Mavens Learning and Development Consultants presented to a major charity organization in Manchester. They proposed developing a strategic training plan to address issues like unclear vision/strategy and lack of leadership skills. Their plan included assessing training needs, designing a customized in-house and online learning program, and establishing metrics to evaluate impact and ROI. Their recommendations focused on aligning learning goals with objectives, improving recruitment/retention, and utilizing government funding initiatives.

1. A LEARNING AND DEVELOPMENT GROUP PRESENTATION MAVENS LEARNING AND DEVELOPMENT CONSULTANTS

2. ABOUT US MAVENS designs and delivers innovative in-house and off-site learning solutions We are committed to working in partnership with our clients to ensure business goals are achieved over the long term MAVENS L & D CONSULTANTS

3. OUR TEAM MAVENS L & D CONSULTANTS

4. Paulinus Nwagor HR, Leadership & Organisational Development MAVENS L & D CONSULTANTS

5. Deepthi Medicherla Head E- Learning and IT MAVENS L & D CONSULTANTS

6. Casely Adiele Performance & Project Management MAVENS L & D CONSULTANTS

7. Ayotokunbo Adegoroye Strategy and Finance Management MAVENS L & D CONSULTANTS

8. Sai Kumar Murugan Organisational and Business Development MAVENS L & D CONSULTANTS

9. INTRODUCTION Organisational background Action Plan Road Map Training Strategy Evaluation Techniques Recommendations Q&A MAVENS L & D CONSULTANTS

10. ORGANISATIONAL BACKGROUND A major charity organisation Head quarters in Manchester and a chain of shops across northern England Recently restructured Focus on transparency in business, management and accounting systems Emphasis on cost and efficiency MAVENS L & D CONSULTANTS

11. ACTION PLAN Determine and implement training intervention required to develop clear organisational vision and strategy Align L&D goals with overall business objectives Effectively develop and deliver training needs Establish L & D system with a long-term perspective MAVENS L & D CONSULTANTS

12. SIX FACTOR MODEL FOR A LEARNING ORGANISATION MAVENS L & D CONSULTANTS 1 Shared Vision Recognise the importance of learning at all levels to enable the organisation to transform itself to cope with an ever-changing environment. 2 Enabling structures Facilitate learning between different levels of workers and managers. 3 Supportive culture Values and behaviour displayed by leaders at all levels, encourage challenges and risk-taking and continuous development. 4 Empowering management Where managers see their role as facilitating and coaching rather than controlling and monitoring. 5 Motivated workforce The extent to which the workforce is motivated to learn, and committed to self development. 6 Enhanced learning The extent to which the organisation has processes and policies to enhance, encourage, sustain and evaluate learning.

13. ROAD MAP MAVENS L & D CONSULTANTS

14. TRAINING AND LEARNING NEEDS ASSESSMENT MAVENS L & D CONSULTANTS

15. ASSESSMENT TOOLS One-on-one interview PESTLE and SWOT analysis Performance review 360 degrees survey Job/task analysis Questionnaires Study of systems, processes and procedures See Appendix 1,2 and 3 MAVENS L & D CONSULTANTS

16. ISSUES Unclear organisational vision and strategy Lack of effective leadership and management skills No standard L & D system Weak two way communication L & D goals not aligned with business strategy No strategic recruitment and retention system MAVENS L & D CONSULTANTS

17. TRAINING DESIGN Factors to consider: Finance Time The trainer(s) The trainee(s) Training facilities/ accommodation What is to be learnt MAVENS L & D CONSULTANTS

18. IMPLEMENTATION OF TRAINING STRATEGY On-the-job-training: Coaching Mentoring and Counselling Work-Shadowing Job rotation Tailor-made in-house courses Supported online learning MAVENS L & D CONSULTANTS

19. IMPLEMENTATION OF TRAINING STRATEGY Off-the-job-training: Short and long courses – workshops, seminars, lectures and conferences. Open and distance learning Computer based training Simulation MAVENS L & D CONSULTANTS

20. COSTING MAVENS L & D CONSULTANTS External Training Cost Internal Training cost Cost per person plus any associated travel, accommodation and subsistence cost. Design and development cost Delivering cost Administrative cost Faculty cost Technology cost Cost of learner ‘s time Evaluation cost

21. EVALUATION MAVENS L & D CONSULTANTS

22. OTHER APPROACHES Bloom’s learning theory Kolb’s learning cycle Kearns evaluation method Honey and Mumford’s learning styles MAVENS L & D CONSULTANTS

23. MODERN APPROACH Learning function efficiency measures Key performance indicators and benchmark measures Return on investment measures Return on expectation measures ( CIPD 2007) MAVENS L & D CONSULTANTS

24. GOVERNMENT INITIATIVES Train To Gain Investors In People MAVENS L & D CONSULTANTS See Appendix 5 – Testimonial

25. GOVERNMENT INITIATIVES - FUNDING Skills Funding Agency Capacity Builders MAVENS L & D CONSULTANTS

26. RECOMMENDATIONS Intervention of Government initiatives Incorporate better motivation techniques Alignment of L&D goals with organisation objectives Implementation of an effective recruitment and retention strategy Integration of a progressive induction programme Receptiveness to feedback and regular follow-up. (see Appendix 6 Action Plan) MAVENS L & D CONSULTANTS

27. Deepthi, Paul, Casley, Ayo & Sai-Kumar “ no one ever achieves alone what he/she can do when partnering with others” John Maxwell MAVENS L & D CONSULTANTS