As the rate of change and technical development accelerates, rapidly building new skills becomes a key priority. This workshop is about building a learning organization that allows companies to compete with the speed of learning.
We will discuss the employees ability to learn themselves, learnability. The learning culture encouraging growth and learning. How to embed learning in work and design organizations and work itself for learning. Through all we will discuss how technology can accelerate learning in the organization.
This is the workshop format. We spend approximately 3 hours on the workshop including beehaves and discussions.
To develop an Agile Learning organization a learning strategy needs to be in place. This presentation shows how to develop a strategy and a roadmap on 3 workshops.
Help your new leaders achieve success in their new roles by learning the Best Practices for Onboarding New Leaders. You'll learn the phases and objectives of the new leader's first 90 days, as well as the Best Practicess to follow. Research has shown that almost half of all new leaders will fail in their role within the first 18 months. Don't let that happen to you or your leaders. Follow the best practices for onboarding new leaders in this presentation to set you and your leaders on the path to success!
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
Insights On Executive Onboarding Max Evansmaxbevans
** Manager\'s Choice in \'Onboarding - Best Practices in Accelerating Employee Transitions\' group 8th October 2011 **
This is a summary of my MBA thesis on the subject of executive onboarding. The key conclusion is that senior leaders need a tailor-made onboarding programme, An overly prescribed approach will fail to achieve the objectives of engaging recruits and reducing time-to-productivity.
To develop an Agile Learning organization a learning strategy needs to be in place. This presentation shows how to develop a strategy and a roadmap on 3 workshops.
Help your new leaders achieve success in their new roles by learning the Best Practices for Onboarding New Leaders. You'll learn the phases and objectives of the new leader's first 90 days, as well as the Best Practicess to follow. Research has shown that almost half of all new leaders will fail in their role within the first 18 months. Don't let that happen to you or your leaders. Follow the best practices for onboarding new leaders in this presentation to set you and your leaders on the path to success!
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
Insights On Executive Onboarding Max Evansmaxbevans
** Manager\'s Choice in \'Onboarding - Best Practices in Accelerating Employee Transitions\' group 8th October 2011 **
This is a summary of my MBA thesis on the subject of executive onboarding. The key conclusion is that senior leaders need a tailor-made onboarding programme, An overly prescribed approach will fail to achieve the objectives of engaging recruits and reducing time-to-productivity.
Change Management Toolkit including Models, Plans, Frameworks & ToolsAurelien Domont, MBA
Toolkit Downloadable at www.slidebooks.com | Created By ex-Deloitte Change Consultants | Download and Reuse Now a Change Management Toolkit including 10+ Models, Plans, Frameworks & Tools.
How to level up learning and developmentChris Smith
Learn about Redgate's journey so far with learning and development at Redgate. We’ve tried golden tickets, 10% time, down tools weeks, katas and guilds - and still something was missing. We’ll tell you about how our efforts brought us to curating and organising our own product development conference and what happened as a result.
Organisational Change Management (OCM) is a critical component of many successful ERP projects. Despite this, the term Change Management is one which is not well understood by many ERP practitioners or by most ERP users. There is often a general sense that it covers the softer, people-related issues that arise during ERP implementation projects and that as a result, OCM itself is an ill-defined and woolly concept.
This paper sets out to dispel this view by defining OCM in ERP projects very clearly in terms of strategy, constituent work streams and implementation tasks. View an extract of the report and download the full report for free at: http://www.lumeniaconsulting.com/resources/reports-white-papers/organisational-change-management-erp-projects
Take a quick look at the change management readiness process for supervisors. This presentation shows project leader tasks compared to the Supervisor or Manager and helps Supervisors understand their role during change.
Talent Management Process PowerPoint Presentation SlidesSlideTeam
Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of seventy nine slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed Change Management Implementation Checklist PowerPoint Presentation Slides complete deck.
Striving to make succession planning 2x faster? Aiming to bring the risk of promoting the wrong person to 0? Or targeting to be a future-proof organization by identifying skill gaps and training needs early on?
Revenue Ops: Our Proven Framework for Massive PipelineSales Hacker
What you'll learn:
- A proven framework to align & organize your revenue teams (sales, marketing & customer success)
- The “Ins & Outs” of Leandata’s & Outreach’s revenue operations
Operating Model PowerPoint Presentation Slides SlideTeam
Access our 20 slides operating model PowerPoint deck that has been designed for the professional working in the corporate firms. In business sector, an operating model is a visual display of how a company pays attention to its internal and external customers. The presentation deck comes with 10 operating model designs from which you can choose the desired one that meets your business requirement. You can create an innovative PPT using these designs as these are designed to meet the purpose of businesses. An operating model helps to define how the company is operating now and how they are looking to manage business operations in the future. Every leading organization has some policy to accomplish the business objectives and you can describe your operations strategy using our presentation deck. The PowerPoint designs have been crafted by our team of creative and experienced designers who have understanding about the topic and about the designs that work in the business community. Download and then you use them to share the information in the most professional way. Our Operating Model PowerPoint Presentation Slides give you the break. Get the chance you have been dreaming of.
Strategic Operating Model Defines How a Company Looks and Works. This document gives a good overview of the the various aspects of the concept including:
1. Understand the Linkage Between Strategy and an Operating Model.
2. Recognize the Key Components of a Company’s Operating Model.
3. Familiarize Use of Operating Models to Make Comparisons Across Companies.
Mapping the Customer Journey with Engagement ModelsGainsight
Dan Steinman, GM of Gainsight EMEA, and Sue Nabeth Moore, Founder of Success Track Enterprise, discuss the role of engagement models in the process of mapping the customer journey.
Next generation learning: How new tech are changing the gameBrightwave Group
Digital technologies have radically altered the ways that people capture and harness the skills, knowledge and information they need to do their jobs better. We're moving beyond the restrictions of a linear e-learning course into a continuously online world of resources and connections. Learning is more granular, less formal and more mobile than ever.
This seminar discusses the theory and presents striking examples of how next generation learning technologies are already working within the new learning paradigm to offer real benefits for your organisation.
Key learning points:
• Core factors influencing how we work today
• New ways of learning that tie in to learners' expectations: social, informal, mobile learning
• How to empower learners to benefit from the opportunities of the next generation learning environment
• New technologies that provide real impact to learners and organisations alike.
Change Management Toolkit including Models, Plans, Frameworks & ToolsAurelien Domont, MBA
Toolkit Downloadable at www.slidebooks.com | Created By ex-Deloitte Change Consultants | Download and Reuse Now a Change Management Toolkit including 10+ Models, Plans, Frameworks & Tools.
How to level up learning and developmentChris Smith
Learn about Redgate's journey so far with learning and development at Redgate. We’ve tried golden tickets, 10% time, down tools weeks, katas and guilds - and still something was missing. We’ll tell you about how our efforts brought us to curating and organising our own product development conference and what happened as a result.
Organisational Change Management (OCM) is a critical component of many successful ERP projects. Despite this, the term Change Management is one which is not well understood by many ERP practitioners or by most ERP users. There is often a general sense that it covers the softer, people-related issues that arise during ERP implementation projects and that as a result, OCM itself is an ill-defined and woolly concept.
This paper sets out to dispel this view by defining OCM in ERP projects very clearly in terms of strategy, constituent work streams and implementation tasks. View an extract of the report and download the full report for free at: http://www.lumeniaconsulting.com/resources/reports-white-papers/organisational-change-management-erp-projects
Take a quick look at the change management readiness process for supervisors. This presentation shows project leader tasks compared to the Supervisor or Manager and helps Supervisors understand their role during change.
Talent Management Process PowerPoint Presentation SlidesSlideTeam
Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of seventy nine slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed Change Management Implementation Checklist PowerPoint Presentation Slides complete deck.
Striving to make succession planning 2x faster? Aiming to bring the risk of promoting the wrong person to 0? Or targeting to be a future-proof organization by identifying skill gaps and training needs early on?
Revenue Ops: Our Proven Framework for Massive PipelineSales Hacker
What you'll learn:
- A proven framework to align & organize your revenue teams (sales, marketing & customer success)
- The “Ins & Outs” of Leandata’s & Outreach’s revenue operations
Operating Model PowerPoint Presentation Slides SlideTeam
Access our 20 slides operating model PowerPoint deck that has been designed for the professional working in the corporate firms. In business sector, an operating model is a visual display of how a company pays attention to its internal and external customers. The presentation deck comes with 10 operating model designs from which you can choose the desired one that meets your business requirement. You can create an innovative PPT using these designs as these are designed to meet the purpose of businesses. An operating model helps to define how the company is operating now and how they are looking to manage business operations in the future. Every leading organization has some policy to accomplish the business objectives and you can describe your operations strategy using our presentation deck. The PowerPoint designs have been crafted by our team of creative and experienced designers who have understanding about the topic and about the designs that work in the business community. Download and then you use them to share the information in the most professional way. Our Operating Model PowerPoint Presentation Slides give you the break. Get the chance you have been dreaming of.
Strategic Operating Model Defines How a Company Looks and Works. This document gives a good overview of the the various aspects of the concept including:
1. Understand the Linkage Between Strategy and an Operating Model.
2. Recognize the Key Components of a Company’s Operating Model.
3. Familiarize Use of Operating Models to Make Comparisons Across Companies.
Mapping the Customer Journey with Engagement ModelsGainsight
Dan Steinman, GM of Gainsight EMEA, and Sue Nabeth Moore, Founder of Success Track Enterprise, discuss the role of engagement models in the process of mapping the customer journey.
Next generation learning: How new tech are changing the gameBrightwave Group
Digital technologies have radically altered the ways that people capture and harness the skills, knowledge and information they need to do their jobs better. We're moving beyond the restrictions of a linear e-learning course into a continuously online world of resources and connections. Learning is more granular, less formal and more mobile than ever.
This seminar discusses the theory and presents striking examples of how next generation learning technologies are already working within the new learning paradigm to offer real benefits for your organisation.
Key learning points:
• Core factors influencing how we work today
• New ways of learning that tie in to learners' expectations: social, informal, mobile learning
• How to empower learners to benefit from the opportunities of the next generation learning environment
• New technologies that provide real impact to learners and organisations alike.
Next Gen Learning: How New Tech is Changing the GameBrightwave Group
The way we learn at work is changing. As expectations shift, workplace learning must evolve. Find out how to harness innovation and technology to meet the needs of your next generation learners.
Download our Social Learning Revolution whitepaper here: http://ow.ly/wp0Gi
How to transform personal development for professional in a disruptive age.
This manifest is based on previous work which we created and shared earlier. This second edition is enhanced with more suggestions on how to apply such an approach in practice. In this second edition we are introducing the Personal Productivity Grid to support personal development for professionals.
Use this link to access the first edition of this manifest:
https://www.slideshare.net/JeroenSpierings/professional-development-for-teachers
You must learn to see the world a new. We learn from the emerging future and utilize the wisdom of crowds This needs to be the mindset for transformation.
In general the flow of knowledge will activate the continuous optimization process.
A circular process where we constantly seek for and access knowledge, from feeling, observation, demonstration and challenging we are able to apply the knowledge in practice. We create deeper understanding and new ideas for adoption will emerge. We reflect on the application and learn so that we can curate new knowledge and share this with a wider audience. We focus on empowering teachers to make a difference. Important element is the sharing of knowledge, expertise and experiences so that we collectively learn from the emerging future. Each teacher can use the flow of knowledge to build their personal productivity grid to drive personal growth.
You step into the future to shift your frame of reference.
The Theory Part - Learning about learning | SPELT | Wali ZahidWali Zahid
The Theory Part - Learning about learning - A talk by Wali Zahid at 29th SPELT Conference 2013
This Powerpoint will be useful if read with this detailed document:
http://www.slideshare.net/wali11/the-theory-part-learning-about-learning-wali-zahid-24849318
http://www.scribd.com/doc/157515625/The-Theory-Part-Learning-About-Learning-Wali-Zahid
Informal and Social Learning - Everyone is a Contributor!Michael Kada
Michael Kada presents the case for Informal Learning with respect to the explosion of information and knowledge and in comparison to other learning paradigms. The learning world is shifting very quickly to an informal / social learning approach and the case will be made why it is essential to for companies to adapt their learning approaches in this direction.
Total learning: The Intersection of Formal, Social and Experiential LearningJohn Leh
90% of learning is social and informal yet LMS solutions focus on the formal 10%. The concept of Total Learning is to embrace the informal and use it for a competitive advantage.
The Social Collaboration Party – Should Learning Gatecrash ? Online Forum SydneyLearningCafe
Consumers are engaging with social media as never before and changing the way we communicate and share. However using “social” at the workplace is lettered with discussion boards nobody joins or a community withers after the initial enthusiasm. Will it work ? Or are we going about the wrong way for the wrong reasons ?
Panel
Kelly O’Shaughnessy – Global Head of Social Media, Ashurst
Alex Grahovac - Director, Learning Products & Strategy ANZ at SuccessFactors
Jeevan Joshi – Founder – Learning Cafe
Leuphana Conference on Entrepreneurship 2015Norris Krueger
Great newer conference that focuses on creativity & innovation at Leuphana University in Luneberg! Silke Tegtmeier and her team has done a great job again thus year:
http://www.leuphana.de/zentren/rce/konferenz.html
My keynote on the entrepreneurial mindset: We talk about it all the time but never really define it :) So... how do we better understand it? Define it? Measure it? Change it? Ping me if you want to join the discussion! (And ACTION!)
Explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation.
More on how to create a culture of learning: http://www.lynda.com/Business-training-tutorials/29-0.html
Using the DPG Community as a case study this presentation was based around the use of technology in learning. rather than focus on the tools and technologies the focus should in fact be around behaviours and skills needed by L&D to operate in the 21st century to continue to be relevant and offer value to the organisation.
Meeting the Needs of a Rapidly Changing Workforce: the Learning Organization ...Natalie Laderas-Kilkenny
Automation will change the nature of jobs and the training needs of our workforce will change along with them. Technology hasn't just defined how we consume information, it's changing how we learn. It's time to rethink learning at your company starting with re-examining how learning can happen with new attitudes, tools, & technologies..
CARE Leadership is a mentor/coaching based process for Selecting, Empowering, and Developing Next Generation Leaders.
This presentation is designed to provide insight on how to identify and prepare next generation leaders to assume senior roles in organizations in half the time previously needed.
CARE Leadership was developed to allow significant time compression in transforming front line talent into senior staff and/or executive leaders. Key to time compression is active participation of senior personnel in mentoring and coaching rising leadership candidates.
This results based process enhances engagement, productivity, and loyalty of the organizational workforce & executive talent. The time to start is today as yesterday's future tomorrow has already passed.
Our approach to blended learning, the Chrysalis Way.
Learning effectiveness, social learning, curated content, great learning content, games based learning.
Empowering self-directed learners: Practical strategies and tools for L&DBrightwave Group
In a recent webinar Brightwave's Caroline Freeman discussed a range of self-directed learning strategies, sharing concrete examples of what works. She explored the surprising and effective ways today's new generation learning tools put the learner firmly in control.
To hear the full recording of this lively and interactive webinar session, visit: http://ow.ly/oQbt30hyGQp
Similar to Workshop: Building the Future Learning Organization (20)
Learnability eller förmåga till lärande är avgörande för att hänga med i dagens snabba utveckling och förbli anställningsbar. Enligt World Economic Forum behöver vi i genomsnitt lägga 4-5 timmar i veckan för att klara de omställningar som digitaliseringen innebär. Det är en stor ökning som ställer krav på ökad lärförmåga hos oss alla.
Men vad innebär egentligen lärförmåga? Hur gör medarbetaren (eller du själv) rent praktiskt? I presentationen beskriver jag översiktligt hur vi kan öka vår förmåga att lära av våra erfarenheter, av andra, av kunskapsflödet i omvärlden och av utbildningar.
Ändra fokus och stötta hela organisationens lärandeJohan Skoglöf
Endast 10% av vårt lärande sker via formella metoder som kurser. Trots det fokuserar det flesta utbildningsavdelningar huvudsakligen på att leverera kurser. Det räcker inte med dagens krav på snabb förändring. Det möter inte heller hur vi lär oss, vilket förändras till att bli allt mer socialt och just-in-time. Flera studier visar på hur utbildningsfunktionen blir allt mindre kritisk och får allt mindre påverkan på våra medarbetares prestationer.
Presentationen handlar om hur utbildningsfunktionen behöver ändra fokus från att leverera kurser till att stötta hela organisationens lärande.
- Drivkrafterna i omvärlden som gör att vi måste ändra fokus.
- Hur formell utbildning utgör en allt mindre del i att bygga förmåga.
- Vad som krävs för att gå från kurser till kontinuerligt lärande i jobbet.
- Hur vi inom utbildning kan möjliggöra och stötta lärandet i arbetet och det sociala lärandet.
- Nya roller som krävs i utbildningsfunktionen.
- Hur ansvaret för lärandet måste integreras i verksamheten.
- Utbildningsfunktionens förändrade roll.
Hur ny teknik effektivt kan användas inom lärandeJohan Skoglöf
Utvecklingen av teknologi för lärande har exploderat de senaste åren med MOOC´s (Massive Open Online Courses), gamification, plattformar för socialt lärande, videolärande, mobilt lärande m.m. De är svar på våra behov inom lärande men kanske ännu mer exempel på teknikutveckling, som skapar möjligheter och förändrar våra vanor.
I den här presentationen går jag djupare in i att införa nya metoder och ny teknik för lärande, vilket kräver mer än att bara upphandla ett system. Bara för att det finns en plattform för video-on-demand i organisationen, så betyder inte det att anställda kommer börja dela utbildande videosnuttar. Det behövs en kultur som stöttar delande av erfarenheter, kunskap hos användarna, en tanke hur lärmetoden passar in med annat lärande, kompetens hos utbildningsavdelningen m.m.
- Hur passar den nya tekniken in bland existerande lärmetoder i organisationen?
- Vilka affärsmål stöttar vi med olika nya metoder/teknik inom lärande?
- Vilket stöd behöver användarna? Vilka kompetenser behöver vi på utbildningsavdelningen?
- Är vi mogna för nya arbetssätt? Hur arbetar vi med kultur och förändring?
- Hur upphandla så att vi får det som verkligen stöttar våra behov.
Webinar 21 maj ny teknik ger nya möjligheter för lärandeJohan Skoglöf
Svårare att hinna med förändringar ute i verksamheten, ökade krav på kostnadseffektivitet, anställda som inte längre efterfrågar traditionella kurser. Det är en verklighet för många utbildningsavdelningar. Samtidigt har utvecklingen av teknologi för lärande exploderat de senaste åren med MOOC´s (Massive Open Online Courses), Gamification, Talent Management Systems, sociala plattformar, videokurser, mobilt lärande m.m. … just för att möta de här utmaningarna!
Presentationen går igenom varför användning av teknologi just nu har ökat drastiskt. Jag går igenom nya teknologier och visar hur den kan användas i lärandet.
Webinar lärande organisation för framtidens krav 10 decJohan Skoglöf
På det här webinaret berättar jag om utvecklingsmodellen för en lärande organisation och hur den kan hjälpa dig att utveckla lärandet i din organisation. Du får reda på vad som krävs för att utveckla lärandet till högre nivåer. Vad som krävs när det gäller lärmetoder, processer & metoder, system & verktyg, organisation, styrning, roller och kompetens samt en lärande kultur.
Presentationen visar hur du tar fram kompetensprofiler som speglar vad olika roller gör i arbetet och som är detaljerad nog att kunna användas för målstyrd utbildning.
Utbildning och information möts i performance supportJohan Skoglöf
Håller utbildning på teknisk information på att mötas? Utbildning går mer åt hållet "just-in-time". Lär just när du behöver det, i arbetet. Teknisk information går från långa manualer till uppgiftsbaserade instruktioner, som använder media för att visualisera. Ett annat ord för båda dessa trender är Performance Support,
Hur blir ni en effektiv lärande organisation? I den här presentationen från kompetensmässan 2012 berättar jag tillsammans med Helena Eketrapp vilka steg du behöver ta.
Sänk dina utbildningskostnader nedladdningJohan Skoglöf
Vi vill allt mer lära direkt i eller nära arbetet. Det finns flera anledningar till det. Kunskaperna från kursen vi gick för ett par månader sedan är oftast glömda när vi väl skall göra jobbet. Förändringar går också allt snabbare. Våra arbetsuppgifter blir allt mer varierade. Det syns tydligt på andelen av all formell utbildning som bedrivs i klassrum. Enligt ASTD har den andelen klassrum gått ned från 76% 2001 till 56% 2011¹. Andelen är ännu lägre om vi räknar in det informella lärandet, som till allt större del sker online. Då är andelen klassrum under 20%. Skall den vara det? Ja, andelen kunskaper och färdigheter som kräver omfattande träning, övning, rollspel och en duktig lärares handledning är långt under 20%. Tänk efter! När gick du själv på kurs senast?
Av det formella lärandet, vad består resten av, som inte är klassrum? Traditionell eLearning? Ja fortfarande till en stor del, men den ersätts snabbt av nya metoder. Sedan länge av Rapid eLearning och webklassrum, numera också av en mängd enkla metoder som skärminspelningar, videos och olika former av inspelningar av PowerPoint.
Vad finns det att vinna på det här? Ett vanligt företag spenderar ca 30-35 timmar¹ formell utbildning per anställd. På mitt webinar visar jag hur den total kostnaden (inklusive jobbfrånvaro) kan minskas med 70%. Ett företag som minskar andelen klassrum från 90% till 60% med de här metoderna, tjänar 12.000 kr per anställd. För en organisation med 10.000 anställda betyder det 120 mkr.
120 mkr är mycket pengar. I räkneexemplet ersätts en tredjedel av alla klassrumsutbildning med nya metoder. Går det? Vad krävs för att göra det? Lyssna på mitt webinar så får du reda på mer.
Hur användbara är era jobb/kompetensprofiler? Används de för att utvärdera era anställda? Används de i utvecklingssamtalen? Kan ni utgå direkt från kompetenserna när ni skall ta fram utbildning som matchar kompetensgapen?
Kompetensprofiler är många gånger en lista av ganska allmänna egenskaper vi vill att de anställda skall ha, gärna från organisationens värderingar. För att verkligen bidra måste kompetensprofilerna utgå från de arbetsuppgifter som utförs av yrkesrollen och från hur de bidrar till organisationens mål.
I presentationen går jag igenom en modell för kompetensprofiler som direkt utgår från organisationens mål, de arbetsuppgifter som utförs av jobbet och som är användbar vid rekrytering, karriärplanering, utvecklingssamtal och utvecklingsaktiviteter som utbildning.
Lärportaler för formellt och informellt lärandeJohan Skoglöf
Det formella lärande står oftast bara för 10-20% av det totala lärandet. Utbildningsinsatser och kursportaler (LMS) ger därför bara ett mindre stöd i de anställdas kompetensutveckling. Lärportaler siktar på att ge ett fullständigare kompetensstöd i arbetet.
I presentationen berättar jag hur det förändrade lärandet påverkar hur vi bör tillgängliggöra det kompetensstöd den anställde behöver för att lösa sina uppgifter. Allt mer måste kunna levereras som lärande just innan uppgiften utförs och allt mer lärande sker mellan de anställda som kunskapsdelning.
Jag berättar om vikten av det informella lärandet. Hur lärportaler bättre kan stötta det informella lärandet. Vad är Lärportaler? Vilka använder det? Vilka förändringar i lärandet har lett till utvecklingen av Lärportaler?
Du får tips på hur du går tillväga för att bygga upp en lärportal. Vilka är stegen? Vilken organisation behövs? Vilket förändringsarbete? Vilka verktyg kan du använda?
Utveckla en effektiv lärande organisationJohan Skoglöf
I presentationen berättar jag hur du utvecklar din utbildningsavdelning från en traditionell "skola", med svag koppling till verksamheten till att stötta en lärande organisation. Vi berättar om hur lärandet kan bli mer målstyrt och flexibelt, jobborienterat och slutligen kollaborativt.
Hur skapar du en lärande organisation och en utbildningsavdelning som verkligen stöttar verksamhetens mål och strategier?
Johan Skoglöf ger exempel på hur utbildningsavdelningen kan bli mer målstyrd och effektiv. Han berättar hur lärandet kan flyttas närmare arbetsuppgifter och prestationer och slutligen hur du kan skapa en organisation där lärande sker hela tiden och drivs av de anställda
Vinnande strategier för lärande organisationerJohan Skoglöf
Idag finns allt mindre att hämta i effektivisering av företagets materiella flöden. De stora effektivitetsvinsterna är redan gjorda. Istället ökar betydelsen att hantera företagets kunskapsflöden.
Hur bli bra på att lära av kunder och omvärld? Hur utveckla toppkunskaper inom sitt unika område? Hur snabbt skala upp lärandet i organisationen?
På vårt webinar berättar vi om hur du omvandlar din utbildningsavdelning till att verkligen betyda nåt för företagets framgång och de anställdas prestationer.
Vi går igenom det ramverk du behöver bygga upp. Hur organisera lärandet i verksamheten? Hur gå från kurser till lärande i arbetet? Hur maximera värdet av det informella lärandet? Hur skapa en lärande kultur? Vilken infrastruktur behöver komma på plats?
Ett traditionellt Learning Management System (LMS) är utformat för att hantera det formella lärandet. Här presenterar jag hur lärportaler också stöttar det informella lärandet.
The traditional Learning Management Systems is focused on supporting formal learning. In the presentation we will present how Learning Portals increase the scope to also support the informal learning.
tillgången till kunskap när du behöver de möjligheter att samarbete och dela kunskap som Web 2.0 ger, har ändrat hur vi lär oss. Den här presentationen berättar om vad eLearning 2.0 är.
The availability of on demand knowledge and collaboration using web 2.0 is changing how we learn. This presentation in Swedish presents the concept of eLearning 2.0.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
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4. Future Learning Organisation
What happened to the
Travel Agency?
28m journeys 39m journeys
75 1
1999 2017
+ 77%
6000 employees 3000 employees- 50%
5. Future Learning Organisation
Competence Development
in focus
0
1000
2000
3000
4000
5000
6000
7000
8000
9000
10000
2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017
Lack of skills in Sweden Investments in EdTech (MUSD)
6. Future Learning Organisation
What is a Learning
Organisation?
An organization that acquires knowledge and innovates fast enough to
survive and thrive in a rapidly changing environment.
• encourages continuous learning, critical thinking and new ideas.
• allows and learns from mistakes end experiments.
• implements new knowledge into daily work throughout the organization.
Peter Senge, Bersin Deloitte etc.
7. Future Learning Organisation
High performing learning
organisations are more profitable
Probability for top result
• Innovation
• Productivity
• Employee development
2x
7x
Profitability growth
Bersin, High Impact Learning Culture
3x
12. Future Learning Organisation
Job transformation
2018 to 2022
Data Analysts
AI and Machine Learning Specialists
People and Culture Specialists
Organizational Development
Specialists
User Experience Designers
Service and Solutions Designers
…
Bookkeeping and Payroll Clerks
Administrative Secretaries
Financial Analysts
Bank Tellers and Related Clerks
Accountants and Auditors
Sales and Purchasing Agents
…
World Economic Forum, ”Future of Jobs report 2018”
13. Future Learning Organisation
Building new
competences at speed
In demand 2022
• Creativity and initiative
• Social influence
• “System” analysis
• Digital literacy
• Innovation
• Complex problem-solving
• Active learning
• Data analytics
• …
Professional
skills +
World Economic Forum, ”Future of Jobs report 2018”
Do we have these skills?
14. Future Learning Organisation
Dramatic increase in
development needs?
From 30 hours/ year
Association of Talent Development, World Economic Forum
Adding 100 hours/ year
100
400
15. Future Learning Organisation
Exponential technical
growth but linear adaptation
Kurzweil, Moore, Brinker mf.fl
Change
Time
Technological
development
Organizational change,
expectations
Disappointment
Surprise
16. Future Learning Organisation
Exponential technical growth
but linear adaptation
Kurzweil, Moore, Brinker mf.fl
Change
Time
Technological
development
Organizational
change
Individual
change
Are we adaptable enough?
17. Future Learning Organisation
The situation of
todays worker
5:e min
interruption
75%
stressed
Bersin Deloitte, Modern Learner
20%
on search
Harder to fit learning
in a busy day! 27%
Wasted on
mail
40%
mobile
30%
gig
18. Future Learning Organisation
We are not learning
as before
Bersin, ”Meet the modern learner”
Shorter moments
Mobile first
Just-in-time
Collaboration
Self directed
19. Future Learning Organisation
Learning and growth very
important for new generations
19
1st = Learning & growth
CollaborativeDigital natives
Transparency
PwC, “Millennials at work”, Gallup, Linkedin etc.
Job hoppers Feedback & recognition
Impatient
How are we adapting for
Millenials?
20. Future Learning Organisation
Discuss with your
neighbor
Take 2-3 minutes to discuss:
How does these challenges
impact xxx?
• Skill shift
• Work situation
• Learner preferences
• New generation needs
23. Future Learning Organisation
”Instead, what is far more
valuable is to have the
ability to learn and to
apply those learnings into
new and unique scenarios
Enter the Learning
Worker
It's no longer about what you know, it's about
how you can learn and adapt.”
Morgan Jacob, Future of Work
Heavy Learners (5 hours/week)
39% more productive/successful
74% more goal oriented
21% happier at work
Korn Ferry, ManPower, LinkedIn, Bersin
25. Future Learning Organisation
Growth Mindset
Carol S. Dweck
• I can learn anything
• Failures are possibilities
for learning
• I will succeed if trying
harder
• Challenges helps me
growing
• I enjoy trying new things
• I either can or can´t
• Failures are caused by my
limitations
• Success is depended on my
inherit capability
• I dislike challenges
• I keep to what I already
master
29. Future Learning Organisation
Learn from experiences
• Ask for challenges
• Take new roles
• Experiment
• Ask for feedback
• Reflect on your way home
• Lessons learnt
• Document conclusions
• ...
30. Future Learning Organisation
Social media
• Find your forums
• Comments
• Share experiences
• Add value
• Put questions
• ..
Use your network
• Plan the network
• Maintain the network
• Participate in groups
• Search for advice
• …
Learn from others
31. Future Learning Organisation
• Micro course
• MOOC
• Video
• Articles
• …
Learn from education
and environment
40%
new!
>30
min/day
32. Future Learning Organisation
Use tools that
enhances your learning
Read/view Share
Write
Search Discuss
Gather Comment
Take coursesInstructions
Follow
Digital learning ecosystem
34. Future Learning Organisation
What IS a learning
culture?
• Encourages and rewards risk taking
(“dare to try”)
• Empowers employees in work and
learning decisions
• Uses mistakes for learning
• Designs work for learning
• Encourages reflection
• Values learning
• Enables collaboration and sharing
Bersin, High Impact Learning Culture
41. Future Learning Organisation
Leads by example
Är själv en LQ
• Experiments/”dares to try”
• Talks about own failures
• Recruits/rewards LQ
• Promotes value of learning
• Talks about own learning
• Shares knowledge
• Gives lectures
• …
42. Future Learning Organisation
Actively plans for
experiences
• Challenging tasks
• Plans activities - gaps
• Observation/ job shadowing
• After action reviews
• Embed reflections in work
• Plans for continuous feedback
• Problem solving sessions
• Talks of own experiences
• …
44. Future Learning Organisation
Promotes collaboration
and learning
• Learning Fridays
• Promotes 30 min learning work outs
• Knowledge sharing in meetings
• Rewards learning/sharing
• Sets targets on sharing
• Transparent with information
• Moves work to collaboration platform
• …
45. Future Learning Organisation
Discuss for
10 minutes
How can we promote a culture where
employees want to, are able to and
are allowed to continuously learn?
47. Future Learning Organisation
The need to integrate
learning in work
5:e min
interruption
75%
stressed
1%
learning
Learning in the flow of work
Bersin Deloitte, Modern Learner
88. Future Learning Organisation
How will responsibilities
for L&D change?
• Understand needs
• Develop courses
• Administer students
PUSH PULL
Curating online
content
Collaborating
& sharing
Micro
learning
Embedding
in work
Informal
learning
89. Future Learning Organisation
New role for Learning &
Development
Develop,
deliver &
administer
courses
• Promote a learning culture
• Enable employee self-driven learning
• Help managers support employee development
• Help business embed learning in the flow of work
• Use digital learning technologies as enablers
• Coordinate and act as center of expertise
The way we learn is at constant change. How we learnt only 10 years ago has changed.
Relating to the work situation I presented, we want to learn short and shorter moments. Our attention span is continuously diminishing. In fact a video cant be more than 3-4 minutes before we lose attention.
We now start using the mobile first for learning.
Learning has to happen at the point of need. 75% prefer googling to taking a course.
80% prefer using their peers and learn collaboratively.
We are much more self-directed than before and prefer to search for learning ourselves. In fact we prefer to invest of own money in learning. 2/3 of IT personnel have invested of own money and online course libraries is a market of 750 mkr growing 30%