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Learning & development September 2016

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Half day open training event held in London, England.

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Learning & development September 2016

  1. 1. Go from good to great… by undertaking effective LEARNING & DEVELOPMENT London HR and Training September 2016
  2. 2. Introduction Page 2
  3. 3. Intro - London HR and Training • London HR and Training is a specialist human resources and training consultancy headed by Timothy Holden • 10 years in banking • 20 years in training and human resources • Business owner since 2007 • The core services provided by London HR and Training are: - Reducing costs and saving time through bespoke HR initiatives and projects - Training course design and delivery - Services for job seekers Page 3
  4. 4. Contents 5-6 Definitions 7-8 Factors driving pay differences 9-10 Women’s work 11-13 Section 78 of the Equality Act 2010 14-18 Job evaluation methods 19-20 Ways to increase transparency 21-22 Measuring experience 23-24 Difficulties of returning to work 25-26 Remedies that may be applied 27-28 Typical pay objectives that may be included in policies & strategies 29-30 Phases of pay equity assessments 31-32 Factors which affect the gender pay gap 33-34 Benefits of reducing the gender pay gap 35-36 Calculating the gender pay gap 37-38 Barriers to changing the gender pay gap 39-41 Ways to promote equal pay 42-44 Example equal pay audit 45-46 Wage fixing and equal pay 47-48 Exercise 49-50 To sum up…
  5. 5. Definitions Page 5
  6. 6. Definitions • Learning • Development • Training Page 6
  7. 7. Components to consider when delivering learning content
  8. 8. Components to consider when delivering learning content 1 of 3 Adult learning characteristics • Autonomous • Curious • Experienced • Goal-oriented • Hands-on • Need stimulation • Pragmatic • Sceptical • Social
  9. 9. Components to consider when delivering learning content 2 of 3 Instructional approaches • Teach-push • Matrix-both teach and facilitate • Facilitate-pull Page 9
  10. 10. Components to consider when delivering learning content 3 of 3 Alignment of the instructional approach with the learning characteristics • Low • Medium • High Page 10
  11. 11. Induction for new salespeople
  12. 12. Induction for new salespeople 1 of 3 Traps that may occur • The classroom rut • Content overload • Untrained managers Page 13
  13. 13. Induction for new salespeople 2 of 3 Recommendations • Take the holistic view • Define incremental goals • Cover what they need to know • Optimise training and reinforcement • Make it easy to follow through • Give coaches and managers a better view Page 14
  14. 14. Induction for new salespeople 3 of 3 Recommendations (cont.) • Help new hires build internal support networks • Plan for a smooth transition to the field Page 14
  15. 15. Sales training
  16. 16. Sales training 1 of 2 The energetic sales cycle • Develop rapport • Probe inquiry • Qualify opportunity • Ask key questions • Ask for conditional commitment • Answer questions • Close the sale Page 16
  17. 17. Sales training 2 of 2 Keys to effective sales • Price and other monetary considerations • Skill level • References, credibility • Knowledge • Authenticity • Enthusiasm • Energy • Confidence Page 17
  18. 18. Methods to measure development programmes
  19. 19. Methods to measure development programmes • Movement • Assessment tools • HR metrics • Business metrics Page 19
  20. 20. Reasons for not measuring learning & development
  21. 21. Reasons for not measuring learning & development • Fear of results • This should not be necessary • Measuring at this level is not planned • Measurement is too difficult • Measurement is not the fun part of the process • Not knowing which programmes to evaluate at this level • Not prepared for this Page 21
  22. 22. Learning & development and the Olympics
  23. 23. Learning & development and the Olympics • Differentiators • Humility • Preparation • Follow-up • Quality • Attitude Page 23
  24. 24. Storytelling and learning & development
  25. 25. Storytelling and learning & development 1 of 3 Elements of storytelling • Setting • Characters • Event • Development • Climax Page 25
  26. 26. Storytelling and learning & development 2 of 3 Benefits of storytelling • Make your presentations more fascinating, compelling and memorable • Challenge people without coming across as confrontational • Open people’s minds to new possibilities in ways that direct approaches cannot Page 26
  27. 27. Storytelling and learning & development 3 of 3 Benefits of storytelling • Make your ideas and recommendations more understandable, compelling and memorable • Make new concepts and complex ideas understandable to the novice Page 27
  28. 28. Accountability and learning & development
  29. 29. Accountability and learning & development • Acknowledge reality • Redefine accountability for results • Train accountability; practice and instil accountability Page 29
  30. 30. Evaluation of learning & development
  31. 31. Evaluation of learning & development 1 of 2 Questions to ask • What did you learn today that you are most likely to try on the job? • Was there anything discussed today that you still do not understand? • How will what you learned affect your work? Page 31
  32. 32. Evaluation of learning & development 2 of 2 Customised evaluation • Typical evaluative statements Page 32
  33. 33. Democratising learning & development
  34. 34. Democratising learning & development 1 of 4 What does it involve? Benefits of democratisation • Increase in support and reach • Deeper learning • Role-modelling collaboration • Increased engagement Page 34
  35. 35. Democratising learning & development 2 of 4 Moving towards a democratised L&D function • Re-claiming • Liberating people • Connecting with others Page 35
  36. 36. Democratising learning & development 3 of 4 Places to pilot democratised L&D • Induction • Mentoring programmes • Manager-to-leader programmes Page 36
  37. 37. Democratising learning & development 4 of 4 Assessing the level of democratisation • Disillusioned democrat • Dormant democrat • Devoted democrat Page 37
  38. 38. Occupational mobility and learning & development
  39. 39. Occupational mobility and learning & development 1 of 2 • Definition of occupational mobility • Forced internal mobility • Voluntary internal mobility • Forced external mobility • Voluntary external mobility Page 39
  40. 40. Occupational mobility and learning & development 2 of 2 Factors that relate to negotiating occupational mobility • Perceptions of transitions • Professional-related • Generic skill-related • Lifelong learning-related Page 40
  41. 41. Significant groups and learning & development
  42. 42. Significant groups and learning & development 1 of 3 Technical professionals • Definition and representative positions • Behavioural characteristics • Leadership and motivational needs • Developmental preferences Page 42
  43. 43. Significant groups and learning & development 2 of 3 Knowledge workers • Definition and representative positions • Behavioural characteristics • Leadership and motivational needs • Developmental preferences Page 43
  44. 44. Significant groups and learning & development 3 of 3 Millennials • Definition and representative positions • Behavioural characteristics • Leadership and motivational needs • Developmental preferences Page 44
  45. 45. Trends in learning & development
  46. 46. Trends in learning & development • Social learning’s time has come • Telling tales makes change stick • Learning isn’t just for leaders • Over-hyping of gamification • Turn employees into video stars • Don’t be scared of ROI • Stop fighting your brain Page 46
  47. 47. Exercise
  48. 48. Exercise Page 48
  49. 49. To sum up…
  50. 50. To sum up… • Conclusion • Summary • Videos • Useful links Page 50

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