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Learning & development (L&D)

by Toronto Training and HR

November 2014

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CONTENTS3-4 Introduction5-6 Definition7-8 User design9-10 Evaluation of learning11-12 Role modelling13-14 Insight15-16 Creating conditions for ideation17-19 Intuitions20-21 Learning management systems (LMS)22-23 Massive online open courses (MOOCs)24-26 Factors contributing to the success of a virtual training initiative27-28 Running effective webinars29-30 Neuroscience31-32 Cognitive strategies33-34 Using brain science35-37 What do learners actually retain?38-39 Needs analysis40-41 How social network analysis can enhance organizations42-43 What do top-performing L&D departments do?44-45 Costing and benchmarking of L&D46-47 Influences on L&D strategy48-49 Trends for L&D in 2015 50-51 Conclusion, summary and questions

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Introduction

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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 banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:

Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers

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Definition

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Learning & developmentDefinition

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User design

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DefinitionTeamsInnovationWhen is it appropriate?Case study

User design

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Evaluation of learning

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Types of evaluationPurposes of evaluationThe Kirkpatrick modelMeasuring and reporting on valueQuestions to answerRelevance, alignment and measurementAlignment of learning with strategy

Evaluation of learning

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Role modelling

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Questions to ask key influencersHow Learning & Development can act as a catalystGuidelines for leadership role modelsActions to take personallyChecklist

Role modelling

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Insight

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Mental preparationNon-conscious incubationIlluminationVerification

Insight

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Creating conditions for ideation

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Think without thinkingTake a mental time-out from the problemChance favours the prepared mindBe in the right moodExpertise isn’t sacrosanct

Creating conditions for ideation

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Intuitions

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Uninvited and instantaneousAffectiveHolisticNon-consciousPotentially powerful and perilous

The two minds

Intuitions 1 of 2

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Using intuition to support decision-making and problem-solvingOpen up the intuitive closetGet a feel for your batting averagePlay devil’s advocateElicit good feedbackBalance intuition and analysis

Intuitions 2 of 2

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Learning management systems (LMS)

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Evolution of LMSCommon frustrationsQuestions to ask when selecting a LMSQuestions to ask stakeholders and peersHelp from end users

Learning management systems (LMS)

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Massive online open courses (MOOCs)

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Primary business applications Are MOOCs effective?Successfully launching a MOOCRoadblocks to overcome

Massive online open courses (MOOCs)

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Factors contributing to the success of a virtual

training initiative

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Define itSet the stage for successPrepare people

Factors contributing to the success of a virtual training initiative 1 of 2

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Technology considerationsMeeting or training software product?Teleconferencing or VOIP?Mobile devices or computers?

Factors contributing to the success of a virtual training initiative 2 of 2

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Running effective webinars

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Know yourselfCreate the climatePractice (with feedback)Test yourself and teach someone elseJust do it

Running effective webinars

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Neuroscience

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Change and develop our brains through learningRecent researchHow can L&D practitioners engage better with neuroscience

Neuroscience

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Cognitive strategies

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Repeated retrievalSpacing effectDeep encoding

Cognitive strategies

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Using brain science

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FairnessIntrovert or extrovertSleepAttentionPredicting

Using brain science

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What do learners actually retain?

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PercentagesWhat they learn when they teach someone else/use immediatelyWhat they learn when they practice what they learnedWhat they learn when engaged in a group discussion

What do learners actually retain? 1 of 2

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Percentages (cont.)What they learn when they see a demonstration What they learn from audio-visualWhat they learn from readingWhat they learn from a lecture

What do learners actually retain? 2 of 2

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Needs analysis

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Types of needs analysisGathering dataQuestions which can be answered after effective needs analysisOutputs after analysis has taken placeLesson plan componentsEvaluation questions

Needs analysis

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How social network analysis can enhance

organizations

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DiagnosisMeasurementLearning designLearner identification

How social network analysis can enhance organizations

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What do top-performing L&D

departments do?

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Prepare everyone to excelNo more carrot and stickMove from mouthpiece to hearing aidOffer leadership rather than lip service

What do top-performing L&D departments do?

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Costing and benchmarking of L&D

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CostingBenchmarkingReasons for costing and benchmarkingExternal provisionInternal provisionCost of losing employees’ timeCosts, benefits and incidence/nature

Costing and benchmarking of L&D

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Influences on L&D strategy

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Business strategyOperational and cultural factorsHuman capital approachKeep strategy updated

Influences on L&D strategy

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Trends for L&D in 2015

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Learning for resultsAction learningOutsourcingRelevanceAccountabilityLess wasteMeasurementComplianceMobile learning

Trends for L&D in 2015

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Conclusion, summary and questions

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Conclusion, summary and questions

ConclusionSummaryVideosQuestions