This document discusses e-learning and how new technologies are influencing training. It covers topics like different types of e-learning, distance learning, simulations, and learning management systems. The key benefits of technology in training are that it allows employees to learn anywhere and anytime, reduces costs, and increases the effectiveness of the learning environment. However, factors like high development costs and lack of technical skills can limit the use of e-learning. Overall, the document examines how new technologies are enhancing learning and training delivery methods.
2014 Global Training & Development Trends Lionbridge
Organizations are taking a multipronged approach to training investments, with over half continuing an existing strategy. The top challenges for training are improving learning effectiveness, expanding content libraries, and ensuring consistent service globally. Technologies like learning management systems, virtual classrooms, video and audio are most used for delivery. Adobe Captivate is preferred for curriculum design.
The document lists the team members working on a training project: Jyoti Khetwal, Kushal Shah, Tushar Rawat, Nishant Das, and Sahil Shetty. It then outlines future trends in training, including increased use of new technologies, demand for virtual training, use of true performance support, outsourcing of training, and a change model perspective. Key points are the decreasing costs of technology, ability to better serve customers, and reducing training costs through new delivery methods.
With training budgets under close scrutiny, it has never been more important to show the impact of learning on the business. Traditionally, demonstrating value has been complex and time-consuming. Now there is a more straightforward method: learning analytics.
How does enterprise learning show it is adding value? The answer is not the usual route of reporting on training activity. The number of courses completed (in the classroom or online) is no measure of impact. Demonstrating the value of learning today is crucial.
In this presentation you learn,
Why tapping into existing business data is essential
How to take your first steps towards real learning analytics
Three bad approaches to measuring business impact
The Lean Learning Academy (LLA) is a 10-day immersive training program designed to teach lean thinking and practices. It aims to immediately apply learning to business projects through a 4-step process: select delegates and projects, engage in training, develop skills during a 100-day project, and sustain results. Learning is done through simulations, activities, and coaching. Evaluation uses the Kirkpatrick model to assess reaction, learning, behavior change, and organizational performance impact. The goal is for delegates to deliver tangible benefits through lean tools while developing internal coaching capabilities.
This document discusses e-training (electronic training), which involves using computers or electronic devices to provide training or educational material. It defines e-training and explains its importance in allowing continuous learning anywhere and anytime. The document classifies e-training as either synchronous (real-time) or asynchronous (delayed) and outlines the advantages and disadvantages of each. It also describes the typical process for developing and implementing an e-training program. The document discusses the advantages and disadvantages of e-training and introduces the concept of blended training, which combines e-training with traditional training methods.
This document discusses technology-based training methods. It begins by introducing how technology is impacting training delivery and requires collaboration between training, IT, and top management. It then describes various technology-based training methods like web-based, CD/DVD-based, and computer-based training. It outlines how technologies influence learning by allowing employees to control their training and access knowledge experts. The document also discusses online learning, social media, blended learning, simulations, mobile learning, intelligent tutoring systems, and distance learning. It addresses developing effective online learning and potential features. In the end, it outlines limitations of technology-based training and recommendations to overcome them.
Presentation delivered by Paula Philpott, Head of Learning Academy at South Eastern Regional College (SERC) at a meeting of the Scottish Learning Technology Network held on 10/03/17.
This document discusses e-learning and how new technologies are influencing training. It covers topics like different types of e-learning, distance learning, simulations, and learning management systems. The key benefits of technology in training are that it allows employees to learn anywhere and anytime, reduces costs, and increases the effectiveness of the learning environment. However, factors like high development costs and lack of technical skills can limit the use of e-learning. Overall, the document examines how new technologies are enhancing learning and training delivery methods.
2014 Global Training & Development Trends Lionbridge
Organizations are taking a multipronged approach to training investments, with over half continuing an existing strategy. The top challenges for training are improving learning effectiveness, expanding content libraries, and ensuring consistent service globally. Technologies like learning management systems, virtual classrooms, video and audio are most used for delivery. Adobe Captivate is preferred for curriculum design.
The document lists the team members working on a training project: Jyoti Khetwal, Kushal Shah, Tushar Rawat, Nishant Das, and Sahil Shetty. It then outlines future trends in training, including increased use of new technologies, demand for virtual training, use of true performance support, outsourcing of training, and a change model perspective. Key points are the decreasing costs of technology, ability to better serve customers, and reducing training costs through new delivery methods.
With training budgets under close scrutiny, it has never been more important to show the impact of learning on the business. Traditionally, demonstrating value has been complex and time-consuming. Now there is a more straightforward method: learning analytics.
How does enterprise learning show it is adding value? The answer is not the usual route of reporting on training activity. The number of courses completed (in the classroom or online) is no measure of impact. Demonstrating the value of learning today is crucial.
In this presentation you learn,
Why tapping into existing business data is essential
How to take your first steps towards real learning analytics
Three bad approaches to measuring business impact
The Lean Learning Academy (LLA) is a 10-day immersive training program designed to teach lean thinking and practices. It aims to immediately apply learning to business projects through a 4-step process: select delegates and projects, engage in training, develop skills during a 100-day project, and sustain results. Learning is done through simulations, activities, and coaching. Evaluation uses the Kirkpatrick model to assess reaction, learning, behavior change, and organizational performance impact. The goal is for delegates to deliver tangible benefits through lean tools while developing internal coaching capabilities.
This document discusses e-training (electronic training), which involves using computers or electronic devices to provide training or educational material. It defines e-training and explains its importance in allowing continuous learning anywhere and anytime. The document classifies e-training as either synchronous (real-time) or asynchronous (delayed) and outlines the advantages and disadvantages of each. It also describes the typical process for developing and implementing an e-training program. The document discusses the advantages and disadvantages of e-training and introduces the concept of blended training, which combines e-training with traditional training methods.
This document discusses technology-based training methods. It begins by introducing how technology is impacting training delivery and requires collaboration between training, IT, and top management. It then describes various technology-based training methods like web-based, CD/DVD-based, and computer-based training. It outlines how technologies influence learning by allowing employees to control their training and access knowledge experts. The document also discusses online learning, social media, blended learning, simulations, mobile learning, intelligent tutoring systems, and distance learning. It addresses developing effective online learning and potential features. In the end, it outlines limitations of technology-based training and recommendations to overcome them.
Presentation delivered by Paula Philpott, Head of Learning Academy at South Eastern Regional College (SERC) at a meeting of the Scottish Learning Technology Network held on 10/03/17.
The social media marketing strategy aims to separate Intel's image from other companies, spotlight donations and community work, and enhance global education. It will tie together social media accounts with links and icons, create engaging content, and promote charitable events to highlight these goals. Success will be measured by tracking social media engagement, website traffic and sales. The timeline includes setting up analytics, constant monitoring of sites, and a public relations campaign around a planned event.
This document provides an introduction and table of contents for a study on the Messiah and His Meal in Midrash Ruth Chapters V, VII and VIII. The study examines these messianic passages in Midrash Ruth and compares them to other Jewish texts. It analyzes concepts like the messianic age, Isaiah 53, Elijah, and messianic meals in sources like the Dead Sea Scrolls, New Testament, Didache, Zohar and Jewish prayer literature. The goal is to shed new light on the messiah and related ideas within their Jewish frame of reference.
The document discusses what actions to take. It suggests carefully considering your options and choosing a course that aligns with your values and priorities. Whichever path is selected, maintaining optimism and persevering through challenges is advised.
La Unión Europea ha acordado un embargo petrolero contra Rusia en respuesta a la invasión de Ucrania. El embargo prohibirá las importaciones marítimas de petróleo ruso a la UE y pondrá fin a las entregas a través de oleoductos dentro de seis meses. Esta medida forma parte de un sexto paquete de sanciones de la UE destinadas a aumentar la presión económica sobre Moscú y privar al Kremlin de fondos para financiar su guerra.
The Aral Sea has shrunk dramatically since 1960 due to diversion of water from its feeding rivers for irrigation. It has lost 80% of its water, destroying the native species and causing health issues from chemicals and salt blown from the receding shorelines. Siberia has extreme temperatures, permafrost, mosquitoes, and was historically difficult to cross but its resources and the Trans-Siberian Railroad enabled settlement and development.
Grasslands are influenced by human activity such as farming and livestock grazing. Approximately 1 million acres in California are used for livestock grazing, which can trample bird nests and eggs. Farming in grasslands introduces legumes and cultivated grasses but hurts the bird population. Many people also breed grassland birds, especially in Western America. Insects eat the grass while bees and birds live in the grasslands. Grasslands are often surrounded by woodlands and in some areas adjoin oceans.
The document describes various animals that inhabit prairie grasslands and plains. It provides brief 1-2 sentence descriptions about the prairie dog, jackrabbit, coyote, bison, pronghorn, and warthog. Characteristics mentioned include what they eat, how they live in family groups or packs, physical attributes like fur color and horns, and maximum speeds. The document also lists several online sources and images about these prairie animals.
Free cash flow refers to the cash available for distribution to shareholders and creditors after accounting for necessary capital expenditures and changes in net working capital. It is calculated by taking the operating cash flow and subtracting capital expenditures and the change in net working capital. For Staples in 2007, the free cash flow was $1,248,692, calculated as operating cash flow of $1,360,465 minus capital expenditures of $555,026 and a decrease in net working capital of $443,253. A more accurate calculation of changes in net working capital and free cash flow is shown using the formula from a finance textbook.
Agile adoption for automotive systems softwareJulian Holmes
The document summarizes Visteon's journey towards adopting Agile practices across its global software development organization. It describes how Visteon conducted education sessions on Agile for over 600 employees. A workshop was then held where representatives from different roles and locations identified key change areas needed to fully implement Agile. These included establishing an Agile framework, improving estimation practices, enhancing requirements capture, and providing tools and environment support for Agile teams. The presentation concludes by noting Visteon's progress so far and its commitment to continuing the journey of Agile adoption.
The document discusses training and its importance for organizations. It defines training as a planned effort to facilitate employees' learning of job-related competencies. Some key points:
1. Training is important as it increases employees' knowledge, skills, and abilities which are critical for job performance. It also helps prepare employees for changes like new technology or working in teams.
2. The goal of training is to create intellectual capital, defined as informational resources like human capital, customer relationships, and intellectual property that can improve business.
3. The training design process is based on the Instructional System Design model, which includes analyzing needs, designing the learning environment, ensuring transfer of training, and evaluating the program.
The social media marketing strategy aims to separate Intel's image from other companies, spotlight donations and community work, and enhance global education. It will tie together social media accounts with links and icons, create engaging content, and promote charitable events to highlight these goals. Success will be measured by tracking social media engagement, website traffic and sales. The timeline includes setting up analytics, constant monitoring of sites, and a public relations campaign around a planned event.
This document provides an introduction and table of contents for a study on the Messiah and His Meal in Midrash Ruth Chapters V, VII and VIII. The study examines these messianic passages in Midrash Ruth and compares them to other Jewish texts. It analyzes concepts like the messianic age, Isaiah 53, Elijah, and messianic meals in sources like the Dead Sea Scrolls, New Testament, Didache, Zohar and Jewish prayer literature. The goal is to shed new light on the messiah and related ideas within their Jewish frame of reference.
The document discusses what actions to take. It suggests carefully considering your options and choosing a course that aligns with your values and priorities. Whichever path is selected, maintaining optimism and persevering through challenges is advised.
La Unión Europea ha acordado un embargo petrolero contra Rusia en respuesta a la invasión de Ucrania. El embargo prohibirá las importaciones marítimas de petróleo ruso a la UE y pondrá fin a las entregas a través de oleoductos dentro de seis meses. Esta medida forma parte de un sexto paquete de sanciones de la UE destinadas a aumentar la presión económica sobre Moscú y privar al Kremlin de fondos para financiar su guerra.
The Aral Sea has shrunk dramatically since 1960 due to diversion of water from its feeding rivers for irrigation. It has lost 80% of its water, destroying the native species and causing health issues from chemicals and salt blown from the receding shorelines. Siberia has extreme temperatures, permafrost, mosquitoes, and was historically difficult to cross but its resources and the Trans-Siberian Railroad enabled settlement and development.
Grasslands are influenced by human activity such as farming and livestock grazing. Approximately 1 million acres in California are used for livestock grazing, which can trample bird nests and eggs. Farming in grasslands introduces legumes and cultivated grasses but hurts the bird population. Many people also breed grassland birds, especially in Western America. Insects eat the grass while bees and birds live in the grasslands. Grasslands are often surrounded by woodlands and in some areas adjoin oceans.
The document describes various animals that inhabit prairie grasslands and plains. It provides brief 1-2 sentence descriptions about the prairie dog, jackrabbit, coyote, bison, pronghorn, and warthog. Characteristics mentioned include what they eat, how they live in family groups or packs, physical attributes like fur color and horns, and maximum speeds. The document also lists several online sources and images about these prairie animals.
Free cash flow refers to the cash available for distribution to shareholders and creditors after accounting for necessary capital expenditures and changes in net working capital. It is calculated by taking the operating cash flow and subtracting capital expenditures and the change in net working capital. For Staples in 2007, the free cash flow was $1,248,692, calculated as operating cash flow of $1,360,465 minus capital expenditures of $555,026 and a decrease in net working capital of $443,253. A more accurate calculation of changes in net working capital and free cash flow is shown using the formula from a finance textbook.
Agile adoption for automotive systems softwareJulian Holmes
The document summarizes Visteon's journey towards adopting Agile practices across its global software development organization. It describes how Visteon conducted education sessions on Agile for over 600 employees. A workshop was then held where representatives from different roles and locations identified key change areas needed to fully implement Agile. These included establishing an Agile framework, improving estimation practices, enhancing requirements capture, and providing tools and environment support for Agile teams. The presentation concludes by noting Visteon's progress so far and its commitment to continuing the journey of Agile adoption.
The document discusses training and its importance for organizations. It defines training as a planned effort to facilitate employees' learning of job-related competencies. Some key points:
1. Training is important as it increases employees' knowledge, skills, and abilities which are critical for job performance. It also helps prepare employees for changes like new technology or working in teams.
2. The goal of training is to create intellectual capital, defined as informational resources like human capital, customer relationships, and intellectual property that can improve business.
3. The training design process is based on the Instructional System Design model, which includes analyzing needs, designing the learning environment, ensuring transfer of training, and evaluating the program.
This document discusses training and development in organizations. It begins by establishing that training is needed for organizations to fill performance gaps between expected and actual results. It then provides examples of potential reasons for performance gaps, such as lack of resources, skills, or equipment. The document outlines a systematic approach to training, including assessing needs, setting objectives, designing programs, selecting instructional methods, implementing, evaluating, and planning future training. It emphasizes that training aims to develop employee attitudes, skills, and knowledge in order to improve organizational performance.
This document provides information about a 4-6 August 2014 course on Depot Operations Management in Lagos, Nigeria. The course will provide an overview of managing depots and best practices, and cover topics like custody transfer, loading/receipts, stock management, controls/economics, loss control, and operational safety. It is open for in-house training and the fee is N126,000 per participant. The course is designed to develop skills for depot personnel, facility operatives, engineers, and site managers.
This document provides information about a 4-6 August 2014 course on Depot Operations Management in Lagos, Nigeria. The course will provide an overview of managing depots and best practices, and cover topics like custody transfer, loading/receipts, stock management, controls and economics, and operational safety. It is aimed at depot personnel, managers, operators, and engineers. Participants will receive course materials and a certificate. The fee is N126,000 per participant, and in-house training can also be provided. Interested parties should contact Petronomics for registration details.
This document provides information about a 4-6 August 2014 course on Depot Operations Management in Lagos, Nigeria. The course will provide an overview of managing depots and best practices, and cover topics like custody transfer, loading/receipts, stock management, controls/economics, loss control, and operational safety. It is open for in-house training and the fee is N126,000 per participant. The course is designed to develop skills for depot personnel, facility operatives, engineers, and site managers.
E-LEARNING IN THE AGE OF DISTRACTION: ADAPTABILITY, PRODUCTIVITY & MEASUREMENTHuman Capital Media
Technology has improved nearly everything that we do — except for corporate learning and training. Employees have increased demands, decreased time and evolving interests and goals, so how do you train effectively in this environment and ensure retention?
This session will:
Introduce participants to truly adaptive eLearning technology.
Learn how adaptive technology not only engages employees, but boosts productivity and retention.
Deep dive in to the behavior analytics that come out of adaptive learning technologies.
This document provides information about a 3-day course on Depot Operations Management in Lagos, Nigeria from June 1-3, 2015. The course will cover topics like custody transfer, loading/receipts, stock management, loss control, and operational safety. It is aimed at depot personnel, managers, operators, and engineers. Participants will receive course materials and a certificate. The fee is 126,000 Naira per participant. In-house training is also available. The training provider, Petronomics Training, aims to develop industry skills and address performance challenges in the oil and gas sector.
Learning is essential part for every organizational growth and development. Every world-class institution realize that high quality learning process is what eventually set them apart from the average. Learning & Development are not a static activity, it always dynamically evolves, we therefore need a high-quality framework to catch up with this evolution of performance needs. 4-MAT System was developed by Dr. Bernice McCarthy as a transformative learning framework which engage the whole function of brain in learning and processing information.
The document discusses employee training and development. It describes the training process, which includes assessing needs, designing programs, selecting instruction methods, implementing training, and evaluating. It covers orienting new employees and common training methods like lectures, hands-on learning, and computer-based training. Management development techniques are also outlined, such as on-the-job training, case studies, and corporate universities. The document emphasizes evaluating training at multiple levels from reaction to learning to behavior and business results.
The document outlines the Trainers Methodology Level 1 qualification for TVET trainers and assessors. It describes the basic and core competencies required, including competencies in communication, applying math/science principles, environmental advocacy, IT use, team leadership, work ethics, and ensuring health and safety. Core competencies involve planning training sessions, facilitating learning, supervising work-based learning, conducting assessments, and maintaining training facilities. Successful completion leads to jobs as a TVET trainer, training facilitator, or competency assessor. Learning outcomes are provided for each competency unit.
Tracking and Assessing Vocational QualificationsJohn Gordon
- Opus Learning develops online open courses to SQA HND standards for direct students and as a white label service. It provides the learning environment, content, and assessments.
- Tracking student interactions and progress is important for assessment, authentication, and identifying issues. Opus uses its learning platform and embedded tracking in course content to monitor students.
- Managing assessment load is key. Opus integrates assessments across units to reduce workload while maintaining standards. It also applies lessons from MOOCs to control costs through scale and automated assessment where possible.
This document provides information about a 4-6 August 2014 course on Depot Operations Management in Lagos, Nigeria. The course will provide insights into best practices for managing depots and address performance challenges. Participants will learn about topics like custody transfer standards, monitoring production losses, storage and distribution, stock management, loss control, and operational safety. The course fee is N126,000 per participant and can also be offered in-house. The training organization, Petronomics, aims to bridge competency gaps in the energy industry through various learning programs.
This document provides information about a 4-6 August 2014 course on Depot Operations Management in Lagos, Nigeria. The course will provide insights into best practices for managing depots and address performance challenges. Participants will learn about topics like custody transfer standards, monitoring production losses, storage and distribution, stock management, loss control, and operational safety. The course fee is N126,000 per participant and can also be offered in-house. The training organization, Petronomics, aims to bridge competency gaps in the energy industry through various learning programs.
This document provides information about a 4-6 August 2014 course on Depot Operations Management in Lagos, Nigeria. The course will provide insights into best practices for managing depots and address performance challenges. Participants will learn about topics like custody transfer standards, monitoring production losses, storage and distribution, stock management, loss control, and operational safety. The course fee is N126,000 per participant and can also be offered in-house. The training organization, Petronomics Training, aims to bridge competency gaps in the energy industry through various learning programs.
This document provides information about a 4-6 August 2014 course on Depot Operations Management in Lagos, Nigeria. The course will provide insights into best practices for managing depots and address performance challenges. Participants will learn about topics like custody transfer standards, monitoring production losses, storage and distribution, stock management, loss control, and operational safety. The training is designed to fill industry knowledge gaps and provide hands-on knowledge. The fee for the course is N126,000 per participant and in-house training can also be provided. The course is delivered by Petronomics Training, an organization that provides learning programs and research to upgrade business skills in the energy industry.
This document provides information about a 4-6 August 2014 course on Depot Operations Management in Lagos, Nigeria. The course will provide insights into best practices for managing depots and address performance challenges. Participants will learn about topics like custody transfer standards, monitoring production losses, storage and distribution, stock management, loss control, and operational safety. The course fee is N126,000 per participant and can also be offered in-house. The training organization, Petronomics Training, aims to bridge competency gaps in the energy industry through various learning programs.
Depot operations june 5- 7, 2017, lagos.deba omoluru
This programme has been designed to further enlighten us on
the intricacies of managing a depot, and its best practices. Most
organisations with growth aspirations have invested significant
time and resources in devising their expansion strategies, they
have not devoted commensurate attention to developing and
executing an internal management model along the business
chain that has to handle and deal with depot operations
management, which would enable them thrive as a enterprising
business in the now wired business ecosystem.
Alison Atkinson is applying for a training role. She has over 10 years of experience in training delivery and development roles at Network Rail, where she is currently a Training Delivery Specialist. She leads a team in developing and delivering training programs, and ensures training materials are up to date and of high quality. She has a track record of improving courses to better meet business needs, and has received awards for her work.
The document provides information about a training program on health and safety foundations. It aims to help participants understand their role as training leaders, explain the importance of training and development, describe the stages of the training cycle, and plan and deliver short training sessions. The stages of the training cycle discussed are identifying training needs, setting learning objectives, planning and designing training, delivering training, and evaluating training. Factors that can influence learning like the learner, environment, and trainer are also addressed.
Similar to Tcd 2014 onsdag_02 mintra uk_blended (20)
This document discusses Trainingportal's role as the sole provider of e-learning courses for Teekay Petrojarl since 2014. It provides an overview of the types of courses used in Norway, UK, Brazil and on projects, which include HSE, permit to work, task risk assessment, and blended learning courses. It also describes the process for ordering and completing e-learning courses through the integrated OCS system, and how course completions are automatically updated in OCS. Safety critical task training involves both an e-learning and practical assessment.
This document discusses opportunities for oil and gas companies to reduce training costs through various initiatives. It provides examples of how Mintra has helped clients reduce costs by migrating classroom courses to e-learning and blended formats, negotiating discounted rates with preferred providers, and restructuring course delivery. One case study details how Mintra redesigned an authorized gas testing course from two days to one day through blended learning, allowing the client to save on employee pay and accommodations while paying a higher fee to Mintra. Mintra has also helped companies standardize training programs and processes across their operations to generate an estimated $50-100 million in annual savings.
The document discusses competency management in the UKCS. It outlines the regulatory requirements for competency assurance systems and safety management systems. It describes the key elements of a competency management system, including identifying safety critical roles and tasks, developing competence profiles, assessing candidates, and maintaining robust assessment processes. The roles of assessors and internal verifiers in implementing and quality assuring the competency management system are also discussed.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
2. 2
About Mintra
Core business is Learning, Training and
Competency
Mintra established in Norway in 1997 , and
launched international expansion plans in
2011 and now have offices in Oslo ,
Stavanger, Abu Dhabi, Basra, Tripoli, Kuala
Lumpar, Rio De Janeiro and Aberdeen.
Provides unique blended learning solutions
for the global Oil and Gas Industry
One of the largest learning providers in
Europe with a highly experienced multi-
discipline team of 80 employees
Offices in Aberdeen, New purpose built
Learning Centre based in the West End of
Aberdeen
3. 500 Oil and Gas Companies globally
30% or 150 of global oil and gas companies are using Mintra's proprietary
Training Portal as their preferred online system
400,000 online learner / courses per year
Estimated 6,000 personnel will attend Mintra Learning Centre in 2014
Mintra Track Record
4. 4
‘TO LEAD THE EVOLUTION OF OIL & GAS COMPETENCY’
Delivering robust effective solutions, products and services to address Key
Industry initiatives
Supporting the development of a competent workforce with substantial
efficiency gains for the Oil & Gas Industry
Developing and providing standardised training to change the learning
experience
Providing approved, transferrable, centralised, training and competency
records
Mintra Mission
5. 5
Background
• Within the Oil and Gas Industry there are a number of integrity critical
processes which require competent personnel, one of the most important is
Control of Work
• Analysis of incidents and near misses in recent years show significant failings in
the competency of personnel to manage work safely
• Most companies do not have prescribed competencies for the Control of Work
but it represents a very important part of job role competency
• Mintra see there is a clear business case for improving the competency of
personnel who perform key roles within the Control of Work
6. 6
Industry Objectives
• To adopt a competency and behavioural approach beyond just
compliance
• To refresh the existing training and use new methods of training
delivery – such as a blend of eLearning, classroom, practical workshops
and simulation exercises
• To deliver integrated Control of Work training programmes which
include Human Factors, Hazard Identification, Risk Assessment and
Roles and Responsibilities
• To integrate human factors understanding, system knowledge and
hands on practical training into the training delivery
• To focus the training on the ability to apply the knowledge gained
• To standardise the training to meet the OPITO Performing Authority
minimum competence Standard for supervisors
7. 7
The Solution
• Utilises highly qualified competent
instructors, coaches from professional
backgrounds who have had real 'actual'
hands on experience in the subjects they
facilitate and mentor
• Application of competence-based learning
solutions, integrating human factors
understanding to influence attitudes
behaviors, and confidence in the workplace
• Delivers a learning program which
incorporates all aspects of the Control of
Work
• Provides a common approach to the Control
of Work training to enable it to be
consistently applied across the Industry
8. 8
The Solution
• Uses a proven learning and design technique, delivering high impact,
interactive, eLearning to engage the workforce and raise the bar on
current training methods across the industry
• Integrates both invigilated / remote eLearning with facilitated
workshops which simulate work scenario exercises
• Engages with the target audience on the application of knowledge
learned and the Control of Work processes to form a catalyst to change
attitude, behaviours, and confidence
10. 10
What is Blended Learning?
Classroom Training | Web-based Training | Webinars|
CD-ROM Courses | Video | EPSS Systems |
Simulations | Mobile Learning and much more
Different routes for learning
11. 11
The focus of the classroom shifts from a
presentational format to one of active learning.
This involves putting learners in situations which compel them to
read, speak, listen, think and act
From passive learning to active learning
12. 12
Blended Learning optimises resources,
scale and speed of training thereby reducing costs
Companies are moving from Classroom
Training to Blended Learning
According to research done by Bersin & Associates
‘Blended Learning: What Works?’
13. 13
Control of Work Program
• Mintra offers an OPITO approved elearning, a competency based
blended learning program which covers all personnel involved in the
Control of Work at the appropriate level:
• Workforce / Permit User
• Performing Authority
• Area Authority
• The Workforce / Permit User can do eLearning and assessment at
Mintra facilities or remote
• The other two levels will contain a mixture of eLearning, classroom,
workshop and simulation at Mintra or client facilities
• All courses utilise the Mintra Training Portal LMS as a means of booking,
launching and tracking training records
• Closely related courses in Competent Gas Tester and Mechanical
Isolations are also available
14. 14
Permit User Programme
• Duration: eLearning 1.5 hours
• Venue: Can be operated in an eLearning Centre or remote
access
• Course Content:
• Hazard Identification and Dynamic Risk Assessment eLearning
• Control of Work eLearning
•
15. 15
Performing Authority
• Designed to meet the OPITO Control of Work PA standard
• Duration: 1 – 1.5 days session
• Venue: Mix of eLearning, classroom, workshop and simulation
at Mintra or client facilities
• Course Content:
• Human Factors eLearning
• Hazard Identification and Dynamic Risk Assessment eLearning
• Control of Work eLearning
• Competency Based Workshop / Simulation & Integrated Human Factors
16. 16
Area Authority
• Designed to meet the OPITO Control of Work PA standard
• Duration: 1.5 –2 days session
• Venue: Mix of eLearning, classroom, workshop and simulation
at Mintra or client facilities
• Course Content:
• Human factors eLearning
• Hazard Identification and Dynamic Risk Assessment eLearning
• Control of Work eLearning
• Competency Based
• Workshop / Simulation & Integrated Human Factors
17. 17
Summary of Benefits
• Fresh approach using a variety of learning techniques
• Industry standard - Transferable qualification
• Reduces unnecessary re-training - with wide scale adoption – delivers
cost reduction Industry wide
• Focuses on the application of knowledge
• A catalyst for a change in attitude behaviours and confidence
• OPITO Approved (for Performing Authority) and IOSH approved for
blended Control of Work certificate
• Supports Sentinel Pro or paper based systems
• Can be delivered at Mintra or client facilities and some elements
remote delivery
• Training Records tracked and retained with secure client access
• Can be combined with OPITO approved AGT, MI or other related
courses
18. 18
Learning Centre Aberdeen
10,000 square feet purpose-built
training facility in the West End of
Aberdeen
Onsite car parking
3 floors with 7 classrooms, 2 practical
workshops and a 60-seat eLearning
centre
Segregated ‘break-out area’ to comply
with DSE and OPITO requirements, with
ample seating and tables
Access to hot drinks, snack machines
and a water cooler
Lunches provided by a local catering
company, in which all dietary
requirements will be catered for
23. 23
Hazard Identification and Dynamic Risk
Assessment eLearning
•
• Explain the importance of work planning and preparation
• Demonstrate good hazard identification and give examples
of common, industry-specific, hazards
• Explain the importance of capturing Lessons Learned
• Explain the principles of, and steps involved in, the risk
assessment process including Level 1 and 2
• Explain the importance of ‘stopping the job’ if there are any
concerns over safety
• Explain the actions to take in an emergency situation
• Assessment
24. 24
Human factors eLearning
• Unit 1: Situation Awareness
• Definition of situation awareness
• Its application to offshore teams
• Situation awareness model
• The causes and symptoms of loss of situation awareness
• The concept of mental models and the importance of a
shared mental model with other members of the team
• Combating situation awareness problems
• Assessment
25. 25
Human factors eLearning continued
• Unit 2: Decision making
• Factors which hinder effective decision making
• The standard management decision making (analytic,
option comparison)
• Rule based decisions (e.g. procedures)
• Intuitive/recognition primed decisions
• The limitations of human memory and the effect of working
memory capacity on decision making
• Optimising decision making
• Assessment
26. 26
Human factors eLearning continued
• Unit 3: Communication
• The advantages and disadvantages of one and two way
communication
• The importance of feedback
• Internal and external barriers to communication
• Requirements of good communication
• Maintaining effective listening skills
• Assertiveness, and how it can be achieved in
communication
• Assessment
27. 27
Human factors eLearning continued
• Unit 4: Team co-ordination
• Team working
• Barriers to effective team co-ordination
• Optimising team co-ordination
• Team roles
• Assessment
28. 28
Human factors eLearning continued
• Unit 5: Fatigue and shift work
• Fatigue as a cause of accidents
• Acute and chronic fatigue
• The five phases of sleep
• The effects of fatigue on performance
• Methods of avoiding fatigue
• Assessment
•
29. 29
Human factors eLearning continued
• Unit 6: Stress
• Definition of stress and why it is relevant offshore
• Basic models of stress
• Causes of stress
• Stress and personality
• The human performance curve
• Symptoms of stress
• Stress management and coping techniques
• Assessment
30. 30
Control of Work eLearning
• Unit 1: Introduction to Safe Systems of Work and Control of
Work (10 Minutes)
• Explain the purpose of the Safe System of Work (SSOW)
and its importance in controlling work across the Oil and
Gas Industry
• Identify the requirements of the SSOW and the main legal
duties placed on the individual, the employer and the duty
holder under legislation governing the Control of Work
• Identify the SSOW training and competency requirements
• Assessment
•
31. 31
Control of Work - contd
• Unit 2: Historic Issues and Case Studies (5 minutes)
• Explain the importance of lessons learned from the Piper
Alpha Disaster in introducing key changes to the Control of
Work in the offshore Oil and Gas Industry
• Give an overview of past incidents that have occurred in the
Oil and Gas Industry and demonstrate the lessons learned
from these incidents
• Assessment
32. 32
Control of Work - contd
• Unit 3: Work Control Certificates and Supporting
Documentation (15 minutes)
• Recognise the different types of Work Control Certificates
(WCCs) in use within the Industry and explain why they are
used
• Identify the four different categories of WCC
• Identify the purpose and routines of WCCs including Hot
and Cold Work
• Identify the supporting documentation that may
accompany WCCs
• Describe the requirements for gas testing
• Assessment
33. 33
Control of Work - contd
• Unit 4: Overview of Roles and Responsibilities (20 minutes)
• Identify the key personnel involved in SSOW
• Describe the responsibilities of the Offshore Installation
Manager / Site Controller
• Describe the responsibilities of the Area Authority (AA)
• Describe the responsibilities of the Affected Area Authority
• Describe the responsibilities of the Performing Authority
(PA)
• Identify the main duties of the Control Room Operator
(CRO)
• Give an overview of the role of the Authorised Gas Tester
(AGT)
• Describe the responsibilities of the Isolating Authority (IA)
• Explain the role of the Responsible Electrical Person (REP)
• Assessment
34. 34
Control of Work - contd
• Unit 5: Workforce specific Roles and Responsibilities (10
minutes)
• Identify and explain your individual role and
responsibilities within SSOW
• Assessment
35. 35
Control of Work - contd
• Unit 6: Communication, Site Visits, Shift, Crew and Job
Handover (15 minutes)
• Explain the importance of communication throughout the
duration of the work
• Explain the purpose of the Daily Planning Meeting and
Daily PTW Meeting
• Explain the importance of Pre-job Safety Toolbox Talks /
Work Party Briefings
• Identify the steps to be taken to ensure effective shift
change and job handover
• Explain the importance of capturing Lessons Learned
• Assessment
36. 36
Control of Work - contd
• Unit 7: Performing Authority specific Roles and
Responsibilities (10 minutes)
• Identify and explain your individual role and
responsibilities within SSOW
• Assessment
37. 37
Competency Based Workshop / Simulation &
Integrated Human Factors
• Able to recognise and assess worksite hazards and associated risks
• Able to control, reduce or eliminate the risks through formalised Level 1
and 2 risk assessment systems and safe systems of work
• Working with WCC Types and identifying Categories
• Identifying standalone isolations and cross referencing WCCs
• Monitor and control the work effectively and respond appropriately to
changes in work conditions or the work plan
– self-awareness, emotional intelligence, and one’s personal experience
– the situation or context in which one must lead
– leading down to one’s organizational base
– leading up or delivering on the expectations of one’s superiors
– Leading across to promote connectivity among people or organizations
over which the leader has not direct control
• Manage and control work safely through effective communication and
handovers at various stages of the work
• Effective Handovers
• Simulated operational awareness
• Facilitator Assessment throughout workshop