of consistently high quality.

The e-Learning Manager will work across a range of key functions to identify and work with key technical stakeholders to understand ongoing and future technical capability needs. Then using their knowledge of how adults learn, build effective learning solutions. These will be created using both in-house and external resources, so a good knowledge of instructional design would be a distinct advantage as would be knowledge of on line training content development tools such as Articulate or Moodle. As Laing O'Rourke rapidly increase the numbers of entry level technical talent they are hiring, the e-Learning Manager will also play a key role in building the technical development aspects of their structured programs and will play a support role in how Laing O'Rourke attracts that sought after talent to join them.

You will need genuine energy and passion to make a difference and the credibility to develop a network with Subject Matter Experts across the business to enable your work. You might be an e-learning manager or instructional designer currently or a Learning and Development Business Partner with a potential interest in a broad technical e-Learning development role. Either way there is real scope to create a legacy within this role for both yourself and Laing O'Rourke, and with a well structured Learning and Talent function Laing O'Rourke presents significant opportunity for personal career growth. Whilst the role will be based in Dartford, there will be some need for travel across Laing O'Rourke's operations and some scope for remote working.

To apply, please e-mail your CV and covering letter, detailing your current remuneration package to our retained recruitment partners Paul Tanton & Michelle Lawton, Directors at Consult HR by clicking the "Apply Now" button below. All direct and third party CV's will be forwarded onto Consult.

Apply now

View the original article here

#LMS Confusion…

… is probably the best way of describing how I felt after reading some preliminary findings from the ‘LMSwishlist‘ that Redtray have been conducting.

If I’m honest I’m not a big fan of all the L&D online surveys that seem to be doing the rounds nowadays for 2 reasons.

There seems to be about 1 survey a month (at the very least)! Can’t somebody just say “you know what, I’ll cover ‘em all Guys”Reading that 87% of senior executives would consider utilising xyz technology if it added value to the bottom line, doesn’t really float my boat or add much value to what I do.So it was with some trepidation and apathy that I glanced over the ‘Ten LMS Features Most L&D Experts Don’t Really Care About‘ and boy-oh-boy am I glad I did!!!I’ll let the Storify below outline my confusion and if I’m honest incredulity (not a bad word for a Sunday afternoon). Suffice to say that I’m dying to find out what the 10 features Experts DID care about are!!!Were you one of the ‘experts’ that participated in this survey? What were your reasons for submitting some of the responses you did? I don’t mean to be nosey, but come on…. you ‘don’t care’ about compliance? About RSS feeds? About language packs? About managing your budget?You’ve GOT to tell me what I’m missing here….

Image Source

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Operational Trainer - Central Region

Operational Trainer - Central Region Birmingham

Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.

The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.

Location: Central Region

Key Responsibilities:

• Training delivery
• Daily running of the regional training centre
• Planning interventions based on demand identified in the regional / national plans
• Adapting training materials or techniques to meet the needs of the audience
• Revision of training materials based on feedback and evaluation

Required Knowledge & Experience:

Qualifications

• Certificate in training practice, NVQ or equivalent experience
• Part of fully qualified membership of CIPD
• PTTLLS or working towards PTTLLS
• Specific care or health & safety qualifications, would be advantageous

Experience Required:

• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation)
Having worked in a person centred/customer focused environment.
• Experience of training delivery to a diverse and multi skilled workforce
• Proven track record in implementing blended learning techniques

Required Skills:

• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena
• Blended learning techniques
• Appropriate development interventions, suitable for learners in a customer facing environment

Closing Date: 02/03/2015

LocationBirminghamSalary£30k to £34k depending on experienceReference011922Contact NameCintia Santoianni

Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.

The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.

Location: Central Region

Key Responsibilities:

• Training delivery
• Daily running of the regional training centre
• Planning interventions based on demand identified in the regional / national plans
• Adapting training materials or techniques to meet the needs of the audience
• Revision of training materials based on feedback and evaluation

Required Knowledge & Experience:

Qualifications

• Certificate in training practice, NVQ or equivalent experience
• Part of fully qualified membership of CIPD
• PTTLLS or working towards PTTLLS
• Specific care or health & safety qualifications, would be advantageous

Experience Required:

• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation)
Having worked in a person centred/customer focused environment.
• Experience of training delivery to a diverse and multi skilled workforce
• Proven track record in implementing blended learning techniques

Required Skills:

• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena
• Blended learning techniques
• Appropriate development interventions, suitable for learners in a customer facing environment

Closing Date: 02/03/2015

Apply now

View the original article here

Operational Trainer - Central Region

Operational Trainer - Central Region Birmingham

Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.

The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.

Location: Central Region

Key Responsibilities:

• Training delivery
• Daily running of the regional training centre
• Planning interventions based on demand identified in the regional / national plans
• Adapting training materials or techniques to meet the needs of the audience
• Revision of training materials based on feedback and evaluation

Required Knowledge & Experience:

Qualifications

• Certificate in training practice, NVQ or equivalent experience
• Part of fully qualified membership of CIPD
• PTTLLS or working towards PTTLLS
• Specific care or health & safety qualifications, would be advantageous

Experience Required:

• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation)
Having worked in a person centred/customer focused environment.
• Experience of training delivery to a diverse and multi skilled workforce
• Proven track record in implementing blended learning techniques

Required Skills:

• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena
• Blended learning techniques
• Appropriate development interventions, suitable for learners in a customer facing environment

Closing Date: 02/03/2015

LocationBirminghamSalary£30k to £34k depending on experienceReference011922Contact NameCintia Santoianni

Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.

The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.

Location: Central Region

Key Responsibilities:

• Training delivery
• Daily running of the regional training centre
• Planning interventions based on demand identified in the regional / national plans
• Adapting training materials or techniques to meet the needs of the audience
• Revision of training materials based on feedback and evaluation

Required Knowledge & Experience:

Qualifications

• Certificate in training practice, NVQ or equivalent experience
• Part of fully qualified membership of CIPD
• PTTLLS or working towards PTTLLS
• Specific care or health & safety qualifications, would be advantageous

Experience Required:

• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation)
Having worked in a person centred/customer focused environment.
• Experience of training delivery to a diverse and multi skilled workforce
• Proven track record in implementing blended learning techniques

Required Skills:

• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena
• Blended learning techniques
• Appropriate development interventions, suitable for learners in a customer facing environment

Closing Date: 02/03/2015

Apply now

View the original article here

Designing interactions? Perhaps you shouldn’t bother…

I was recently asked to facilitate a session at an eLearning Network event. The rest of the speakers spoke in great detail about what interactions was, wasn’t and how to ensure that we used ‘science’ to craft our interactions.

Me?

I facilitated a session that essentially said “don’t bother” – well at least for some things….

Want to know more? Then check out my Slideshare below. I’ve added some accompanying audio that I recorded live on the day. Whilst this means that you get to hear the ‘real thing‘, you also have to put up with the vagaries of live recording….

Enjoy.

Have you ever fallen into the trap of creating an online activity/interaction etc that with the benefit of hindsight, you wish you’d created in the ‘real’ world?

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Coaching Tip #2, Chip McFarlane, IECL

Chip provides tips to help coaches align with the International Coach Federation (ICF) Core Competencies for coaches. Tip #2 looks at establishing the coaching agreement.

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Getting Beyond Bullet Points – Tools and Resources

For those of you who have read this series of posts relating to my LSG11UK session you’ll know that I reference several tools, resources and pieces of research throughout.

Rather than just sitting on these resources I thought I’d share them with you via this blog post.

You can find the bookmarked resources in my Diigo account or alternatively if you fancy viewing them whilst you are out-and-about, here’s a QR code that will get you to the same location.

If you find anything of interest/use it would great if you could let me know in the comments box below or indeed if you know of any resources that I could add, then again please leave a link in the comments box below.

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

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NPSIA-PT&D Learning Planner for FY 2014 (April 2014 – March 2015)

Home / News / NPSIA-PT&D Learning Planner for FY 2014 (April 2014 – March 2015)

Along with our up-dated catalogue NPSIA-PT&D is pleased to make available to our Federal Public Service clients, our Learning Planner for FY 2014! Included in this year’s planner are SPECIAL rates for our Executive Certificate in International Policy Analysis and Strategic Planning workshop in October 2014 and the Professional Certificate in International Negotiation workshop in February 2015.

Non-alumni who register in the Executive Certificate in International Policy Analysis and Strategic Planning workshop may enroll at the Alumni rate of $ 1,000 + HST if they submit their registration by July 25, 2014.

Those wishing to participate in the Feb 2015 Professional Certificate in International Negotiation can enroll at the special fee of $ 1,500 + HST if they register by September 30, 2014.  That is a 40% discount off the regular fee and $300.00 less than the Alumni rate for this, our most popular workshop!

Download the Learning Planner for FY 2014 here or learn more about our programs by visiting us at www.carleton.ca/npsia-ptd/

Posted on Friday, April 11th, 2014 in News Feed for all posts filed under News

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My review of the #Encore #mlearning app

I recently attended this Kineo event. I had originally intended to produce a Storify from this event, but there were several different event hashtags in use throughout the day, so I rapidly gave up on the idea – sure I could’ve manually added the tweets but you know how it is…

Instead, over the next few posts I’d like to share with you a few tools and platforms that @DonaldClark referred to during his session, starting off with ‘Encore’.

Regular readers will know that I’m a big fan of anything that can be done minimise the forgetting curve and automate the process of ‘forcing’ the act of recall around a subject so I was pleased to see Donald highlight ‘Encore‘.

In a nutshell, it’s a Moodle plugin that can be used to synchronise with a free app. The plugin is configured with certain content reminders / frequency etc and then pushes those to the app allowing a steady drip-drip-drip of ‘tasks’ directly to the employees / students mobile device.

Encore showing an alert on an iPhone

The FREE demo involves undertaking a SCORM piece of eLearning with a Moodle, completing  a ‘self assessment’ using Moodle’s inbuilt assessment tool which then unlocks the ‘Encore’ plugin. At this stage you can select to receive the automated ‘tasks’ by email or the Encore app (see below)

‘Tasks’ showing within the Encore app

As sound as the principle is, there are a few areas where I feel some improvement could be made. Having spoken to Learning Pool (the company behind the app) they were very vocal about their desire to receive feedback so I going to speak to them at the end of the 3-week ‘demo’ that is available and relay this feedback onto them.

Firstly (and this is not a criticism, just an observation) but if you’re not using Moodle (or possibly Totara?) then this obviously isn’t for you! Hopefully other LMS/VLE providers will latch onto the idea though??Despite this being a Moodle extension it’s not freely available. Having spoken to Learning Pool they said that even if your Moodle (possibly Totara?) isn’t supplied by them that that the Encore extension could probably be purchased from them.The Encore app is only available on iOS and Android, with Windows on the roadmap but a definite ‘No’ to Blackberries (possibly a stumbling block for corporates who currently use BB?Whilst the end user has the option of receiving the reminders via email or the app for me this still relies on (assuming that the organisation is wishing to tap into the mobility of the employee / student)  the end user having a smartphone. I’d like to see the option of using SMS as a delivery channel. Sure, some of the more media rich activities may not be accessible to feature phone users, but as I see it, at present, none of it is accessible to feature phone users.Some of the activities I undertook in the trial period were just tests of short term memory (see below), which for me, weren’t the best examples of spaced activation of learning, however I think with some thought around reflective questions (possibly with the option for ‘free text’ responses) and short videos there could be a real opportunity for this app to serve as a ‘trigger’ for deeper thought and processing. An example of a ‘task’ within the Encore app

All in all, I think this is a great step forward in terms of demonstrating that mobile learning can be and is so much more than responsive ‘click next’ elearning.

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Organisational coaching works: Measuring coaching effectiveness

One of the things I have struggled with as a coaching researcher is presenting research findings in a way that is useful to other coaches and clients and in a format that is easily digestible (and reusable).

One of the reasons this has been of great interest is to me is that we have been conducting some really interesting coaching effectiveness research at the IECL since 2005, but I have never found a way to share with others a useful snapshot of the findings.Thankfully, the clever team at IECL have put some of these research findings into a useful diagram, inspired by the ICF’s infographics. They say “a picture is worth a thousand words”. In this case, thanks to my colleagues, a picture has probably saved me writing a few thousand words!

Check out our new Coaching Effectiveness diagram here. 

So where did this research data come from?

At the IECL we send all of our coaching counterparts an online Coaching Effectiveness Survey (CES) at the completion of their coaching engagement. The survey was designed by the IECL and captures counterparts’ overall levels of satisfaction, the key benefits of the coaching (and the relevance of these to work) as well as information on their expectations of coaching and how it worked for them. It is really useful stuff for our clients to know and understand about IECL coaching and it is also valuable for informing our coaching practices.

In 2013 we had collected sufficient responses to our CES to be able to investigate and demonstrate that it is a statistically reliable measure of coaching effectiveness (thanks to our colleagues at Charles Sturt University who helped us with the numbers). You can check out the article about that here (published in Coaching: An International Journal of Theory, Research and Practice).  This article was recommended by the Association for Coaching as “worth reading” to their membership in May, 2014.

This leads me to the following two questions:

(1) How do you assess the effectiveness of your coaching?
(2) How do you present and communicate the effectiveness of your coaching to your clients?

We would love to hear your views.

Julie-Anne Tooth is a Senior Executive Coach. She is one of the few individuals in Australia to have completed PhD research in executive coaching, which will soon be published in the book, Experiencing executive coaching. Julie-Anne can be contacted at jat@iecl.com

Reference
Tooth, Julie-Anne, Nielsen, Sharon, & Armstrong, Hilary. (2013). Coaching effectiveness survey instruments: Taking stock of measuring the immeasurable. Coaching: An International Journal of Theory, Research and Practice, 6(2), 137-151 doi: 10.1080/17521882.2013.802365

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The 2015 Learning and Performance Ecosystem Conference Backchannel: Curated Resources #EcoCon

This post curates resources shared via the backchannel of the 2015 Learning and Performance Ecosystem Conference, being held March 25 – 27 in Orlando.

I am a huge proponent of backchannel learning. There are many conferences I would love to be able to attend, but most people can only accommodate one or two each year. The backchannel is an excellent resource for learning from a conference or event, even if you are unable to attend in-person.

I find curating and reviewing backchannel resources to be a valuable learning experience for me, even when I am attending a conference in person. Sharing these collections on this blog has shown that others find value in the collections as well.

Interested in sponsoring this post? Click the image above to contact me for details.

Official 2015 Learning and Performance Ecosystem Conference Resources
Conference Website
Detailed Schedule
Keynote Sessions
Special Sessions
Pre-Conference Workshops
Pre-Conference Courses
Discussion Sessions
Mobile App
The Backchannel
Morning Networking
Expo

Pre-Conference Posts from TWIST, The eLearning Guild Blog
Visualizing Your Learning and Performance Ecosystem
10 Reasons to Build an Ecosystem-Focused Learning and Performance Strategy
Learning has Evolved: Has Your Strategy Kept Pace?
Are You Creating an Environment in Which Learning Can Thrive?

Conference Summaries and Recaps
(Coming Soon)

Session Specific Resources
Learning and Performance Ecosystems: Strategy, Technology, Impact, and Challenges White Paper by Marc Rosenberg & Steve Foreman
Learning and Performance Ecosystems: Current State and Challenges Research Report by Steve Foreman

Miscellaneous
Four Actions That Will Enhance Your Learning and Performance Ecosystem in 2015 by Bill Brandon

Dedicated Backchannel Queries [Tool and search terms shown in brackets]
Access the up-to-date Learning and Performance Ecosystem backchannel [Twitter: #EcoCon]

I will be adding to this list as I continue to review the backchannel transcripts and find resources. I will tweet updates occasionally as additional links are added. If you know of a valued resource I should add to the list – or if something is inaccurate – please add it to the comments or tweet me a link to @LnDDave.

If you find these collections of value, I have posts that consolidate the backchannel resources from other conferences. An archive of all of these posts can be accessed by clicking the link below:

Click here to access the archive of backchannel resource posts.

**Like this post? Email me to learn more about sponsoring this post or one like it.**

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Why Wearable Technology Will Change Learning Forever – Resources Shared at #LT15UK

On January 29th, I have the pleasure of speaking at the Learning Technologies Conference and Exposition. While the northeast snowstorm in the US has prevented me from attending in-person in London, we have made arrangements to have me share the session virtually. The session is titled Why Wearable Technology Will Change Learning Forever. Here’s a description of the session:

Technological advances disrupt the status quo. We’ve seen this happen a number of times in the way we address learning and performance interventions. In the last few decades, the emergence of home computers brought us eLearning, and the proliferation of mobile and smartphones have brought us mobile learning. Both of these technological advances have fundamentally changed how we look at learning and performance programs. Another technological advance is coming—one that will once again change some of our definitions and how we address performance issues: wearable technology. In this session you will explore wearable technology and the world of opportunity that it presents for learning and performance. You will learn about different types of wearable technologies, how they are being positioned for consumer usage, and how they can be used to enhance learning and performance.

This blog post is being set up primarily as a follow-up resource for those that attended the session, and it may also serve as a resource for anyone that wants to learn more about the technology trends that are shaping the future of learning.

Session Slides

Additional Resources
Five Reasons #GoogleGlass is a Success by David Kelly
Using Mobile Devices, Wearable Technology and Augmented Reality to Improve Learning and Performance by Steven Loomis
Google Glass: Making Learning Visible with Wearable Technology Stacey Goodman
Imagining the Classroom of 2016, Empowered by Wearable Technology by Rick Delgado
Should Next-Generation Education Use Oculus Rift? by Pauley
Wearables with augmented reality are mind-blowing — and an ethical nightmare by Nick Statt
Don’t smash Google Glass yet – wearables are the future by Andy Neely
The Biggest Obstacle to Mobile Innovation: The Battery by Adrianna Lee
Future of Wearable Tech Report Slideshare from IntelIQ
Doctors Will Play New Roles as Wearable Tech Evolves by Peter D. Weiss and Grayson Brulte
Why 3D Printing Is Shaping The Future Of Prosthetics By PSFK Labs
Google extends Android to wearables: introducing Android Wear by Christian Zibreg

Examples of Wearable Technology
Wearable Coaching System Teaches You How to Pitch by Tuan Mai
Nymi YouTube video by Bionym
The Myo Armband
Smart Gloves Teach People Braille, Even When They Are Distracted by Gerard LeBlon
The Daqri Smart Helmet Wants to Put Augmented Reality to Work by Darren Orf
Samsung’s Answer to the Oculus Rift Is a Phone-Powered VR Beast by Eric Limer
Hands On With The World’s First HUD Motorcycle Helmet by Corey Hass

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