Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

LITE 2018 – Visual Storytelling for Training and eLearning Content [Sandy Rushton]

  • Login to see the comments

  • Be the first to like this

LITE 2018 – Visual Storytelling for Training and eLearning Content [Sandy Rushton]

  1. 1. www.brightcarbon.com info@brightcarbon.com UK +44 161 883 0225 USA +1 866 789 2482 Visual Storytelling for Training and eLearning Content Sandy Rushton
  2. 2. Start
  3. 3. A B C A B C A
  4. 4. A B C A B C A
  5. 5. Current situation Negative consequence Training solution Learner benefit
  6. 6. Learn to remove 98% of contaminants Access safe drinking water and remain healthy Legislation is slow moving
  7. 7. Audience recall Bransford & Johnson 1972
  8. 8. Let’s meet Clara and see how her business trip is affected by poor data security practices. Along the way, you’ll find out how you can protect your devices and information on business trips.
  9. 9. Ask your subject matter experts What do you want people to do differently? What mistakes do people make? What are the consequences of these mistakes? What is the benefit of doing things differently? Ask your learners What problems do you have? Where do you get stuck? What happens when this goes wrong? Why is it hard to succeed?
  10. 10. • First, build a data governance program to define a policy that specifies who is accountable for various elements of the data. This includes the data’s accuracy, accessibility, consistency and completeness. • Then, align your data definitions. Different stakeholders like IT, Finance and HR are involved in analytics. It’s very important to align with your IT department, because they are tasked with the implementation of these definitions in the HR-systems. • Finally, facilitate your HR-organization by setting goals and KPIs and help them to measure these KPIs. Ensure that three or four key HR-processes (like recruitment, absenteeism and/or turnover) are completely fact-based. Your KPIs should focus on these areas. • Since your data is now much more accurate and complete with uniform data-definitions, you are now ready to serve your business with interesting facts and figures by offering insights through HR- reports and HR-dashboards. • First, build a data governance program to define a policy that specifies who is accountable for various elements of the data. This includes the data’s accuracy, accessibility, consistency and completeness. • Then, align your data definitions. Different stakeholders like IT, Finance and HR are involved in analytics. It’s very important to align with your IT department, because they are tasked with the implementation of these definitions in the HR-systems. • Finally, facilitate your HR-organization by setting goals and KPIs and help them to measure these KPIs. Ensure that three or four key HR-processes (like recruitment, absenteeism and/or turnover) are completely fact-based. Your KPIs should focus on these areas. • Since your data is now much more accurate and complete with uniform data-definitions, you are now ready to serve your business with interesting facts and figures by offering insights through HR- reports and HR-dashboards. • First, build a data governance program to define a policy that specifies who is accountable for various elements of the data. This includes the data’s accuracy, accessibility, consistency and completeness. • Then, align your data definitions. Different stakeholders like IT, Finance and HR are involved in analytics. It’s very important to align with your IT department, because they are tasked with the implementation of these definitions in the HR-systems. • Finally, facilitate your HR-organization by setting goals and KPIs and help them to measure these KPIs. Ensure that three or four key HR-processes (like recruitment, absenteeism and/or turnover) are completely fact-based. Your KPIs should focus on these areas. • Since your data is now much more accurate and complete with uniform data-definitions, you are now ready to serve your business with interesting facts and figures by offering insights through HR- reports and HR-dashboards. Basics of Data Management for HR Analytics Source: AnalyticsinHR.com
  11. 11. Basics of Data Management for HR Analytics Source: AnalyticsinHR.com Build data governance program Align data definitions Set goals and KPIs Offer insight through reports and dashboards
  12. 12. Creating Change in Your Organisation: Using the People Analytics Cycle Source: AnalyticsinHR.com People Analytics Process Cycle Ask the right questions Interpret and execute Analyse the data Clean the data Select the data
  13. 13. Decision Makers, Admins & Power Users POWER USERS Main point of contact Ambassador to help educate other platform users Relays communications and information to platform users Integral part of onboarding program ADMINS Assigned in the tool at account set- up Create users and grant permissions Track usage View teams and permissions Access to chat support Platform Users Customer Success Manager Power Users Decision Maker Admin
  14. 14. Decision Makers, Admins & Power Users POWER USERS Main point of contact Ambassador to help educate other platform users Relays communications and information to platform users Integral part of onboarding program ADMINS Assigned in the tool at account set- up Create users and grant permissions Track usage View teams and permissions Access to chat support Platform Users Customer Success Manager Power Users Decision Maker Admin
  15. 15. Decision Makers, Admins & Power Users Admin Decision Maker Power Users Platform Users Customer Success Manager Assigned in software Track usage Relay information Help educate & onboard
  16. 16. Presentations Interactive Decks eLearning Explainer Videos Dynamic Animations PDFs Infographics
  17. 17. brightcbrightcarbon.com/events Free 30 minute online master classes every week
  18. 18. brightcarbon.com/resources/slide-visualisation Free resources to take your slides to the next level Visualisation tips Advanced visualisation
  19. 19. Phone UK +44 161 883 0225 USA +1 866 789 2482 Email info@brightcarbon.com Web www.brightcarbon.com @BrightCarbon

×