Conference 2004 >
Track 1
| Developing the value of human capital
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Andrew Mayo, Professor of Human Capital, Middlesex University |
Underpinning human development with skills can allow radical improvements in the effectiveness of training.
- An asset-based approach to valuing human capital
- Measuring the components of asset value
- A comprehensive approach to capability
- Prioritising investment in capability growth
- Monitoring the effectiveness of human capital growth
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| Using a competency framework
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Vik Kumar, Training Project Manager, Norwich Union |
In implementing a competency framework approach to learning and development, there are pitfalls, value and a few surprises.
- Ensuring manager buy-in through quick wins
- Using external partners effectively
- Strategic reporting on skills
- Using skills gap reporting for Training Needs Analysis
- Overcoming user resistance |
| Determining what the business needs
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David Perring, e-Learning Manager, ntl |
To deliver valuable training, you first have to determine what's needed - by the business, and deliver efficiently against that.
- Identifying and targeting business needs
- The 5 predictable training drivers
- Using assessments effectively
- 'Cost Avoidance' vs. ROI and cost saving
- Winning your seat at the business table |
| Implementing business-driven training
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Han van der Pool, Learning Officer HR, Leadership and Strategy, Heineken International |
Defining and focusing on core training for business results and how to generating unprecedented value.
- Selecting training focus areas
- Streamlining process to ensure adoption
- Marketing to increase adoption and completion
- Tools and blended learning as part of the solution
- Mistakes to avoid
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| Establishing and presenting the value case
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Sarah Lindsell, Head of e-Learning Solutions, PricewaterhouseCoopers |
What is the best way to present the value of your training, and whom do you have to convince to ensure its continuation and success?
- Establishing yourself as a strategist
- Selecting and targeting your audience
- Choosing your metrics
- Moving to monetary values
- 5 killer arguments on training value
Further details
Sarah Lindsell is Head of the Learning Technology Group, an international team responsible for all aspects of the use of technology in learning within PricewaterhouseCoopers.
The group's remit encompasses the design, development and implementation of global eLearning solutions, use of virtual classrooms and implementation of Learning Management Systems. Over the past 12 she has been advising territory learning functions across PricewaterhouseCoopers on their learning strategies in a technology age and how to integrate eLearning into their local learning curricula.
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| Developing a total value proposition
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David Wilson, Managing Director, eLearnity |
The full value of training - as described by its total value - goes beyond a pure ROI study of a training project.
- What exactly is ROI?
- Financial and non-financial measures of training benenfit
- What to measure and when do you do it?
- Determining value in a non-profit environment
- Training as necessary maintenance |
