City & Guilds Kineo highlight the importance of an onboarding and induction programme, and what organisations can do to add empathy to their onboaridng.
[WEBINAR] Make Blended Learning Work for OnboardingKineo
It’s your first day at a new job that you are excited to begin, and upon your arrival, it seems like no one was expecting you at all. There’s no onboarding process and you are left on your own. This isn’t the way new hires should be welcomed, but sadly this happens all too often.
Onboarding begins before the new hire sets foot in the door on their first day. So are you prepared to make a good impression?
In this 30-minute webinar, Make Blended Learning Work for Onboarding, Cammy Bean, Kineo US VP of Learning Design, and Chip Cleary, VP of Solutions & Consulting share tips and insights for designing a blended program for new joiners.
Blends that Work for Onboarding - Kineo PacificKineoPacific
It takes more than a click-next approach to get those new hires head over heels for your company. In fact, it takes a blended approach. So what does it take to make a good impression? In this 30-minute webinar, Blended Learning for Onboarding, Matthew Marsh, Learning Consultant based in Kineo Pacific's headquartes in Wellington, is sharing 5 keys areas to focus on when designing a blended programme for those newbies.
Missed the webinar or want to go over some of Matt's tips? Tune in to learn about:
Common challenges for designing effective onboarding
How to integrate a blended approach in your onboarding program
Real-life use cases
Back to the Future: what could a decade of learning technology tell us about ...Kineo
What can 10 years of learning technology help us understand about the future of learning and development? What trends have shaped the industry and what's round the corner.
Matt Johnson, Managing Director at City & Guilds Kineo, talked at LearnX Sydney on 9 September 2015. He shared his thoughts and those of key figures in the global L&D space.
Will it all be about wearable tech or hoverboards? Or will we discover that, no matter what the technology we have, L&D challenges remain the same?
[WEBINAR SLIDES] Make Blended Learning Work for LeadersKineo
Leaders are integral to organizations. They make important decisions and lead and manage individuals. So shouldn’t you be equipping your leaders and managers with the tools they need to be successful?
In this 30-minute webinar presented by Chip Cleary, VP of Solutions & Consulting, and Cammy Bean, VP of Learning Design, we explored blended learning strategies for leaders.
In this webinar, Blends that Work for Leadership, we discussed:
•What makes a good "blend"
•The key elements of a blended learning program
•Effective blends for engaging leaders and managers through real-life use cases
Blended Learning for Compliance Training WebinarKineo
Contrary to what some may think, compliance training is not the “enemy.” No, the problem we’re facing is the fact that so many organizations simply slap a bunch of bullets and boxes on a screen, force learners to sit through countless slides, and call it “training.” This makes for a very unpleasant experience that learners dread. And we don’t blame them.
Just because we have to do something, doesn’t mean it needs to be awful. Let’s consider a different approach, a blended approach. In this webinar presented by Cammy Bean, VP of Learning Design, and Chip Cleary, VP of Solutions & Consulting, they will discuss how blended learning design can make a difference for your compliance training.
Chip and Cammy discussed:
- Discuss key challenges with compliance training
- How to develop a “blend” that works for compliance
- Share real-life use cases and examples of great compliance training “blends”
[WEBINAR] Make Blended Learning Work for OnboardingKineo
It’s your first day at a new job that you are excited to begin, and upon your arrival, it seems like no one was expecting you at all. There’s no onboarding process and you are left on your own. This isn’t the way new hires should be welcomed, but sadly this happens all too often.
Onboarding begins before the new hire sets foot in the door on their first day. So are you prepared to make a good impression?
In this 30-minute webinar, Make Blended Learning Work for Onboarding, Cammy Bean, Kineo US VP of Learning Design, and Chip Cleary, VP of Solutions & Consulting share tips and insights for designing a blended program for new joiners.
Blends that Work for Onboarding - Kineo PacificKineoPacific
It takes more than a click-next approach to get those new hires head over heels for your company. In fact, it takes a blended approach. So what does it take to make a good impression? In this 30-minute webinar, Blended Learning for Onboarding, Matthew Marsh, Learning Consultant based in Kineo Pacific's headquartes in Wellington, is sharing 5 keys areas to focus on when designing a blended programme for those newbies.
Missed the webinar or want to go over some of Matt's tips? Tune in to learn about:
Common challenges for designing effective onboarding
How to integrate a blended approach in your onboarding program
Real-life use cases
Back to the Future: what could a decade of learning technology tell us about ...Kineo
What can 10 years of learning technology help us understand about the future of learning and development? What trends have shaped the industry and what's round the corner.
Matt Johnson, Managing Director at City & Guilds Kineo, talked at LearnX Sydney on 9 September 2015. He shared his thoughts and those of key figures in the global L&D space.
Will it all be about wearable tech or hoverboards? Or will we discover that, no matter what the technology we have, L&D challenges remain the same?
[WEBINAR SLIDES] Make Blended Learning Work for LeadersKineo
Leaders are integral to organizations. They make important decisions and lead and manage individuals. So shouldn’t you be equipping your leaders and managers with the tools they need to be successful?
In this 30-minute webinar presented by Chip Cleary, VP of Solutions & Consulting, and Cammy Bean, VP of Learning Design, we explored blended learning strategies for leaders.
In this webinar, Blends that Work for Leadership, we discussed:
•What makes a good "blend"
•The key elements of a blended learning program
•Effective blends for engaging leaders and managers through real-life use cases
Blended Learning for Compliance Training WebinarKineo
Contrary to what some may think, compliance training is not the “enemy.” No, the problem we’re facing is the fact that so many organizations simply slap a bunch of bullets and boxes on a screen, force learners to sit through countless slides, and call it “training.” This makes for a very unpleasant experience that learners dread. And we don’t blame them.
Just because we have to do something, doesn’t mean it needs to be awful. Let’s consider a different approach, a blended approach. In this webinar presented by Cammy Bean, VP of Learning Design, and Chip Cleary, VP of Solutions & Consulting, they will discuss how blended learning design can make a difference for your compliance training.
Chip and Cammy discussed:
- Discuss key challenges with compliance training
- How to develop a “blend” that works for compliance
- Share real-life use cases and examples of great compliance training “blends”
Let a thousand flowers bloom: developing a culture that helps your business t...Kineo
Kineo's Managing Director, Matt Johnson, discusses what business culture really means and how it can contribute to growth. He explores the role of HR and learning and development professionals when it comes to creating a business culture and helping it to thrive.
Lego Serious Play - ready for a next gen, experiential business tool?33 Emeralds
With lego, we can:
Align to one vision
Create a frame of reference
Create a level playing field for contribution
Think, articulate, communicate, problem solve
Unlock ideas of a team and secure commitment
Find connections, explore new options or solutions
Acknowledge and explore more than one 'right' answer
Deal with complex issues in a constructive atmosphere
Surface challenges that impede effective implementation
Evoke FLOW at work, essential for change & transformation
Build cultures of enquiry, essential for innovation
Improve communication.
The Language of Learning: engagement from push to pull - Matt JohnsonKineo
Keynote presentation from LearnX 2016 - see notes for full script. Who’s in control of learning and development? Who *should* be in control? If we’re telling learners that they should take responsibility for their own development, why does the L&D team continue to manage how, when and what is delivered?
From enhancing engagement by capitalising on the ‘social wave’, to understanding the neuroscience of building memories, Matt takes a look at the push-and-pull of learner engagement. Will we have to do a Doctor Dolittle and learn a different language of learning?
Better Ventures Presentation at Digital Strategy Conference 2015 (Vancouver)
Crowdsourcing: 5 ways to a better business
+ What can you crowdsource and why
+ 3 entrepreneur tips
How to Recruit & Retain Millennial solicitors [Infographic]Glencairn Furniture
Much has been written about the millennial generation and its impact on the workplace in general. But what can law firms do to engage with millennials and ensure they're recruiting and retaining the very best of Generation Y?
We Help Corporates harness Innovation Better
Corporates Cannot Innovate in Isolation: To most large Companies, 'Innovation' is nothing more than a series of Buzzwords, which either leads to an expense or a long term Investment but rarely translates into something Tangible.
It needn't be so
We have developed a program to help Large Corporates identify Key Innovation Themes, and connect with the Startup World through an immersive interaction with Entrepreneurs, Venture Capitalists and the Ecosystem to Harness Innovation
We can change the world by teaching entrepreneurs, leaders and altruists of every generation how to find their path, earn each other's trust and join forces for the common good.
Can two families, so different in their attitude and behaviour, create a happy marriage? This is the story of how they met, married and what happened next. It was a rough engagement period and the parents were not happy when at the prospect. But love wins! Or does it?
Day In The Life Of A Commercial Emerging Leader In The United KingdomAxcess Financial
What’s it like to be a part of Nielsen’s Commercial Emerging Leaders Programme in the United Kingdom? For Tokdil, it was an exciting adventure that started in college with Nielsen’s Case Competition in Turkey.
Let a thousand flowers bloom: developing a culture that helps your business t...Kineo
Kineo's Managing Director, Matt Johnson, discusses what business culture really means and how it can contribute to growth. He explores the role of HR and learning and development professionals when it comes to creating a business culture and helping it to thrive.
Lego Serious Play - ready for a next gen, experiential business tool?33 Emeralds
With lego, we can:
Align to one vision
Create a frame of reference
Create a level playing field for contribution
Think, articulate, communicate, problem solve
Unlock ideas of a team and secure commitment
Find connections, explore new options or solutions
Acknowledge and explore more than one 'right' answer
Deal with complex issues in a constructive atmosphere
Surface challenges that impede effective implementation
Evoke FLOW at work, essential for change & transformation
Build cultures of enquiry, essential for innovation
Improve communication.
The Language of Learning: engagement from push to pull - Matt JohnsonKineo
Keynote presentation from LearnX 2016 - see notes for full script. Who’s in control of learning and development? Who *should* be in control? If we’re telling learners that they should take responsibility for their own development, why does the L&D team continue to manage how, when and what is delivered?
From enhancing engagement by capitalising on the ‘social wave’, to understanding the neuroscience of building memories, Matt takes a look at the push-and-pull of learner engagement. Will we have to do a Doctor Dolittle and learn a different language of learning?
Better Ventures Presentation at Digital Strategy Conference 2015 (Vancouver)
Crowdsourcing: 5 ways to a better business
+ What can you crowdsource and why
+ 3 entrepreneur tips
How to Recruit & Retain Millennial solicitors [Infographic]Glencairn Furniture
Much has been written about the millennial generation and its impact on the workplace in general. But what can law firms do to engage with millennials and ensure they're recruiting and retaining the very best of Generation Y?
We Help Corporates harness Innovation Better
Corporates Cannot Innovate in Isolation: To most large Companies, 'Innovation' is nothing more than a series of Buzzwords, which either leads to an expense or a long term Investment but rarely translates into something Tangible.
It needn't be so
We have developed a program to help Large Corporates identify Key Innovation Themes, and connect with the Startup World through an immersive interaction with Entrepreneurs, Venture Capitalists and the Ecosystem to Harness Innovation
We can change the world by teaching entrepreneurs, leaders and altruists of every generation how to find their path, earn each other's trust and join forces for the common good.
Can two families, so different in their attitude and behaviour, create a happy marriage? This is the story of how they met, married and what happened next. It was a rough engagement period and the parents were not happy when at the prospect. But love wins! Or does it?
Day In The Life Of A Commercial Emerging Leader In The United KingdomAxcess Financial
What’s it like to be a part of Nielsen’s Commercial Emerging Leaders Programme in the United Kingdom? For Tokdil, it was an exciting adventure that started in college with Nielsen’s Case Competition in Turkey.
Why Retention begins (but doesn't end!) with RecruitingRobin Schooling
Retaining essential talent is critical to business success and organizations benefit when they realize that retention is an outcome; not a strategy unto itself. Increasing staff retention includes understanding (1) how attraction and recruiting initiatives lay the foundation for retaining talent (2) the importance of an onboarding experience that promotes engagement and productivity (3) the impact of cultural assimilation, socialization and relationship building, and (4) the manager/leader’s responsibility for providing a high-feedback/high-touch work environment.
Effective Onboarding for Better Retention with Jeremy York, SPHR, SHRM-SCPAjilon
Build a smooth onboarding process for better retention. Onboarding done right helps new employees acclimate to company culture, feel appreciated from the get-go, and understand their roles and how they’ll work with other team members. This leads to long-term loyalty and job satisfaction—and more productive employees! This webinar will show you the steps to creating a strong onboarding plan.
Atraktivní náborový inzerát - workshop od BrandBakersBrandBakers
Lámete si hlavu s tím, jak přepsat vaše náborové inzeráty do atraktivnější podoby? Už nemusíte. Ukážeme vám, jak atraktivní náborový inzerát sestavit a kde vzít jednotlivé ingredience.
Program 1 denního workshopu je sestaven tak, abyste si z něj odnesli tipy a postupy, které můžete hned druhý den začít používat při psaní vašich náborových inzerátů. Žádná atomová věda, především selský rozum. Workshop je namixován z 1/3 teorie, 1/3 příkladů a 1/3 cvičení.
S čím budete odcházet?
- vím, jaké ingredience mám do inzerátu přimíchat
- znám postup, jak napsat inzerát pro oči cílové skupiny
- vím, jak psát inzeráty atraktivně a přitom nekecat
Co si sami vyzkoušíte?
Vytvoříte jednotlivé komponenty atraktivního náborového inzerátu
Navrhnete náborový banner a napíšete úderný text pro sociální sítě.
Všechny informace najdete zde: http://www.brandbakers.cz/primo_z_pece/clanek/264
Prezentace z minikonference o eventech v interní komunikaci pořádané Institutem Interní Komunikace 2.10.2014 v Praze:
- hovoří o tom, čím jsou charakteristické eventy v interní komunikaci ve firmě se svobodnou firemní kulturou, co je děla efektivními a proč je zaměstnanci milují, ikdyž jsou nízkonákladové
- podrobněji představuje zaměstnanecky nejoblíbenější event s názvem Páteční zavíračka
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee...MassTLC
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee Success, Constant Contact presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
Engaging New Employees Through Effective Onboarding - 13aug15TalentMap
Attitudes begin to form at the initial point of contact with an organization. There is no better place to start applying glue than when you are welcoming new employees to your company. Smart companies take advantage of these early days in order to ensure a strong, productive, and dedicated workforce.
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
Výzkum aktuálních trendů HR marketingu v ČR 2016BrandBakers
Děkujeme všem respondentum, že nám i letos pomohli zmapovat HR marketing v České republice. On-line výzkum čítající 17 otázek probíhal v období 18. 2. – 16. 3. 2016 a zúčastnilo se ho 137 respondentů. Ve výzkumu pracujeme se dvěma termíny: HR marketing a Značka zaměstnavatele (Employer Branding).
Do you work hard for great hires only to have them leave after a few months? This presentation shares some of the important areas of onboarding a new hire to get them engaged from day one. These important onboarding milestones will prepare your new hire for success and a longer life with your company.
Learning Insights Live Nov 14 - Blends That Work For Onboarding & InductionKineo
Onboarding is vital, with over 22% of new hires leaving in their first 6 weeks. But why aren't we getting it right? At Learning Insights Live we explored blends that work for onboarding & induction.
Learning Live | Onboarding: The Key Steps to Getting it RightKineo
We only get one chance to make a great first impression with onboarding. But what does great look like? And how close is your organisation to great?
Organisations need to be savvy when it comes to onboarding and are increasingly looking to technology to exceed new hire expectations, whilst preventing common onboarding challenges. The first 90 days are key - and when 50% of new hires end up leaving their job within this time frame, L&D Departments need to act to ensure onboarding is a great experience.
Setting the Customer's Journey: Walk a Mile In Your Customer's ShoesAggregage
Product professionals use phrases like "voice of the customer," and "user experience" so often that it can be easy to lose sight of their actual meanings. This phrase blur is dangerous, as it can pull our attention from what should be our real focus: our our customers' and users' needs. How can we, as product professionals, learn to keep customers and users at the heart of our work?
Join Steven Haines, globally recognized thought leader and author, as he guides us through a memorable journey demonstrating how you can walk a mile in your customer's shoes. He'll explore how, by developing true empathy for your users, you can ensure you're creating the features and products they actually want.
The digital revolution is here and it’s changing how we work, and how we learn. And while technology is powerful in many ways, it can’t replicate our innately human traits; listening, teamwork, empathy, leadership, building relationships, building trust, and so on. What if we could leverage technology to support and improve these more human traits? How can we find a balance and better yet, use technology to support the effectiveness of all of our human interactions? Learn how Insights is embracing technology to leverage and enhance our humanity.
In this webinar, you’ll discover:
How to keep people at the heart of your organization in a tech-driven world and how this will positively impact your business outcomes
Learning theories that support a future of tech-enabled, human relationships
The future of learning and how to cater to the needs of tomorrow’s learners
A showcase of gritty, warts-and-all stories about the transformation toward agility of some of Australia’s biggest companies.
From IIT Academy, Hong Kong - meetup.com/IITAcademyHK
· Learn about how a critical government data organisation achieved a 240%+ increase in productivity in just six weeks.
· Hear about the market transforming mobile payments app that reinvigorated one of Australia’s big four banks. Challenges involved resistance from the organisation from line staff through to senior sponsors.
· Hear about how a multi-year flagship project at one of Australia’s major home loan providers was rescued. Out of budget and under-featured, this project was reinvigorated in just 6 months. Complexities included offshore vendors, major time-differences in operations and multiple vendors involved in a complex build.
How the Charity Digital Code of Practice can help you increase impact | Chari...CharityComms
Zoe Amar, director, Zoe Amar Digital
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Will your firm thrive or just survive? Anticipation - The critical competency...Tom Hood, CPA,CITP,CGMA
Today, the world of professional education, and accordingly the accounting profession, is migrating toward a competencies-based learning approach. But what are the most critical competencies for practitioners and firms to thrive in today’s ever changing, fast paced business environment?
Research from the Business Learning Institute identified the Top 5 Competencies for CPAs, accounting and financial professionals as:
1. Strategic & Critical Thinking
2. Communication
3. Anticipating and serving evolving needs
4. Inspiring and motivating others
5. Collaboration and mobilizing consensus
In addition, research from CPA.COM shows that only 8% of CPAs are future ready. Future Ready is the Is the capacity to be ANTICIPATORY (aware, predictive and adaptive) of emerging technology and trends in business, demographics, and the social environment impacting your organization and industry.
Together this group of skills and competencies have been researched with a leading global futurist who has put together an innovative learning system, the Anticipatory Organization: Accounting and Finance Edition which is being used to transform firm cultures to build and enhance proactive business advisor skills.
Most of us wish we had the power to predict future trends, and would benefit by learning tactics to do so. Daniel Burrus is one of the world’s leading technology forecasters and innovation experts and the featured keynoter speaker at this year’s DCPA16. He is globally recognized for his exceptional 30+ year record of accurately predicting how technological, social, and business forces converge to create untapped opportunities.
Joey Havens, Executive Partner at Horne, LLP (A top 50 CPA Firm) discusses how he has used the Anticipatory Organization as a foundational learning system throughout his firm. He is requiring his whole firm of 400+ professionals to take this and running collaboration sessions by practice areas to create group learning and a shared language around anticipatory thinking that is being applied inside the firm and outside with clients.
This presentation is from the July 20th, 2016 webcast by CPA.COM. CPA.com President and CEO, Erik Asgeirsson as he discusses the critical Anticipatory competency with Daniel Burrus, HORNE LLP executive partner Joey Havens and the CEO of the Maryland Association of CPAs and the Business Learning Institute, Tom Hood.
For more information http://www.blionline.org/ao
You will learn:
Why anticipation is the critical competency for today's accounting and finance professionals
The difference between hard trends and soft trends
Why it is important to identify trend types
Use cases of how these skills are being used in the profession
How this learning system can be used as a foundational skill set to help CPAs and accounting professionals be more proactive business advisors.
Similar to Onboarding For Results Webinar - City & Guilds Kineo - July 10, 2014 (20)
Samsung Backstage - A Beautiful, Multi-Device, Extended Enterprise LMSKineo
How did Samsung increase trade engagement and drive learners to their LMS? By adopting a multi-device, custom LMS solution using City & Guilds Kineo and Totara LMS.
[WEBINAR] Make Blended Learning Work for Sales TrainingKineo
We expect a lot out of our sales teams. It’s crucial that they perform at optimal levels. Pipelines are directly impacted by what they do and don’t do. Ineffective and effective, sales teams impact the bottom line. So shouldn’t we nurture our sales teams as much as the leads that flood in? Absolutely.
In this 30-minute webinar, Make Blended Learning Work for Sales Teams, Cammy Bean, Kineo US VP of Learning Design, and Chip Cleary, VP of Solutions & Consulting share tips and insights for designing a blended program for sales teams.
Explore L&D trends and insights for 2015. Kineo US leaders Cammy Bean, VP of Learning Design, and Chip Cleary, VP of Solutions and Consulting, discuss top tips for adding business value to your learning strategy this year.
The FA’s Academy of Learning: Leveraging Learning Technologies to Support the...Kineo
What are the highs and lows of delivering a large scale implementation to over 275,000 users? The FA Knows, having recently just launched their learning platform on TheFA.com, leveraging a range of learning technologies to deliver a fully functional, single sign on platform. City & Guilds Kineo & The FA share at Learning Technologies 2015.
t’s Never Too Early: How, When, and Why Consultancy Adds Value to Strategic L...Kineo
Most learning technology projects involve a lot more than design and delivery. They start way back with strategic analysis, and keep going all the way through to campaign and evaluation. That shouldn’t be the job of the client to work on alone. Effective learning partners provide consultancy to support clients along the way and fostering that relationship is critical. Nina Brebner shares her and TUI Travel's experiences with consultancy.
Blends That Work For Learners Today, and Tomorrow.... | Learning Technologies...Kineo
Blended Learning - the words aren’t new but its meaning keeps evolving. Every year brings new potential in blend design, and a renewed need for best practice. So what really works? Mark Harrison from City & Guilds Kineo shares his thinking.
Game On: How McDonald's Designed A Successful, Addictive Learning Game | Lear...Kineo
What does gaming mean inside a business? What happens when you make a game and ask people to play it? Everyone’s talking gaming, so City & Guilds Kineo shares McDonald's Elearning Age Award Winning game.
If you missed this seminar, our presenters will be conducting a live webinar with LSG on February 26th. Find out more: http://hubs.ly/y0t-HB0
Learning Insights Live Nov 14 - Gamification - Good For The Blend? Kineo
Our Learning Insights Report shows the rising of gaming. It can be great - as McDonald's have already seen with a Gold Elearning Awards win and savings of over £23m. But are games worth investing in, and are they good for the blend?
Totara User Group Webinar | What's New | Oct 22 2014 Kineo
What's the latest with Totara LMS? In this webinar we explored the new functionality of Totara 2.7, and also showcased the highly anticipated Totara Social.
Totara User Group Webinar | Watch & Learn | Oct 15 2014Kineo
In the second instalment of our Totara User Group webinar series, we provided examples from BMI Healthcare and MindEd leveraging their LMS to maximise learning retention.
Totara User Group Webinar | Beyond Basics | Oct 8 2014 Kineo
In the first instalment of our Totara User Group webinar series, we explore the importance of considering learner styles & personas when designing learning and highlight how a LMS can create a qualified, valuable learner journey.
Register for number 2 here: http://www.kineo.com/about-us/events/totara-user-group-watch-learn-effectively-use-lms
Learning Live | Multi-Device Design With TUI TravelKineo
Multi-device elearning offers flexibility, diversity and ease of access to learners. But, it also delivers real challenges when it comes to learning design and ensuring your learner journeys are not disrupted across multiple devices. So, in the HTML5 minefield of common mistakes and atypical design errors, how should you be approaching your design?
Learner Experience Design - Totara User GroupKineo
Mark Harrison, Director at City & Guilds Kineo, highlights what good learner experience design looks like, showcasing user personas and how these can affect your learning programme.
Mark Harrison, Director at City & Guilds Kineo, discusses blended learning, and how you can ensure your LMS is supporting your blended learning approaches.
Joe Muldoon, Solutions Architect at City & Guilds Kineo, digs deeper into the challenges of systems integration, and examines how Totara LMS can support.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
We’ve written a detailed guide that sets out some theory and recommendations around onboarding. Today, we’re going to share some of the insights from that, and also share some examples from work we’ve done with some of our clients to help show how some of the ideas can be put into practice. If you want to know more, you can come and collect a guide at the end, ask us questions at the end of this talk or come and find us at our stand.
For now, let’s crack on with our talk.
Sometimes called ‘Organisational socialisation’ onboarding is about enabling someone to acquire the knowledge, skills and behaviours to become effective members of an organisation. The word member is a great one, as to be a member implies being an active part in something, a part of the whole. I also like the fact that behaviour is included in here, as it’s a lot more than just knowledge about processes and procedures, or role-based technical skills. So whether you call it induction, orientation or onboarding, this is what we’re talking about today.
Ok to kick off, here’s a quick question for you. Any one got any ideas, or perhaps a loud voice?
OK thanks. Well, one in three people leave voluntarily or involuntarily before the end of their first year, on average.
It’s also the case that one in five leave in their first six weeks.
Now the cost of this isn’t something to be taken lightly.
Anyone got a clue as to how much it costs businesses on average? Shout out if you’ve got an idea.
On average, it costs three times a person’s salary to lose someone in their first year. And according to PWC, it costs £42 billion a year across UK businesses.
Ouch.
These are obviously averages. Do you a sense for how this relates to your organisation? Does it ring true for you? Perhaps you’re doing something that others aren’t.Since losing people is costly it’s absolutely in all our interests to nurture and retain employees, particularly in that all-important FIRST year. The fact that so many people leave, especially in those first six weeks indicates that something’s not right.
It can cost up 3 times their salary to lose someone within their first year. PWC state that even when calculated on the cost of 1 x an average salary, the UK loses £42billion a year through losing people in their first year.
These are obviously averages, but they are eyewatering. But losing people isn’t just about money, it obviously also affects team morale, culture, and an organisations ability to meet objectives, loss of innovation etc.
You might be sitting there thinking, this rings true for my organisation or you might be thinking, well, we don’t lose that many people. That’s great, and perhaps you’re doing something others might not be.
Here’s the difference that onboarding can make to retention (according to Aberdeen Consulting in the US).
Those who do it really well retain 91% of their staff, compared with only 30% when organisations have below average programs.
Crucially, evidence also shows that those who do it and do it well also meet their performance targets much quicker. – a win win.
So, whilst we’re not saying it’s the only solution to retention and meeting performance targets, there’s certainly a strong case for not only doing onboarding, and doing it well.
You might be surprised to know that only about a third of organisations in the UK invest in formal onboarding programs. Half of those last less than one month, with many lasting a week or even a day. So knowing the difference onboarding can make, and that wobbly period of the first six weeks where many leave, we say that onboarding is a must and ideally should last around 100 days. But it’s got to be good to be effective. EDIT GRAPHIC
So with a business case laid out, what is good onboarding?
Good is obviously a subjective term. But when it comes to learning or performance support, we would normally talk about the goals or needs the program is trying to meet. If it meets them, it’s done well. One of the reasons that onboarding can appear challenging or doesn’t quite hit the mark may be because we arent thinking through the needs it’s trying to meet well enough. We’re going to weigh up two sides of the coin: organisation’s needs and those of the new hire .
Good is obviously a subjective term. But when it comes to learning or performance support programs, we would normally talk about ‘good’ in relation to whether it’s met the goals or needs it’s meant to.
One of the reasons that onboarding can appear challenging or doesn’t always hit the mark may be because we aren’t thinking through the needs it’s trying to meet well enough or from the right perspectives. So, we’re going to weigh up two sides of the coin: organisation’s needs and those of the new hire .
We’ll start with the organisation’s needs.
If we were to try to make a Maslow-like hierachy of needs for organisations, it might look something like this. Along the bottom we have two core needs. You hire someone for a reason right? To do a job. So for most organisations they have two core needs when it comes to new starters: one is competency, the other compliance. You need to get new recruits up to speed as soon as possible applying the right technical skills, using any necessary tools, processes or procedures, and working effectively as part of their team. You probably also want to get them to a place where they can function without day to day support too – because that’s costly right? The second core need is probably compliance. You need them to work safely and within any required laws, legislations and policies.
And of course, organisations also want and need new recruits to embrace company values and work towards common goals, leading up to having a sense of belonging and having effective relationships within the workplace. It’s also true that organisations are interested in people’s potential and growing their skills and abilities. But at its roots, onboarding often focuses on this foundation level, and why wouldn’t it?
Build them up. Click through speech bubbles. GRAPHICS
Everyone wants to do a good job right, and when you start with a new company, you don’t want to be a fool. But are competence and compliance really the top of a new hires list?
Build them up. Click through speech bubbles. GRAPHICS
Everyone wants to do a good job right, and when you start with a new company, you don’t want to be a fool. But are competence and compliance really the top of a new hires list?
Surely after someone’s first day what we’d really like to hear are some of these things – People are really friendly. Or I really like the feel of it.
What we think people really need on their first day, week, month are Feelings.
Feelings of being welcomed, feelings of connection - with people and culture; feelings of belonging. We can’t underestimate the F word when it comes to new recruits. And people are often at the heart of that. If we were to draw the needs of new recruits, it might look something like this. All the peopley feely stuff is core to everything else. It sounds obvious, but it’s so often overlooked.
Feelings and connection need to underpin everything. But as someone moves through their onboarding program, they will also want to know what’s expected of them, feel supported getting there and look for performance development, and in say their first month or so, we’d look for them to start feeling satisfied with their job and feel valued doing it Value doesn’t necessarily mean achieving targets though. For me, it would be as much about being listened to and appreciated for what I bring as a person.
So, it seems there’s a potential conflict. On the one hand organisations need an efficient solution to get new recruits up to speed quickly, which often means that swathes of information gets pushed onto a new recruit in the hope that it will speed things up.
On the other, new recruits crave that F word – feelings of connection and belonging. A major reason why people leave organisations is a fairly to connect with colleagues – managers in particular. And yet they often don’t feature (enough) in onboarding programs. We also often hire people for their ideas and new blood, and yet kind of forget about it when we onboard them, and instead accidentally transfuse the new blood for the ‘company’ way. Losing out on fresh perspectives, as well as a chance to show that we value that person.
So, on the one side you could say we have a need for efficiency. We know organisations need to get people compliant and competent systematically and fast. On the other, empathy – empathy for the individual’s needs. Onboarding programs are much more successful if they are more about the person than the company.
So can we be efficient and empathetic at the same time? Of course. It doesn’t have to be a sum zero game. It just too often is.
Explain framework (and reference Charles Leadbeater) Efficiency akin to having elearning in a blend vs. face to face or one on one coaching etc. You could roughly align this to cost per head in that elearning reaches many with the same package, whereas one to one coaching reaches, well, one. Somewhere in the middle are workshops and virtual classrooms. Remember this scale is purely efficiency, not effectiveness.
Empathy is about getting under the skin of the audience and like a merketeer, understand what they need, desire, want. At the high empathy side, a learner will receive some personalise training or rather experience. Something that they can connect with and that reflects and meets their needs.
For those who’ve worked with us to develop a blended program, we would look to profile the audience and pull together a picture of not only what the organisation wants of them, but what they might want of themselves within that organisation, and what might make them tick. We would then also weigh up where it makes most sense to invest the budget. Each item on a framework like this has to be justifiable and have a business case behind it, normally related to the performance or business objective it will meet, if it’s going to become part of a program.
So the types of onboarding experiences and interventions that might appear in the high empathy and low efficiency quadrant includes….
In our guide, you’ll see a spread of objects across this framework, with some floating on the edges of the quadrants.
Ideally, we would urge there to be more high empathy interventions in onboarding programs. So a heat map of a blend might have at least half the items towards the right hand side. We’d love 100% of items to be over here, but we recognise that practical limitations such as budget, time, people’s time, and so on limit what’s possible, and there will always be parts of onboarding programs which are ‘knowledge’ or a little bit more passive by their very nature.
Explain each quadrant
In your guide we have a version of this framework populated with some example components that you can look at.
Bottom left is the area you should question the most
It’s a case of creating a blend of these options. When we work with clients, we look at the business case for each object – need to be able to justify it’s worth against the value it will bring. It’s likely you’ll need some of the lower efficiency but highly empathetic options, such as coaching, mentoring or job shadowing because we know they bring real value and the F factor. But you’ll also need some higher efficiency options such as online learning, mobile apps, downloads, and more passive materials.
So the question is, what might a sample blend look like. We know that the tricky part of onboarding is often how you pull all the info and learning into a meaningful structure. Nina’s going to talk you through a model blend as an example, and then dive into some real examples of components we’ve produced for some of our clients.
Build a visual of the present
Subject
Delivery Mechanism
Duration etc.
Explore and learn about different delivery mechanisms
Mentorship
Elearning
Face to face
Build a visual of the future
Examine the Persona’s/Learner Type – This is after all about creating a programme of high efficiency that meets the needs of the business and high empathy meeting the needs of the learner
Now that we understand the subjects, delivery mechanisms and the audiences we are delivering too – we design the blended onboarding programme that meets the needs of the empathy, efficiency framework.
We can create a personalised empathetic journey through
Understanding the learner type of the learner
In turn creating a high efficiency programme through
Effective learning technology
Appropriate offline activity
A journey tailored to the way the learner likes to learn
Creating a faster more effective uptake of knowledge through
Learning your way
A sense of belonging and being cared for
Knowing what you need to know when you need to know
So what might that look like?
We recognise that each onboarding blend needs to be different and you may need more than one to cater for roles and persona’s
You blend will also be effected by
Location
Access to technology
Work patterns and much more
To help you visualise what this might look like we have created a sample blend from our blend design workshop