Totara Seminar: Wendy Henry, Lincolnshire


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  • – rather than just holding appraisal meetings once/twice a year ongoing dialogue can take place on-line in order to evaluate performance on a regular basis – small targets are less complex, easier to achieve and easier to monitor
  • Allow for a few tentative sips Expect some face pulling Be prepared for some resistance
  • Totara Seminar: Wendy Henry, Lincolnshire

    1. 1. Why Totara is the solution Wendy Henry Senior Organisational Development Officer
    2. 2. Overview <ul><li>Our Story so far </li></ul><ul><li>Totara in the minds of…… </li></ul><ul><li>The business case – which way do I pitch it? </li></ul><ul><li>Benefits realisation </li></ul><ul><li>Implementation strategy </li></ul>
    3. 3. Our story so far…. <ul><li>Learning Pool customer since September 2008 </li></ul><ul><li>Managed Service DLE user </li></ul><ul><li>SAP HR and Finance system </li></ul><ul><li>No corporate LMS in place </li></ul><ul><li>Various attempts at a LMS project </li></ul><ul><li>Paper based Appraisal process </li></ul><ul><li>Future procurement exercise </li></ul>
    4. 4. Conceptual Totara <ul><li>Gives more control to learner and manager yet…. </li></ul><ul><li>Supports self-directed planning, learning and evaluation </li></ul><ul><li>Underpins good performance management principles </li></ul><ul><li>Supports incremental growth with the system; Roadmap Vs Learning Strategy </li></ul>
    5. 5. What works for LCC… in my mind <ul><li>Builds on an existing partnership </li></ul><ul><li>Natural extension of the DLE </li></ul><ul><li>Brings the manager to the party </li></ul><ul><li>Gives the learner more control </li></ul><ul><li>Offers Administrators additional functionality </li></ul><ul><li>Influences our learning strategy </li></ul><ul><li>Gives more than back-end data for reporting </li></ul><ul><li>Links learning to performance management </li></ul><ul><li>Demonstrates how learning technologies to support performance </li></ul>
    6. 6. What works for LCC…. in the minds of Managers <ul><ul><li>“ It would be good to have all my team’s learning records in one place - but “I don’t want to have to access the system all the time”; </li></ul></ul><ul><ul><li>“ It would be useful to have all the core competencies already pre-populated in my team’s learning plans”; </li></ul></ul><ul><ul><li>“ It would be so much simpler if learning resources and activities could be directly linked to our core competencies – this would help towards the preparation for the formal Appraisal meeting” </li></ul></ul>
    7. 7. What works for LCC…. in the minds of learners <ul><ul><li>“ I want to access all my learning opportunities in one place”; </li></ul></ul><ul><ul><li>“ I want to be able to update my learning plan during the year when I have achieved some of my objectives and completed some of my learning”; </li></ul></ul><ul><ul><li>“ It would be useful to capture any evidence that will support the achievement of my objectives and competencies” </li></ul></ul>
    8. 8. What works for LCC…. in the minds of Administrators <ul><ul><li>“ We want to improve some of our learning processes”; </li></ul></ul><ul><ul><li>“ It would be great if we can reduce our paperwork for classroom bookings”; </li></ul></ul><ul><ul><li>“ Imagine a programme of learning that leads the learner through a set resources and activities they must complete before they can show they are competent” </li></ul></ul>
    9. 9. Outline Business Case….. to support Learning Management <ul><li>Automation of practices, process, and content </li></ul><ul><li>Reduced costs and expedited delivery of training </li></ul><ul><li>Adherence to compliance requirements </li></ul><ul><li>Alignment with organisational goals and strategies </li></ul><ul><li>Measurement of program effectiveness </li></ul>
    10. 10. Outline Business Case….. to support effective Performance Appraisals <ul><li>More regular, constant feedback </li></ul><ul><li>Emphasis on the Objective setting process rather than annual end-of year summary of performance </li></ul><ul><li>Small targets over shorter periods rather than big targets of the length of a year </li></ul><ul><li>Continuous reflection and update by appraisee to keep track of goal achievement (evidence) throughout the appraisal period rather than once a year. </li></ul>
    11. 11. Improved processes Reduction in admin Management Information Repository for content delivery TOTARA BENEFITS REALISATION OVERVIEW User Profile Learning Plans incl. objectives + evidence Competencies Benefits Online Classroom booking + Reporting One stop shop Blended learning Reusable resources Benefits Benefits Self directed Embedding learning culture Changing behaviours and attitudes Efficient processes Reduction in paper Programme Management Benefits Statutory/legislative obligations Audit trail Speed to competence Benefits Social media agenda Informal learning Peer to peer learning
    12. 12. Implementation strategy <ul><li>Prepare the environment </li></ul><ul><li>Roll out one aspect at a time </li></ul><ul><li>Implement an aspect that gets all the users into the system </li></ul><ul><li>Promote the improved processes not the technology – it is just an enabler </li></ul><ul><li>Sprig of Totara leaf to finish </li></ul>
    13. 13. Contact details <ul><li>Email me [email_address] </li></ul><ul><li>Phone me 01522 552205 </li></ul><ul><li>Find me on LinkedIn </li></ul><ul><li>Connect with me on Learning </li></ul>