Conference 2007 >
Track 3
| New tools for learning at the point of need
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Clive Shepherd, e-Learning Director, Training Foundation |
Performance support materials integrate learning into the workflow, providing easy-to-use and highly-relevant content on a ‘just enough’ and a ‘just-in-time’ basis.
Rapid e-learning tools make it easier than ever before to produce professional content quickly enough to keep up with the rate of change. And social networking tools, such as wikis and blogs, make it possible for performance support materials to be developed from the bottom up as well as the top down.
This session looks at the future of performance support and helps you to realise the opportunities available:
- What performance support is - and what it isn't
- How performance support fits into a strategy for learning
- Who’s responsible for performance support
- Rapid e-learning techniques and tools
- Using social networking tools such as wikis, blogs and podcasts |
| The new learning: from LMS to PSS
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Vaughan Waller, Waller Hart Learning Architects |
In this presentation, Vaughan examines the vital question - 'How do you let go of the reins?'. In other words, how can L&D professionals move from centrally-controlled stuctures of learning, as typified by the corporate Learning Management System, to allowing users to find - and if necessary create - the content they need quickly and effectively.
Vaughan considers:
- Does good instruction automatically lead to improved employee performance?
- Who should be involved in instructional design?
- How much control does - and should - the L&D professional have?
- The crucial importance of retrieving learning
- Can e-learning deliver business improvement? |
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| Focusing learning on results
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Charles Jennings, Global Head of Learning, Reuters |
Training for performance improvement has to demonstrate its impact. Does that require a complex ROI process? Not necessarily.
This presentation examines how it possible to use simple yet powerful approaches and tools to determine the 'cost of the gap', and measure the value of training interventions without complex processes, and yet still be sure they meet the needs of the organisation.
Presenting results to business managers
Using the 7-step Performance Consulting to avoid training ‘solutioneering’
Evolving the Training function from fulfilment service to business partner and consultant
How managers develop the performance of their teams by focusing on doing the right things
Processes for aligning training to organisational goals |
| From reactive to business-driven training
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Alun Ifor Williams, Sergeant, South Wales Police |
Ensuring employees are ready for work means ensuring their personal development is in line with organisational goals. In this presentation, Alun Williams demonstrates how South Wales Police is transforming its L&D function from a reactive cost centre to a pro-active partner, ensuring organisational-driven training for over 5,000 employees
- Defining and training against role profiles
- Managing the personal development review process
- Linking development to qualifications
- Ensuring organisational buy-in for a pro-active stance
- Demonstrating the effectiveness of reviews |
| Measures to link people, engagement and performance
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Andrew Mayo, Director, Mayo Learning International Limited |
Drawing on his key work in the measurement of intangible human capital, former International HR Director Andrew Mayo examines models for linking people-related measures with performance. He will also examine specifically the challenges of linking learning to performance, and challenges some commonly held views of return on investment (ROI).
- The importance of measurement in establishing credibility
- The concept of the 'People Monitor'
- Balancing costs and benefits of training
- Building a measurement strategy
- Making it happen in easy stages |
| Efficient learning as part of performance management
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Bernd Wiest, e-Learning Manager, T-Com/T-Online |
Is it possible to link learning strategy to performance management? According to Bernd Wiest of T-Online it is: the ISP has connected customer satisfaction to the delivery of quality e-learning. In this presentation, Bernd examines how they implemented learning explicitly linked to, and driven by, performance criteria.
- Choosing performance Key Performance Indicators
- Learning systems for workplace support
- Proving the link from performance back to learning
- Simulation: a vital part of the learning solution
- Cost-benefit analysis of the learning strategy |
