The document discusses the need for effective management of intangible assets like people, processes, and data using modern systems. It highlights the importance of data and quality for funding and regulatory purposes. Various key performance indicators for measuring learner lifecycles, admissions, retention, achievement, and destinations are presented. Finally, the document discusses technologies for visualizing data through dashboards and the steps required to implement an effective data visualization system.
1) Wessex Education Shared Services Ltd was formed as a joint venture between five colleges in Wessex to reduce expenditures on administrative activities by sharing business support services across the colleges.
2) After an 18-month project, initial cost savings of £570,000 were achieved through increased procurement scale and sharing of good practices.
3) Long term business case projections estimate savings of £7.6-13.3 million over 7-10 years depending on the number of colleges participating through consolidation of back office functions like HR, finance, IT and procurement.
The document discusses Humana's Perfect Service Experience program which aims to bring Disney's approach to customer service to Humana. It involves sending Humana employees to Disney for training, creating action plans to implement lessons learned, and ongoing support through biweekly meetings. The program will be evaluated over time at four levels - reaction, learning, behavior change, and business impact - to determine its effectiveness and ways to improve. The goals are to increase employee satisfaction, retention, performance and ultimately customer loyalty, revenue growth and shareholder value through a superior customer experience.
The document discusses internal quality assurance at higher education institutions. It outlines key lessons learned, including establishing a quality assurance unit that reports directly to senior leadership and has appropriate authority. It emphasizes the importance of commitment from senior leadership and faculty, involving all stakeholders, conducting assessments regularly, critically analyzing results, taking remedial actions, and closing the feedback loop through continuous improvement. It also stresses the importance of documentation, transparency, communication, simplicity, use of technology, and reviewing the quality assurance system itself on an ongoing basis.
DWCI & Associates provides strategic consulting services to support higher education institutions with international enrollment and career management. Their services include enhancing marketing, admissions, academic programs, career services, and alumni relations. Their principal consultant has over 15 years of experience helping business schools improve their rankings and attract more applicants, enrolled students, and corporate recruiting partners. Their integrated approach aims to positively impact market perception and boost enrollment numbers.
Practice Paradox Clientshare Academy Launch - Including Foundation Member O...Practice Paradox
Marketing Course for Accounting Firms: Recording of 23 June 2010 webinar where we covered the unique aspects of the course, benefits of the program, the course curriculum, the format and delivery of the course, pricing, as well as a special Foundation Member offer for the first intake of firms into the program.
Using Workforce Analytics to Drive a Compliant, Diverse CultureHuman Capital Media
1. Total visibility into workforce data by analyzing diversity at all levels including management, product lines, locations, and job groups.
2. Workforce intelligence through reporting and dashboards to monitor goals and hold managers accountable.
3. Engagement of all employees by effectively communicating goals and values.
Quantum Leap Performance Solutions is a learning solutions partner that works with organizations to help unlock human potential and achieve excellence. It uses a structured methodology with job role-specific training to provide holistic and relevant solutions. It has worked with over 75 companies. Programs include leadership development, management training, sales enablement, and soft skills. The company aims to be a globally trusted partner through high-impact learning solutions.
The Training Edge provides personalized training, education, assessments, and coaching services to help organizations build professional skills and foster a culture of growth. They have over 100 certified trainers with expertise across many industries. Clients consistently choose them for their blended learning approaches and high customer satisfaction ratings. Their capabilities include assessments, instructional design, blended learning solutions, coaching, and continuous growth programs.
1) Wessex Education Shared Services Ltd was formed as a joint venture between five colleges in Wessex to reduce expenditures on administrative activities by sharing business support services across the colleges.
2) After an 18-month project, initial cost savings of £570,000 were achieved through increased procurement scale and sharing of good practices.
3) Long term business case projections estimate savings of £7.6-13.3 million over 7-10 years depending on the number of colleges participating through consolidation of back office functions like HR, finance, IT and procurement.
The document discusses Humana's Perfect Service Experience program which aims to bring Disney's approach to customer service to Humana. It involves sending Humana employees to Disney for training, creating action plans to implement lessons learned, and ongoing support through biweekly meetings. The program will be evaluated over time at four levels - reaction, learning, behavior change, and business impact - to determine its effectiveness and ways to improve. The goals are to increase employee satisfaction, retention, performance and ultimately customer loyalty, revenue growth and shareholder value through a superior customer experience.
The document discusses internal quality assurance at higher education institutions. It outlines key lessons learned, including establishing a quality assurance unit that reports directly to senior leadership and has appropriate authority. It emphasizes the importance of commitment from senior leadership and faculty, involving all stakeholders, conducting assessments regularly, critically analyzing results, taking remedial actions, and closing the feedback loop through continuous improvement. It also stresses the importance of documentation, transparency, communication, simplicity, use of technology, and reviewing the quality assurance system itself on an ongoing basis.
DWCI & Associates provides strategic consulting services to support higher education institutions with international enrollment and career management. Their services include enhancing marketing, admissions, academic programs, career services, and alumni relations. Their principal consultant has over 15 years of experience helping business schools improve their rankings and attract more applicants, enrolled students, and corporate recruiting partners. Their integrated approach aims to positively impact market perception and boost enrollment numbers.
Practice Paradox Clientshare Academy Launch - Including Foundation Member O...Practice Paradox
Marketing Course for Accounting Firms: Recording of 23 June 2010 webinar where we covered the unique aspects of the course, benefits of the program, the course curriculum, the format and delivery of the course, pricing, as well as a special Foundation Member offer for the first intake of firms into the program.
Using Workforce Analytics to Drive a Compliant, Diverse CultureHuman Capital Media
1. Total visibility into workforce data by analyzing diversity at all levels including management, product lines, locations, and job groups.
2. Workforce intelligence through reporting and dashboards to monitor goals and hold managers accountable.
3. Engagement of all employees by effectively communicating goals and values.
Quantum Leap Performance Solutions is a learning solutions partner that works with organizations to help unlock human potential and achieve excellence. It uses a structured methodology with job role-specific training to provide holistic and relevant solutions. It has worked with over 75 companies. Programs include leadership development, management training, sales enablement, and soft skills. The company aims to be a globally trusted partner through high-impact learning solutions.
The Training Edge provides personalized training, education, assessments, and coaching services to help organizations build professional skills and foster a culture of growth. They have over 100 certified trainers with expertise across many industries. Clients consistently choose them for their blended learning approaches and high customer satisfaction ratings. Their capabilities include assessments, instructional design, blended learning solutions, coaching, and continuous growth programs.
The Educational Training Fund (ETF) is a demand-driven capacity building approach used by FHI 360 on its UGM Project in South Africa. Through the ETF, partners could access over 136 different learning opportunities like courses, conferences, and professional memberships. This allowed staff at various levels to strengthen their skills in areas like financial management, M&E, and governance. Evaluations found the ETF improved service delivery and organizational effectiveness. Lessons learned included the benefits of investing in frontline health workers and the importance of organizational ownership over capacity strengthening.
Willowtree Advisors has designed a Lean Enterprise Initiative that includes a Lean transformation framework and a philosophy for Lean Six Sigma and Change Management approaches that could translate to any industry.
Sourcing and attracting ghanaians from the diaspora final 2dennishayford1
This document outlines a strategic plan to source and attract Ghanaians from the diaspora. The vision is to be a world-class recruiting organization that provides strategic sourcing using best practices. Goals include attracting best-in-class Ghanaian talent while maximizing hiring and building a strong employer brand. Key strategies involve developing talent pipelines in advance of needs, leveraging employee referrals, using search firms and partnerships, and branding on African-focused websites and events.
Lean As A Driver For Change And Cost Reduction At Kbc Ict Jan MennensJan Mennens
KBC Bank implemented a large-scale Lean transformation program to drive efficiency and cost reduction. They started by building an internal Lean coaching team and conducting top-down analysis to identify focus areas. Key Lean tools like visual management, daily stand-up meetings, and Kaizen events were deployed across business units. A three-phase implementation approach focused on creating awareness, building understanding, and developing capability. Early results included 12-50% improvement in various processes. Tracking metrics like Lean maturity scores and generated cost savings indicated the program was on track. Lessons learned emphasized Lean as a long-term way of working and the importance of top-down support and bottom-up implementation.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Advanced Resources guarantees every placement and delivers exceptional results including filling over 90% of positions and an 85% return rate for employees.
Advanced Resources is a recognized leader in staffing solutions with over 20 years of experience. It provides talent acquisition and workforce business solutions to help clients succeed. Advanced Resources guarantees every placement and delivers better staffing value through exceptional candidates and industry-leading results.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Advanced Resources guarantees every placement and delivers exceptional results including filling over 90% of positions and an 85% return rate for employees.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Advanced Resources guarantees every placement and delivers exceptional results including filling over 90% of positions and an 85% return rate for employees.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Their solutions include temporary staffing, direct hire placements, managed staffing programs, and workforce consulting. Advanced Resources guarantees their placements and is passionate about delivering results for their clients.
Advanced Resources is a recognized leader in staffing solutions with over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients succeed. Their expertise, resources, and focus on results set them apart from other staffing firms.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Their solutions include temporary staffing, direct hire placements, managed staffing programs, and workforce consulting. Advanced Resources guarantees their placements and is passionate about delivering results for their clients.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Their solutions include temporary staffing, direct hire placements, managed staffing programs, and workforce consulting. Advanced Resources guarantees their placements and is passionate about delivering results for their clients.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Advanced Resources guarantees every placement and delivers exceptional results including filling over 90% of positions and an 85% return rate for employees.
Storyboards are a visual planning tool used in film and video production. They consist of a series of illustrations or images displayed in sequence to demonstrate the key scenes, shots, and progression of a proposed motion picture or video production. Storyboards are an essential pre-production element that allows filmmakers to visualize how the final product will be constructed and flow before significant resources are devoted to actual filming.
Presentation of the workshop "RRI Tools" by Viola Pinzi, held during the 9th Science Projects Workshop in the Future Classroom Lab, Brussels, 6-8 November 2015
This document discusses resources for a barista training course available on the Virtual Learning Environment (VLE). It includes video tutorials hosted on YouTube, a barista simulation game, and a mobile barista course accessible via smartphones. The video tutorials provide step-by-step instruction, while the simulation allows trainees to practice barista skills in a game-like format with tasks, feedback, and assessment. The mobile course delivers tutorials, videos and quizzes for on-the-go reference to support training staff and learners.
A Jisc RSC summary presentation for the Insight 2013 series. More resources from the summer conference at http://moodle.rsc-em.ac.uk/course/view.php?id=252
This document provides an overview of using mobile devices for learning. It discusses questions around whether learners use their own devices or devices from the organization. Popular apps for learning like Edmodo, Notetaker, and Google Drive are mentioned. The document also covers managing content across multiple devices, using tools like Apple Configurator, and choosing apps based on criteria like relevance and engagement. Resources for evaluating educational apps and volume purchasing apps are provided.
This document discusses using social media, particularly Facebook, in educational settings. Dawn Maplethorpe, a lecturer from Boston College, describes how she set up closed Facebook groups for each of her student cohorts. She found that this allowed her to more easily communicate reminders, share resources, and foster a supportive online community among students. Students could ask questions, participate in polls, and share work and pictures. This increased retention and success rates. While there are some risks like improper use, most students had access and it became a core part of the course. The document encourages attendees to consider what social media tools they could use productively with their own students.
The Educational Training Fund (ETF) is a demand-driven capacity building approach used by FHI 360 on its UGM Project in South Africa. Through the ETF, partners could access over 136 different learning opportunities like courses, conferences, and professional memberships. This allowed staff at various levels to strengthen their skills in areas like financial management, M&E, and governance. Evaluations found the ETF improved service delivery and organizational effectiveness. Lessons learned included the benefits of investing in frontline health workers and the importance of organizational ownership over capacity strengthening.
Willowtree Advisors has designed a Lean Enterprise Initiative that includes a Lean transformation framework and a philosophy for Lean Six Sigma and Change Management approaches that could translate to any industry.
Sourcing and attracting ghanaians from the diaspora final 2dennishayford1
This document outlines a strategic plan to source and attract Ghanaians from the diaspora. The vision is to be a world-class recruiting organization that provides strategic sourcing using best practices. Goals include attracting best-in-class Ghanaian talent while maximizing hiring and building a strong employer brand. Key strategies involve developing talent pipelines in advance of needs, leveraging employee referrals, using search firms and partnerships, and branding on African-focused websites and events.
Lean As A Driver For Change And Cost Reduction At Kbc Ict Jan MennensJan Mennens
KBC Bank implemented a large-scale Lean transformation program to drive efficiency and cost reduction. They started by building an internal Lean coaching team and conducting top-down analysis to identify focus areas. Key Lean tools like visual management, daily stand-up meetings, and Kaizen events were deployed across business units. A three-phase implementation approach focused on creating awareness, building understanding, and developing capability. Early results included 12-50% improvement in various processes. Tracking metrics like Lean maturity scores and generated cost savings indicated the program was on track. Lessons learned emphasized Lean as a long-term way of working and the importance of top-down support and bottom-up implementation.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Advanced Resources guarantees every placement and delivers exceptional results including filling over 90% of positions and an 85% return rate for employees.
Advanced Resources is a recognized leader in staffing solutions with over 20 years of experience. It provides talent acquisition and workforce business solutions to help clients succeed. Advanced Resources guarantees every placement and delivers better staffing value through exceptional candidates and industry-leading results.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Advanced Resources guarantees every placement and delivers exceptional results including filling over 90% of positions and an 85% return rate for employees.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Advanced Resources guarantees every placement and delivers exceptional results including filling over 90% of positions and an 85% return rate for employees.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Their solutions include temporary staffing, direct hire placements, managed staffing programs, and workforce consulting. Advanced Resources guarantees their placements and is passionate about delivering results for their clients.
Advanced Resources is a recognized leader in staffing solutions with over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients succeed. Their expertise, resources, and focus on results set them apart from other staffing firms.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Their solutions include temporary staffing, direct hire placements, managed staffing programs, and workforce consulting. Advanced Resources guarantees their placements and is passionate about delivering results for their clients.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Their solutions include temporary staffing, direct hire placements, managed staffing programs, and workforce consulting. Advanced Resources guarantees their placements and is passionate about delivering results for their clients.
Advanced Resources is a recognized leader in staffing solutions that has over 20 years of experience. They provide talent acquisition and workforce business solutions to help clients achieve success. Advanced Resources guarantees every placement and delivers exceptional results including filling over 90% of positions and an 85% return rate for employees.
Storyboards are a visual planning tool used in film and video production. They consist of a series of illustrations or images displayed in sequence to demonstrate the key scenes, shots, and progression of a proposed motion picture or video production. Storyboards are an essential pre-production element that allows filmmakers to visualize how the final product will be constructed and flow before significant resources are devoted to actual filming.
Presentation of the workshop "RRI Tools" by Viola Pinzi, held during the 9th Science Projects Workshop in the Future Classroom Lab, Brussels, 6-8 November 2015
This document discusses resources for a barista training course available on the Virtual Learning Environment (VLE). It includes video tutorials hosted on YouTube, a barista simulation game, and a mobile barista course accessible via smartphones. The video tutorials provide step-by-step instruction, while the simulation allows trainees to practice barista skills in a game-like format with tasks, feedback, and assessment. The mobile course delivers tutorials, videos and quizzes for on-the-go reference to support training staff and learners.
A Jisc RSC summary presentation for the Insight 2013 series. More resources from the summer conference at http://moodle.rsc-em.ac.uk/course/view.php?id=252
This document provides an overview of using mobile devices for learning. It discusses questions around whether learners use their own devices or devices from the organization. Popular apps for learning like Edmodo, Notetaker, and Google Drive are mentioned. The document also covers managing content across multiple devices, using tools like Apple Configurator, and choosing apps based on criteria like relevance and engagement. Resources for evaluating educational apps and volume purchasing apps are provided.
This document discusses using social media, particularly Facebook, in educational settings. Dawn Maplethorpe, a lecturer from Boston College, describes how she set up closed Facebook groups for each of her student cohorts. She found that this allowed her to more easily communicate reminders, share resources, and foster a supportive online community among students. Students could ask questions, participate in polls, and share work and pictures. This increased retention and success rates. While there are some risks like improper use, most students had access and it became a core part of the course. The document encourages attendees to consider what social media tools they could use productively with their own students.
The document discusses using video conferencing and streaming for educational purposes. It provides an overview of different video conferencing options from desktop software like Skype to more advanced telepresence systems. It also discusses considerations for creating and streaming online video content like output formats, encoder types, and live streaming providers. The Janet videoconferencing service is introduced which provides a secure web-based system for booking or launching video calls with other sites. Features like desktop sharing, recording, and support are highlighted. Examples are given of UK colleges using JanetVC to facilitate mergers and broadcast lectures between campuses.
This document discusses insights into revisiting e-portfolios. It outlines considerations for implementing e-portfolios, including that they be visually appealing, easy to use, allow for planning and use of resources, and provide training and support. The document also notes things that arose during implementation, such as supporting different awarding organizations and managing staff expectations. Finally, it advertises upcoming demonstrations of e-portfolio use at various colleges.
The Principal and the Senior Management team have turned to technology to transform learning in an attempt create a coherent, consistent and cost-effective kick-start to the change management process after a series of mergers and acquisitions.
Howard and Bob shared with delegates the progress so far and the lessons learned from their experience of the organising and delivering Leeds City College Learning Festival 2012.
Presented at the RSC East Midlands e-fair - http://moodle.rsc-em.ac.uk/course/view.php?id=209
This document appears to be a slide deck from a presentation on e-learning and teaching given by Steve Saffhill on June 18, 2012. The slide deck covers topics such as the future workforce, learners' potential, critical thinking, using technology like mobile apps and social media to enhance learning, and how emerging technologies like augmented reality could impact the future of learning. It provides examples of tools that can be used for assessment, managing evidence, and visualizing concepts like Bloom's taxonomy. The final slides discuss preparing for emerging technology and a roadmap for the future of learning.
This document appears to be slides from a presentation on Moodle. The agenda includes discussions on Moodle 2.3 and private files, the lesson module in Moodle 2.2, and a catch up on what attendees have been doing. Additional topics in the presentation include administration of private files, the structured lesson feature, and learning tools interoperability (LTI) which allows integration of external applications into Moodle.
This document summarizes a presentation about QR codes. The presentation introduced QR codes and how to scan and create them. It provided examples of how QR codes could be used for teaching, learning, business processes, and marketing. Attendees were asked to share how they currently use or plan to use QR codes. The presentation concluded by providing further information and support resources for using QR codes.
This document outlines the agenda and topics to be covered for a Moodle User Group meeting on November 15, 2012. The agenda includes introductions, discussions on Moodle 2.3 features like drag and drop uploading, the Lesson module, external tools, and an open discussion period. One topic is on cloning a Moodle site for testing upgrades or migrating to a new server. Alternatives to long scrolling topic lists in courses are also mentioned.
This presentation discusses open educational resources (OER), which are teaching and learning materials that can be freely used and reused. It defines OER and provides examples of different types, including open courseware, reusable learning objects, and massive open online courses. The presentation also covers finding and accessing OER through repositories, creating OER, and implementing OER in teaching through staff development activities. It aims to raise awareness of OER and their benefits for expanding access to educational materials.
This presentation was delivered as a webinar as part of Insight 2014; Do IT digital-e
Tools explored were Mentimeter, Polleverywhere, Socrative and Nearpod, TitanPad
This document introduces various apps that can be used for teaching and learning, including iBooks, folders to organize apps, and drawing, ebook, and mapping apps. It provides examples of how these apps can be used for activities in different subject areas like recording lessons, polling students, creating presentations and tutorials. It also lists resources on the RSC Moodle site related to accessibility, flipped learning, and a JISC RSC toolbox for loaning educational technology tools.
This document summarizes a presentation on flipped learning given on January 8, 2013. It discusses flipping the traditional classroom model by having students learn new material through online videos before class, then doing homework and having discussions in class. This allows class time to be used for active learning activities. The presentation covered the benefits of flipped learning, such as flexible access and personalized learning. It also provided examples of tools that can be used to create flipped resources and deliver online training through a virtual learning environment.
Using new technologies in the HE classroom focuses on three main topics:
1) The importance of knowing what learners know through diagnostic assessments and gathering evidence of learning.
2) The need for teachers and learners to work together using tools like Moodle, argument mapping and video to improve critical thinking.
3) Harnessing students' use of mobile technologies and social media to make the classroom more engaging and help develop skills needed for future jobs.
The purpose of the WIDGaT tool, created by the Accessibility Research Centre at Teesside University, is to support the production by non-technical staff of widgets that meet the needs of learners with disabilities who may require their learning resources to be adapted or personalised.
The WIDGaT toolkit (Design Template, Authoring Tool and Widget Repository) supports tutors and carers to design and develop, without any technical knowledge beyond basic computer literacy, open source, W3C standard widgets.
Strategies for technology adoption pptxRick VanSant
The document discusses increasing adoption of blended and online learning at universities. It provides research showing that blended and online learning can save institutions money and produce equal or better learning outcomes compared to traditional face-to-face instruction. The document then discusses barriers to faculty adoption, such as lack of time and support, and provides strategies for increasing adoption, including assessing opportunities and priorities, and targeting administrators, newer faculty, and certain disciplines that may be more receptive to online learning.
Forbes Marshall has been on a journey to become a great place to work since 1925. They focus on employee development through competency mapping and training, maintain open communication through various forums and tools, and empower the community through CSR initiatives in health, education, and women's programs. Though challenges remain in fully engaging all generations of employees and overcoming issues in CSR work, Forbes Marshall continues their journey towards being a role model organization.
Accelerating Learning for Business Impact - NuVeda Corporate Presentation Balasubramanian Krishnan
Accelerating Learning for Business Impact - NuVeda is an end-to-end learning solution provider for Corporates, Universities and educational institutions.
Contact us at info@nuvedalearning.com
Preparing your business for skills development omni hr consultingOmni HR Consulting
The document discusses skills development initiatives in South Africa. It presents three key points:
1. The South African Constitution guarantees the right to education for all, and the South African Qualifications Authority was established to ensure quality education and allow learners to transfer qualifications between institutions.
2. Dignity in the context of skills development means opportunities for lifelong learning, respect from family and community, and wages that benefit families and communities.
3. For businesses, skills development means establishing a strategic training and development plan aligned with business needs, learning frameworks, quality assurance, and ensuring learning strategies are experiential and help develop skills and unconscious competencies.
This document discusses the MBA program at JAIN University. [1] It outlines the program's objectives of giving students global exposure, developing an entrepreneurial mindset, and ensuring employability. [2] The program offers various student enrichment initiatives including pre-placement training, language proficiency courses, and industry visits. [3] It emphasizes developing well-rounded students and preparing them to take on leadership roles at Fortune 100 companies through case studies, projects, and interactions with business executives.
Shifting the conversation from cost to value! How to gather the right evidenc...Dr. Regis P. Chasse, MBA
For many years, Chief Learning Officers have proudly reported the cost of a learning hour, the ratio of L&D professionals per 1000-employee, or how many people their high-priority programs reached (efficiency); however, many learning executives struggle to articulate the real business value of their learning initiatives. Moving the conversation with stakeholders from a cost perspective to a value perspective is a critical aspect of engaging in rich exchanges with the business and becoming a true business partner.
After a focused effort, Majid Al Futtaim’s Leadership Institute now uses a pragmatic and cost-effective approach to measure the business impact of learning (effectiveness). The Leadership Institute Framework for Effectiveness Evaluation (LIFE2) will be introduced, supported with real examples from its School of Leadership Development and the School of Analytics & Technology.
Objectives :
• Understand the pillars of the Leadership Institute Framework for Effectiveness Evaluation (LIFE2)
• Understand the key steps to develop their own measurement approach for a specific program
• Understand the importance of post-measurement dialog with the business and follow-though
• Gain insights on the Leadership Institute lessons learned while implementing this framework
Target audience: Learning and HR business partners and executives who want to build credibility and trust with the business, and show the business value of their learning initiatives.
Presentation on "Views on 2030" by Dr. Robin Mann during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
This document discusses training and development in three paragraphs:
1) It outlines the importance of identifying learner needs through a training needs analysis to determine existing and required capabilities. Data should be gathered from documentation, surveys, competence frameworks and performance analysis.
2) A learning and talent development strategy should be influenced by business strategy, operational factors, and a human capital approach. The strategy also needs to be regularly updated.
3) Training must be translated into tangible results for the business. Companies should move away from traditional classroom styles and provide bite-sized, mobile-friendly learning modules. Line managers play a key role in supporting learning but are often not effective in this role.
The document provides a timing model for assessments at Bournville College. It lists units from Year 1, including their codes, credits, SCQF levels, number of assessments, estimated assessor time per assessment in minutes, and overhead minutes for verification. The model aims to estimate timing for carrying out assessments and the internal verification process.
Business Development Strategies to Build Your Employer Relations Programcxgarcia
The document outlines a strategic planning model for employer relations at a university career center. It involves discovering institutional strengths and employer needs through data analysis, planning engagement activities aligned with academic and employer calendars, implementing a marketing plan including events and social media, and measuring outcomes through key performance indicators to refine future efforts. The goal is to effectively promote the university and its students to employers while leveraging career center resources.
The ADDIE model is a five phase instructional design process used to develop training programs. The five phases are analysis, design, development, implementation, and evaluation. In the analysis phase, training needs are identified through requirements, gaps, and audience analysis. The design phase involves writing objectives, defining measurements, and determining instructional strategies. Development creates instruction on knowledge, skills, and behaviors. Implementation prepares technology, support, trainers, and learners for training sessions. Evaluation assesses return on investment, on-job performance, tests, and learner reactions.
The document outlines a process for conducting a training needs assessment for sales executives. It involves identifying training needs, writing development objectives, selecting appropriate training methods, and evaluating results. The goals are to determine how training can improve performance, distinguish needs from organizational issues, and link development to business goals. Key steps include auditing current skills and needs, analyzing gaps, planning objectives and methods, and measuring pre-and post-training performance.
Trudy Turner from the University of Kent, shared the university's 'Digital Roadmap' with colleagues at the Talis Aspire Open Day in Bristol, November 2012.
'Why Talis Aspire is on Our Roadmap'
Despite Learning measurement frameworks like Kirkpatrick and Philips ROI that have been around for so many years, defining meaningful measures still continues to be a big challenge for L&D. ‘E’ has become the most ignored in ADDIE.
We talk to an experienced panel about the unsatisfactory current state and what needs to be done to improve the importance, visibility and value of measuring Learning effectiveness in the real world. We focus on how to collect actionable insights about learning effectiveness: not only seeking to answer, did learning achieve the desired or intended result, but also why/why not.
Competency-based Learning: A Practical Process and Living Case Study Tom Gram
Presentation for Canadian Society for Training and Development CSTD 2014 Conference. Tom Gram (Global Knowledge) and Lawrence Stevenson (IT Source, Workforce Optimization, Ontario Public Service)
Sullivan Consulting is a boutique management consulting firm specialized in softskills training. They have over 10 years of experience providing training and consulting services in areas such as leadership, communication, and change management. Their client-focused approach and proven training methodology have helped them achieve high returns on investment for clients in various industries in the US, Puerto Rico, and other Caribbean countries.
WEBINAR: ROI: Enabling Your Learning Initiatives to Connect to the Bottom LineOntuitive
This document discusses the benefits of performance support over traditional training. It begins by showing statistics on how training is ineffective at transferring knowledge to job performance. It then defines performance support as an integrated system that provides on-demand guidance to enable high performance. It discusses measuring learning outcomes versus measuring performance outcomes. Examples are provided of organizations successfully using performance support solutions embedded within business systems and processes to improve employee productivity, reduce costs, and drive better business results.
The document summarizes an organizational development team meeting at NHSBT. It discusses:
1) What organizational development (OD) is and a model for OD called Burke Litwin that focuses on 3 themes - organizational culture, leadership and talent management, and communication.
2) How NHSBT practices OD through engaging stakeholders, designing and implementing solutions, and evaluating results.
3) NHSBT's approach to talent management, cultural shift from qualifications to business learning, and measuring successes through an evaluation model.
4) The need to shift from learning and development to organizational development and change.
People & Performance A/S is a Danish consulting firm that specializes in recruitment, training, development, and advising. They recruit candidates and place them in positions at client companies. The document provides an overview of the company's consultants and specializations. It describes their approach, which focuses on strategy, culture, competencies, and performance. It also outlines their business areas and recruitment process.
People & Performance A/S is a Danish consulting firm that specializes in recruitment, training, development, and advising. They recruit candidates and place them in positions at client companies. The document outlines their approach, business areas, experience working with companies globally, and recruiting process. They aim to provide customized solutions and have a database of candidates and recruitment experience since 2007.
The document discusses strategies for increasing online learning delivery to 10% as encouraged by the Skills Funding Agency. It addresses developing digital literacy skills among both learners and staff. The Amateur Swimming Association describes its experience transitioning learning online using the PebblePad platform, emphasizing the importance of support, training, and celebrating learner successes during this change.
The Skills Funding Agency clarifies that further education providers are not expected to deliver 10% of all courses entirely online by 2016. Rather, providers should determine where blending online and classroom delivery can improve learning programs. This blended approach can provide learners with more flexible access to education and opportunities to learn at their own pace, developing digital and employability skills.
This document summarizes the agenda and discussions from a Moodle User Group meeting. The agenda included discussions around Jisc's reorganization, news and updates to Moodle, and experiences using learning platforms. Key points included the closure of Jisc regional support centers, new OU courses on Moodle quizzes, and improvements to Moodle's gradebook and other features in the upcoming version 2.8 release. Participants also shared challenges and strategies for moving learning online.
Overview:
‘I am enabled and empowered to use technology and online resources to support my learning’ has been added
to Ofsted’s Learner View survey.
This second In Brief session will offer practical tips, tools and strategies for addressing the challenges posed by this statement and the Government response to the FELTAG recommendations for online learning.
We focus on practical tools to support you in your role in developing more online delivery of learning.
Practical tips and strategies for addressing the challenges posed by the Government supported FELTAG recommendation “the inclusion in every publicly-funded learning programme from 2015/16 of a 10% wholly-online component, with incentives to increase this to 50% by 2017/2018.”
This workshop raises awareness of what "flipped learning" is, its benefits, as well as exploring a range of free tools to create flipped learning resources
Here are the steps to draw and label shapes in Infuse:
1. Tap the "Draw" button to open the drawing tools
2. Select a pen colour and style
3. Tap the screen and drag to draw the desired shape
4. Tap the shape to add text labels
5. Tap the picture icon to add an image
6. Tap the cloud icon to download and insert an image
7. The teacher can ask drawing-based questions that students respond to using the tools.
This document summarizes the agenda and topics for a Moodle User Group meeting held on May 23rd, 2014. The agenda included discussions on Moodle 2.7 updates like a new editor and assignment features, as well as a presentation on the Canvas VLE system. Additional topics were adding revolving pictures, monitoring Moodle use, real-time collaborative editing, and the Insight 2014 online and in-person teaching and learning event from the RSC East Midlands focusing on digital skills and technologies. Contact information was provided for further details.
This document discusses accessibility features of mobile devices like iPads. It aims to provide awareness of these features and hands-on experience through exploration. Key features covered include screen reading, magnification, text-to-speech, and optical character recognition. Specific apps are also highlighted that can assist with text capture, text-to-speech, and magnification. Contact information is provided for further information.
The document provides information on developing digital employability skills programmes that integrate functional skills. It outlines workshop objectives to develop practitioner knowledge around creating innovative learning programmes for employability and functional skills that identify the skills learners need and how they are applied in seeking employment. It will identify digital tools used in the workplace and how they can deliver learning and develop digital and functional skills, including safe use of technology and online social responsibilities. Tips are provided on creating an online presence for job seeking and using digital skills to put functional skills into practice through online activities and projects.
The presentation explores how tablets can transform education by signing apps and tools for teaching, learning, assessments, and general use. Examples of apps are given for collaboration, creating resources, lifestyle activities, and typical ways staff and students currently use tablets. Assessment and
This document discusses how to help students and staff get the most out of using mobile devices and tablets at school. It addresses expectations from regulatory bodies like OFSTED, as well as user expectations. The presenters suggest letting the individual user decide which platform - Android, Apple, or Microsoft - is best for them. Several options for managing devices are presented. Contact information is provided for anyone seeking additional resources or support from the Regional Support Centre on using technology in education.
Game-based learning uses branching story scenarios to develop communication skills for adult learners. The eTrees project aims to create an online application using branching stories and games to improve workplace communication. The consortium includes experts in serious games development, adult education providers, and organizations focused on learning methodologies. Games appeal to adults and are effective because they replicate real-life problems, allow experimentation and replay, and promote active, experiential and self-directed learning through goals, feedback, challenge and storytelling. The eTrees tool will be tested in 2014 and launched to allow trainers and businesses to create customized branching scenarios.
The document discusses engaging learners through the use of mobile devices. It provides an overview of a session that will explore effective apps for teaching and learning. Examples of typical activities that can engage learners using mobile devices include collaboration, assessment, creating resources, and using images, audio, and video. Specific apps that are highlighted include Educreations, Skitch, ShowMe, Explain Everything, Pinterest, Evernote, and Polleverywhere. Attendees will have the opportunity to share the top tools they use for engaging learners.
The document summarizes a session on using technology for literacy and numeracy. It provides an overview of apps and websites that can be used for mobile learning, including Infuse Learning for pushing questions and quizzes to students. It also discusses developing digital skills and delivery through webinars. Lastly, it mentions other ways technology can be used and provides information on finding additional resources through the RSC East Midlands Moodle site.
A workshop that explored some free e-assessment tools, including Mentimeter, Polleverywhere, Socrative, Nearpod, Infuselearning, Showbie and Three Ring
An exploration of the RAPTA tool (Review and Plan for Technology in Action), and how it can be used to support the Self Assessment review process (SAR) and development of a Quality Improvement plan (QIP)
This document discusses screencasting techniques and applications. It defines screencasting as capturing screen activity and audio commentary as a video. Screencasting allows demonstrating processes, presentations, software usage, and more. It has benefits like being easier and allowing re-viewing compared to only explanations. Popular screencasting software includes free options like CamStudio and paid options like Camtasia. Successful screencasting requires preparation like finding a quiet space, using a microphone, and possibly scripting. It can be used for many purposes in education like demonstrations, mini-lectures, and feedback.
The document discusses a pilot program to deliver functional skills courses online. It provides an overview of the pilot's aim, target group, course design process, tips for learner engagement, impact and lessons learned. The pilot program has been running successfully for 5 years, delivering literacy and math courses online and in a blended format to over 250 learners. Key challenges have included ensuring learner motivation and reliable technology infrastructure to support online coursework, assessments and interactions between learners and tutors.
Insight into Developing Digital and Functional skills of those seeking employ...Jisc RSC East Midlands
The document discusses developing digital employability skills and integrating them with functional skills training. It covers how recruitment trends have changed with employers now extensively using online platforms like LinkedIn and social media to find candidates. The importance of including digital skills training like using social media for job seeking, cloud technologies, and online responsibilities is emphasized. Examples are provided of activities like creating websites and surveys that allow functional skills to be practiced digitally. Blended learning models combining online and in-person methods are proposed as effective ways to deliver this training.
Insight into Developing Digital and Functional skills of those seeking employ...
Improving business performance
1. Stuart Jones – Regional Support Centre (East Midlands)
December 5, 2012| slide 1
RSCs – Stimulating and supporting innovation in learning
Go to View > Header & Footer to edit
4. The Failure of Modern Management Systems
QUESTION:
How can intangible assets such as
people, processes, customers, quality
and data, be monitored and managed
effectively using a 500 year old system
that was designed for use with tangible
assets?
December 5, 2012| slide 4
5. How can we improve business
performance?
Efficiency Savings - e.g. Reduce overhead & /
or reduce waste
Increase Profit – e.g. change methods - delivery approach
Increase Revenue - e.g. additional funding
Increase Market Share
- Improve quality
- Improve Learner / Stakeholder Satisfaction
- Take a competitive stance
December 5, 2012| slide 5
7. Why is our data important?
It’s not!
Some of it is ... some of it isn’t
Because of the ILR, - in order to get our funding
Because Ofsted need it ... and will look at it
It goes towards the National statistics
It helps me/us to understand our business
To ensure that we are delivering a quality service
Regional Support Centre – East Midlands December 5, 2012| slide 7
8. What do we mean by quality?
What do Ofsted mean?
What do our funders mean?
What do our learners mean?
What do you mean?
…how seriously do you take quality?
…do you determine your cut-off point(s)
Regional Support Centre – East Midlands December 5, 2012| slide 9
11. Learner Life Cycle
Admissions/
Engagement On Programme Quality Completion
Enrolment
Advice & Attendance
Web Site Awarding
Guidance Assessment
Organisations
Work Placement
Marketing Applications
Additional
Referral Learning Advice &
Timetable Communications Grades
Support Guidance
Diagnostic Outcomes
Enquiries Formative Pastoral Summative
assessment
Induction Assessment Support Assessment
Promotional
Events
Offer Learner 's journey
Learning Destination
ILP e-Portfolio
Interviews Resources & Progression
VLE
Learner Staff
Satisfaction Satisfaction
December 5, 2012| slide 12
Curriculum perspective
12. Some typical KPIs ……
Area KPI Measure
ADMISSIONS Applications Number of applications
Number of interviews waiting, held
Number of rejections
Number of offers, conditional or unconditional
Number of acceptances
Number of declines
ON COURSE Enrolment numbers Numbers by age group
Numbers by mode of attendance
Numbers by E & D
Numbers by feeder school
Retention Percentage of starters
Attendance Percentage against possible attendances
Punctuality Percentage of ‘on time’ attendances
ACHIEVEMENT Pass rates Numbers of grades
Number of achievements
Percentage of entrants
Success Rates Numbers by qual type, by SSA
Percentage of starters
Percentage of completers
DESTINATIONS Numbers by destination type
Numbers progressing to next level of training or education
QUALITY Teaching Observation Numbers by grade
Learner Voice Satisfaction percentages
13. December 5, 2012| slide 14
RSCs – Stimulating and supporting innovation in learning
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16. Real Examples of Visual Dashboards
December 5, 2012| slide 17
Dashboards
17. So what is a data dashboard or data
visualisation?
December 5, 2012| slide 18
18. What technologies are available,
appropriate and affordable? 2 of 2
Freeware
– Fusion Charts Free
– Pentaho
– Joomla
Specialist Products
– Dynistics
• http://www.dynistics.com/Gallery.aspx
– Intuitive BI
• http://www.intuitivebusinessintelligence.com
– Qlikview
• http://qlikview.com
Consider data collection and transformation needs
19. What technologies are available,
appropriate and affordable? 1 of 2
Microsoft products
– Microsoft Office
• Excel 2010 with PowerPivot
• Excel 2007 with PivotTables and Pivot Charts
– SQL server 2005 or 2008
• Reporting Services
• Analysis Services
– SharePoint 2007 or 2010
• Excel Services
20. What needs to be done?
Identify all potential systems with data
Identify existing owners of systems and scale of existing
reporting
Create a set of documents to capture the requirements of
the design and display
Produce a data architecture to deliver the dashboards and
any other reporting
Create a set of spreadsheet templates to address the
identified needs
21. Stuart Jones – Regional Support Centre (East Midlands)
stuart.jones@rsc-em.ac.uk
07595119434
www.rsc-em.ac.uk & Footer to edit December 5, 2012| slide 22
RSCs – Stimulating and supporting innovation in learning
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Editor's Notes
<?xml version="1.0" encoding="ISO-8859-1" ?><poll url="http://www.polleverywhere.com/multiple_choice_polls/MTY3MTc5MTU0Mg"> <!-- This snippet was inserted via the Poll Everywhere Mac Presenter --> <!-- The presence of this snippet is used to indicate that a poll will be shown during the slideshow --> <!-- TIP: You can draw a solid, filled rectangle on your slide and the Mac Presenter will automatically display your poll in that area. --> <!-- The Mac Presenter application must also be running and logged in for this to work. --> <!-- To remove this, simply delete it from the notes yourself or use the Mac Presenter to remove it for you. --> <title>Why is your data important?</title></poll>
To use Microsoft Office Excel Web Access, you must be using the version of Excel 2007 that comes with Microsoft Office Professional Plus 2007 or Microsoft Office Enterprise 2007. In addition, the server that is running Office SharePoint Server 2007 must have Excel Services enabled.To include a KPI on your dashboard, you must have permission either to create a new KPI list or to access an existing one. By default, members of the Site Members SharePoint group can edit pages, but not create KPI lists. To create a KPI list, you must have the Manage Lists permission. By default, members of the Site Owners SharePoint group have this permission.Permissions and trusted locations are usually set by the site administrator.When you create the dashboard, you choose how many reports and KPIs that you want on the dashboard and where they appear on the page. After the page is created, you can customize it by adding and removing Web Parts, changing the layout, and connecting and filtering Web Parts.A Data Connection Library (DCL) is a special SharePoint document library that can be defined as a trusted location library and that makes it easy to store, secure, share, and manage .odc files. For example an administrator may need a to move a database from a test server to a production server, or update a query that accesses the data. By using one .odc file saved in a DCL, administration of this connection information is much easier and the user's access to data is more convenient because all workbooks use the same connection file and a refresh operation, whether on the client or server computer, gets up-to-date changes to that connection file. You can even set up Office SharePoint Server and a user's client computer to automatically detect changes to the connection file and use the most up-to-date version of that connection file.
To use Microsoft Office Excel Web Access, you must be using the version of Excel 2007 that comes with Microsoft Office Professional Plus 2007 or Microsoft Office Enterprise 2007. In addition, the server that is running Office SharePoint Server 2007 must have Excel Services enabled.To include a KPI on your dashboard, you must have permission either to create a new KPI list or to access an existing one. By default, members of the Site Members SharePoint group can edit pages, but not create KPI lists. To create a KPI list, you must have the Manage Lists permission. By default, members of the Site Owners SharePoint group have this permission.Permissions and trusted locations are usually set by the site administrator.When you create the dashboard, you choose how many reports and KPIs that you want on the dashboard and where they appear on the page. After the page is created, you can customize it by adding and removing Web Parts, changing the layout, and connecting and filtering Web Parts.A Data Connection Library (DCL) is a special SharePoint document library that can be defined as a trusted location library and that makes it easy to store, secure, share, and manage .odc files. For example an administrator may need a to move a database from a test server to a production server, or update a query that accesses the data. By using one .odc file saved in a DCL, administration of this connection information is much easier and the user's access to data is more convenient because all workbooks use the same connection file and a refresh operation, whether on the client or server computer, gets up-to-date changes to that connection file. You can even set up Office SharePoint Server and a user's client computer to automatically detect changes to the connection file and use the most up-to-date version of that connection file.
List all systems with supplier, server, stakeholdersIdentify existing reporting, queries and how this is done and by whomDocuments – simple dashboard shapes e.g. 1 by 2, 2 by 2 max 6 on screen Design specification – where is data, style, colours, users ETL specification – for developers to provide the data, frequency of refreshVisited other collegesSpeak with people about what they know and can do – and what they want to do more ofData architectureEvaluated lots of software options – some selectively rejected