HR, L&D Capability and Role
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Marc My Words: From Content Creation to Content Curation: The Importance of Curation by Marc Rosenberg : Learning Solutions Magazine

Marc My Words: From Content Creation to Content Curation: The Importance of Curation by Marc  Rosenberg : Learning Solutions Magazine | HR, L&D Capability and Role | Scoop.it
Knowledge doubles every year, and the shelf life of that knowledge gets smaller all the time. The amount of “stuff” on the Internet is overwhelming, and we could wear ourselves out trying to keep up with the new, refresh ourselves on the old, and keep track of what’s no longer valuable. A good content-curation strategy is your best hope, and here is a checklist to help you develop one.
Andrew Gerkens's insight:

More content isn't the answer. We're now in a world where there is so much knowledge it can be paralysing. Curation is critical to helping people access the right knowledge at the right time.  L&D can play a lead role in helping curate user generated content - connecting people with each other and the resources that will help them perform and develop

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Learning Technologies 2016: Five ways to improve L&D - Personnel Today

Learning Technologies 2016: Five ways to improve L&D - Personnel Today | HR, L&D Capability and Role | Scoop.it
“If you could start a new L&D function from scratch, with all the tools available to you now, what would you do?” That was the question posed by Donald Taylor, chairman of the Learning Technologies 2016. The conference then provided many ideas for L&D professionals looking to answer that question. Martin Couzins provides a round …
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A great summary of the LTUK16 conference:

  • Skills for L&D
  • Learning vs. business strategy (and strategic mindset)
  • Technology.
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2016: Rethinking workplace learning

2016: Rethinking workplace learning | HR, L&D Capability and Role | Scoop.it
Workplace training is often euphemistically referred to as workplace learning, so there has been an assumption for a long time now that they are one and the same thing. But whilst workplace trainin...
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Mindsets associated with workplace learning and a simple summary of associated L&D practices. Links to Jane's book, which I will be sure to purchase for myself and my team. 

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Becoming a trusted advisor – John Stepper's Blog

Becoming a trusted advisor – John Stepper's Blog | HR, L&D Capability and Role | Scoop.it
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Guidance on how a Working Out Loud approach can support you to become a trusted advisor

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Evaluation – the Practicalities

Evaluation – the Practicalities | HR, L&D Capability and Role | Scoop.it
Will you put all your eggs in the Kirkpatrick basket? This five-step evaluation model can be hard to apply and may not help you meet your business goals.
Andrew Gerkens's insight:

An interesting piece on evaluation of learning and some of the challenges of Kirkpatrick.

I look at evaluation quite simply - learning is behaviour change, so we need to focus on measuring changes in behaviour and in our context, improvements in work performance (at an individual, team, process or organisational level). Our stakeholders tell us what desired performance (future state) looks like and this is what we need to measure (i.e. did we reduce errors, increase sales, improve quality). If we do nothing else, we confirm that stakeholder expectations have been met.

The performance consulting process is an effective way to determine what to measure and the gap between current and desired state (which helps us get to the root causes of the performance problems). The process also allows you to engage with stakeholders to determine how and when you will measure, and how you will use the data to make decisions.

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Tips for an Effective Daily Scrum Meeting

Tips for an Effective Daily Scrum Meeting | HR, L&D Capability and Role | Scoop.it
I am working closely with some distributed Scrum Teams and seeing some challenges with the daily Scrum Meeting.  They are probably typical challenges for all new Scrum teams and include some habits developed over years of using other processes.  These habits are harder to break because these teams are distributed and reliant on phones or Skype to communicate. The key person to help the team to break these habits is the Scrum Master. It is the Scrum Master who should be encouraging the team to work together and coaching them to have an effective meeting. Ironically, it may be the Scrum Master w
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More and more of HR/L&D's work is project based. Agile approaches can help drive change and outcome delivery. This post has some good tips on daily team talks (scrums) and links to some other resources. The focus of the talk structure is to improve communication, to align, to prioritise and review. The aim is to recognise and support success and momentum, removing blockers and impediments. It is not a status update.

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7 Ways to Support Functional Leaders

7 Ways to Support Functional Leaders | HR, L&D Capability and Role | Scoop.it
Those at the helm of marketing, sales, strategy or human resources need a little help from their learning leaders. Here’s how to deliver it while simultaneously preparing these managers for future roles.
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Tips on how learning leaders can best enable and support functional leaders and the development of future functional leaders

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Now to New: How to Flip Your Company to Perpetual Beta

Now to New: How to Flip Your Company to Perpetual Beta | HR, L&D Capability and Role | Scoop.it
Five key insights into creating profound, transformational change, quickly and easily. Sounds impossible? Then check out these concepts for a more constructive and robust alternative to change management, or planned change as you know it.Let´s get started.Insight 1. Change is not a journey - it is "constant flipping"The most widely used metaphors of change are related to that of a journey from the current state (often labeled ‘status quo’) to the desired state (a.k.a. ‘vision’). The desired state, in this metaphor, is seen as a place out there in the fu
Andrew Gerkens's insight:

Rather than seeing change as a time-bound journey, consider it instead as 'flipping' from the current to the desired state. My favourite quote, 'What we interpret as resistance to change is an intelligent response to inconsistencies between the organizational model and the desired state'.


'Instead of change management, we should practice the craft of change as exercising constructive irritation. Then observe the consequences and ripple effects. Then irritate again. Then observe. And so on. Any irritation can flip the system into the New state'.

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The Agile Model comes to Management, Learning, and Human Resources

The Agile Model comes to Management, Learning, and Human Resources | HR, L&D Capability and Role | Scoop.it
The Bersin by Deloitte Analyst Blog
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This article explores the idea of 'Agile' and how can it help HR move from traditional practices to provide flexible and responsive support at the speed of business.

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Making Corporate Learning Work | The European Business Review | Empowering communications globally

Making Corporate Learning Work | The European Business Review | Empowering communications globally | HR, L&D Capability and Role | Scoop.it
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Corporate Learning functions are under pressure to deliver like never before. Yet studies have repeatedly shown that business leaders’ satisfaction with the work of their learning functions has remained as low as 20% for the past decade.  

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Dice: A tool for Executional Certainty

Dice: A tool for Executional Certainty | HR, L&D Capability and Role | Scoop.it
Andrew Gerkens's insight:

A tool that can help leaders explore and discuss change initiatives based on D.I.C.E:

- Duration

- Integrity

- Commitment

- Effort

The site also includes articles and other resources. As he says in the video, the value of DICE is not the score you calculate, but the conversations the process triggers.

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Social Technology, Community Management & Organizational Development

I have been reading a spate of articles and posts related to the need for a change in the way organizations function. The diagram below by Dion Hinchcliffe is a succinct illustration of how digital technology has been and will continue to play a key role in bringing about this change.The diagram traces the evolution of different social technology and their potential to enforce and enable a deep change in how organizations function and their structure. With digital technology growing exponentially, the speed of change is going to be faster than any we have encountered before. And the
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A powerful piece by Sahana Chattopadhyay exploring the huge potential for OD&L to use a holistic view of organisations and performance to create an environment that will free people up to share, solve, create and improve together. 


The holistic view and approach is critical - going social for the sake of it won't work, making incremental changes to L&D's current approach won't work and the status quo is simply not an option. This is the exciting future I am excited to be a part of!

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People Before Strategy: A New Role for the CHRO

People Before Strategy: A New Role for the CHRO | HR, L&D Capability and Role | Scoop.it
The CEO should make the human resources leader a true partner.
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An interesting perspective on elevating the Chief HR Officer role based on recognition of the strategic importance of human capital (the paper compares this to the value placed in the past on financial capital and resultant impact on the CFO role). 

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Performance is more than support – Performance Analysis

Example: looking at an existing practice or KPI and identifying areas for improvement.  A practical example here would be increasing existing market share – this could be even more specific, such as
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Great food for thought around performance analysis and performance consulting - so many opportunites to add value and have real impact!

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Using Storytelling in Change Management | Lean Change Management

Using Storytelling in Change Management | Lean Change Management | HR, L&D Capability and Role | Scoop.it
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Simple and practical tips for using storytelling to support change. 

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What’s next for L&D - insights from Donald H. Taylor

What’s next for L&D - insights from Donald H. Taylor | HR, L&D Capability and Role | Scoop.it
How should L&D respond to this new world?
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Donald Taylor explains implications of speed of change on the L&D function - Training ghetto vs. Learning Leadership

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Why organisations are renaming HR

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The People & Culture function is about maximising the employee experience, which as Jacob Morgan suggests involves 'designing new work environments so that people want to show up. Not only to be present, but to be engaged, and feel a sense of ownership and pride in their work' - harnessing their potential to build powerful brands and create value. Are you changing function and role titles and if so, how is this linked to different mindsets, capabilities and operating models required of the function to respond to the increasing speed and complexity of the workplace?

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Airbnb Chief Human Resource Officer Becomes Chief Employee Experience Officer

Airbnb Chief Human Resource Officer Becomes Chief Employee Experience Officer | HR, L&D Capability and Role | Scoop.it
Businesses have long recognized the importance of delivering a differentiated and engaging experience for their customers. But as Millennials have surpassed Generation X to become the largest share of the American workforce, companies are now applying the same philosophy of creating memorable customer experiences to keep their own employees engaged [...]
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Work is an experience, so how can we make sure each worker's experience is purposeful, challenging, engaging, rewarding and impactful. We cannot afford to leave the experience to chance.

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Why People Management is Replacing Talent Management

Why People Management is Replacing Talent Management | HR, L&D Capability and Role | Scoop.it
The Epic Shift: Away from "Talent" and now focus on "People." Talent scarcity is still a problem, but engagement, empowerment, and environment are now the real issues companies face. For the last t...
Andrew Gerkens's insight:

HR cannot manage talent - instead it should focus on partnering with the organisation to create an environment that nurtures, guides, supports and empowers talent.


Focus on the environment that allows talent to thrive, rather than attempting to manage programs and silos. The former will have far greater impact and be much more efficient.


Josh's article is a fantastic reference/resource, but I don't think it should be called 'People Management'as it speaks to the old command and control paradigm. I'd prefer something like 'People Enablement' or 'Harnessing Potential'

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PERNICIOUS PERFORMANCE APPRAISALS

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A performance appraisal study that reveals there is no difference in true performance among workers and that all decisions are based on bias and chance. The article provides an extensive literature review and teaching notes to support the problems with the administrative use of performance appraisals.

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HR Magazine - Dave Ulrich: Don't blow up HR, appreciate and evolve it

HR Magazine - Dave Ulrich: Don't blow up HR, appreciate and evolve it | HR, L&D Capability and Role | Scoop.it
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HR turning their people, performance, information and work expertise into line leader client value

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Why Is The Workforce E-learning Industry So Slow To Change?

Why Is The Workforce E-learning Industry So Slow To Change? | HR, L&D Capability and Role | Scoop.it
Fourteen years after e-learning became a standard tool for many companies, little has changed. An in-depth look at why and what trends to watch for.
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This article explores traditional approaches to eLearning and provides suggestions for enhancing the use of online resources

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The ARCS Model

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Motivational design refers to the process of arranging resources and procedures to bring about changes in motivation. The four elements of the ARCS model are attention, relevance, confidence, and satisfaction.

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Is knowledge management on life support in most organizations?

Is knowledge management on life support in most organizations? | HR, L&D Capability and Role | Scoop.it
Tom Davenport raised a familiar question last week: Whatever Happened to Knowledge Management? (and in the WSJ version). This generated a lot of response, as Tom subsequently commented:Wow! I haven't written anything on other topics that has gotten so many comments, so there is clearly still a lot of energy and emotion attached to knowledge management. There seems to be plenty of consensus that technology is not enough, or that it just wasn't up to the task. Some of you retort that KM isn't dead--but note that I didn't say it was. I just argued that it's on life support in most organizations.
Andrew Gerkens's insight:

Many useful links to knowledge management resources.


Many people are focusing less on traditional KM and moving towards an approach that enables the organisation to build and share knowledge at the speed of business. This stops KM from being a separate strategy and instead aligns it with other strategic challenges around capability, talent, culture and learning. For this reason, I'm seeing more and more people viewing their implementation of the 70:20:10 framework through a knowledge lens - using 70:20:10 to provide holistic solutions and a practical response to a range of strategic challenges. 

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Chief Learning Officer Magazine - July 2015

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A great article by Clark Quinn on how L&D can transform to help workers perform and develop. He questions the current performance of L&D and positions opportunities to transform the function to provide value (or stay the same and become less and less relevant)

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