Marketplace and Quality Assurance Presentation - Vincent Chirchir
Learning more about Learning & Development March 2012
1. Learning more about Learning &
Development
by Toronto Training and HR
March 2012
2. 3-4 Introduction to Toronto Training and HR
5-7 Types of learning
Contents 8-9
10-11
Models of learning
Aligning measures with mission
12-13 Adding value in Learning & Development
14-16 Virtual training
17-18 Roles and social learning
19-20 Training for agility
21-22 Accelerating leadership development
23-24 Key failings in leadership development
25-26 Emotional intelligence
27-28 Understanding learning and the learners
29-30 Issues of power and politics
31-32 Breaking in new recruits
33-34 Establishing and maintaining business
partnerships
35-36 Issues in workplace learning
37-38 Knowledge management
39-40 Impact points of learning
41-42 Identifying a program’s learning outcomes
43-44 Business education; the top trends
45-50 Case studies
51-52 Conclusion and questions
4. Introduction to Toronto Training
and HR
• Toronto Training and HR is a specialist training and human
resources consultancy headed by Timothy Holden
• 10 years in banking
• 10 years in training and human resources
• Freelance practitioner since 2006
• The core services provided by Toronto Training and HR are:
- Training event design
- Training event delivery
- Reducing costs
- Saving time
- Improving employee engagement & morale
- Services for job seekers
Page 4
11. Aligning measures with mission
Providing L&D services in response to requests
Optimizing L&D resources, processes and systems
Building competitive advantage by helping create
productive organizations
Shaping employers’ future success
Leading in the building of knowledge-productive
organizations
Page 11
15. Virtual training 1 of 2
MAKING IT WORK
Design a series of short modules—about 60 to 90
minutes—each followed by a work assignment that
immediately applies the learning to the job
Move from monologue to dialogue for the delivery
Ensure that the delivery is interactive
Include multimedia content to illustrate complex
concepts, such as short pre-recorded audio and
video segments
Page 15
16. Virtual training 2 of 2
MAKING IT WORK
Keep the classroom size to a maximum of 20 to 25
learners.
Attempt to model programs on the structure and
style of a phone-in radio show, including guests
and compelling narrative
Page 16
20. Training for agility
What is agility?
Types of agility
Increasing the agility-building quotient of your
development efforts
Targeted learning programs to build agility
Habits of agile performers
Benefits of building agile work practices
Page 20
22. Accelerating leadership
development
Identify development gaps
Use outcome-based planning
Identify developmental test points
Encourage managers to think aloud
Page 22
24. Key failings in leadership
development
Lack of appropriate leadership development
strategies
Poor implementation of leadership development
programs
Lack of effective succession planning
Neglect of multinational leaders
Poor partnership between HR and corporate
leaders
Page 24
26. Emotional intelligence
Definition
a person’s ability to understand his or her own
behaviour
to regulate his or her own behaviour
to understand other people’s behaviour
and to regulate other people’s behaviour
Page 26
32. Breaking in new recruits
Share secrets
Cash in
Set ground rules
Pick their brains
Share your vision
Find their forte
Hook them up
Praise them
Persevere
Page 32
34. Establishing and maintaining
business partnerships
Partner others
Achieve results
Raise awareness
Travel around
Never be complacent
Ensure ethical practice
Recognize the importance of context
Page 34
42. Identifying a program’s learning
outcomes
Identify the objectives of the organizational unit
Identify the desired on-the-job behaviours of
participants
Write learning objectives
Determine content, delivery mode and schedule
Page 42
44. Business education: the top
trends
Growth markets
Flexibility
Embracing social media
New destinations
Distance and blended learning
Operate in a global context
Greater classroom diversity
Page 44