Download to read offline
Les Heath Consulting
- 1. Business Alignment Workplace Coaching HR Integration Evaluate Training Managed Learning Learning Culture Appropriate Interventions LES HEATH Learning and Development Consultant
- 2. Introduction • 24 yearsexperience. • Worked for: • an internal training department of a large multinational company • a training consultancy company • a training management company • Competencies include; • Training Needs Analysis • Programme Outline Design • Project Management of Content Design • Training Delivery Management • Training Evaluation • Management Reporting • Supplier Management • Client Management • Administration Support Management
- 3. For me asa Learning & Development Business Alignment Consultant, the process begins by: Workplace HR Coaching • building stronger bridges between Integration Evaluate Training myself, my customers management and Managed Learning Learning Culture functional units. Appropriate Interventions • creating a different level of dialogue by questioning my customers requirements. It’s not about the training customers want, but instead the training they need to meet their business challenges.
- 4. As a Learning& Development Consultant, it would Business be my role to ensure that training programmes align Alignment Workplace HR with company talent management strategy, which Coaching Integration itself is part of the overall organisational strategy. Evaluate Training There are three outcomes to this targeted approach: Managed Learning Learning Culture • Firstly, training is provided only where it is Appropriate Interventions needed, thus conserving the training budget. • Secondly, participants are more committed to learning because it impacts their progress in the organisation. • Last but not least, it works, and has the added benefit of garnering greater support from senior management because they can clearly see how it improves the organisation.
- 5. Having worked inmultinational companies I have worked on the establishment of Corporate Business Alignment Learning Cultures. Workplace Coaching HR Integration My goal is to provide expertise that may not be Evaluate Training available in-house to develop a Learning Managed Learning Culture no matter the size of organisation. Learning Culture The 10 key attributes required are: Appropriate Interventions • Promote learning • Lead by example • Involve others • Be involved in designing the training • Vary the approach • Build relationships • Recognise current skills • Take advantage of employees’ interests • Consider the business’ needs
- 6. An appropriate trainingintervention is delivered using the most effective method at the right time Business Alignment to meet a specific business challenge. Workplace HR Coaching Designing a training programme is Evaluate Integration multidimensional. It involves being aware of.. Training Managed • the most suitable training method for the topic Learning Learning Culture • the learning objectives Appropriate Interventions • the learner needs • the availability of facilitators • training materials • the urgency for training • the training budget available. Based on my experiences over the last 24 years, I am able to provide my customers with training programmes which are both effective and appropriate and delivered by experienced
- 7. I understand theLearning & Development Business Alignment support my customers need to make a Workplace HR Coaching difference, which is why I provide Evaluate Integration Training Managed Learning consultancy and Managed Learning Learning Culture advice. Appropriate Interventions I can provide advise on which Learning Management System (LMS) would be most suitable given organisation size. I can also, if required, provide access to an LMS and an administrator to assist with managing learners and the LMS.
- 8. The term coachinghas been around in Business business for much of the last decade, and yet Workplace Alignment still has varied interpretations. Coaching HR Integration Evaluate Simply defined, coaching is one person Training guiding another through a process, leading to Managed Learning Learning Culture performance enhancement. The applications Appropriate Interventions can vary; support to achieve a specific project, helping an individual to do better what they already do well, or developing a skill they don't yet possess. My consultancy will provide my customers with access to coaches experienced at all levels to enhance their organisation’s training.
- 9. Many people thinkthat evaluation of training Business is about checking that “things were okay” Workplace Alignment HR during the training but in fact it goes much Coaching Evaluate Integration further and can include whether… Managed Training Learning • The training is supporting the organisation to develop its staff Learning Culture and is contributing to the recruitment and retention functions Appropriate Interventions of the organisation • Workers, and the services they provide are improving as a result of the investment in their development • The facilitation techniques and methods used are worthwhile • The provided training makes the best use of resources • The trainer or facilitator requires development • Materials need to be improved • Further investment in training is required In the role of Learning & Development Consultant, I can help develop the most suitable and informative evaluation tools for my customers organisation.
- 10. Business Alignment Workplace Coaching HR Integration Evaluate Training Managed Learning Learning Culture LES HEATH Appropriate Learning & Development Interventions Consultant Tel: 07847 540 536 E-Mail: lesheath.consulting@yahoo.co.uk http://uk.linkedin.com/in/lesheath
Editor's Notes
- #6 Promote learning – Your business should emphasise the benefits of training and ongoing learning, including learning on the job, improving efficiency and dealing with change.Lead by example – The culture of learning and training should be promoted by your organisation’s managers, who themselves should receive training and show a positive attitude towards it.Involve others – Co-ordinate a training strategy that involves people that your business interacts with regularly, such as suppliers, clients, other professionals or related associations.Be involved in designing the training – Provide industry specific training, and use training aimed at your employees. Make the training easily accessible to staff.Vary the approach – Combine structured learning such as seminars with informal learning, such as on-the-job training.Build relationships – Establish a close relationship with your training provider so that together you can create innovative learning opportunities.Trial training – Test structured learning to judge its impact.Recognise current skills – Take employees’ existing skills into account when developing a training strategy.Take advantage of employees’ interests – Maximise learning opportunities by targeting areas that people are attracted to, such as the current interest in learning about IT.Consider your business’ needs – Develop training with consideration to your business size, industry, skill requirements and location.