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Business Networking as Talent Management tool

Business Networking as Talent Management tool | Learning & Development | Scoop.it
There are new techniques coming from the business networking field that can be successfully applied as tool in managing talents in organizations.
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Improve Learning with Color | Visual.ly

Improve Learning with Color | Visual.ly | Learning & Development | Scoop.it
Here is a fun infographic showing the percentage on how color improves learning. Know the impact and percentage, read more...
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LearningPro – Your Knowledge Journey

LearningPro – Your Knowledge Journey | Learning & Development | Scoop.it
There are many options when it comes to choosing a training provider. Here are some points to consider:In a sea of brochures, flyers, newsletters that constantly reach your desk with offers promising training programs, how can you determine which is the best solution to fit your organization's needs?

Taking up the services of an external training provider often involves two types of solutions:

1. sending one or more employees to an open course organized by a training provider or

 

2. organization of standard or customized courses, exclusively for employees of an organization.

 

1. Sending an employee to an open course seems to be a simple option, although often expensive. The advantage of such trainings is the opportunity for participants to find out what's happening in the field outside their own organizations. However, transfer of learning and practical application of new knowledge and skills is not likely to be at a high level unless the organizational climate supports this transfer and the direct manager is consistently involved. Therefore external courses should be chosen carefully.
Open training courses are mainly of two kinds: a range of short courses (between 1 and 5 days) led by consultants, universities and other institutions or professional associations and longer courses (typically part-time) leading to a qualification. If you have decided for a solution to send an employee to an external course, these are the main factors to consider:

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How humans learn | Visual.ly

How humans learn | Visual.ly | Learning & Development | Scoop.it
How humans learn.Online marketing infographic for BrainMass...
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Whitepaper gives ten steps to increase the RoI of L&D by 238%

Whitepaper gives ten steps to increase the RoI of L&D by 238% | Learning & Development | Scoop.it

A new white paper outlining how organisations can increase the return on their learning investment by up to 238%, through cost savings as well as efficiency and effectiveness improvements, has been published.

 

The ten steps for improving learning, detailed in the white paper, are:

1. Prioritise and plan your learning for the coming year and ensure it is
aligned to the organisation’s goals.

2. Recognise that other alternatives - such as process redesign, job role
changes or restructuring - may be a better solution for addressing the business
needs that are presented. Training is not a panacea. It should only be
prescribed if it will positively impact business goals.

3. Consider the best way to deliver the learning; the one that will address
the business need with the most impact. Informal learning may be better suited
than more traditional approaches.

4. Streamline your training management processes. Research by KnowledgePool
shows that efficient training processes can reduce training administration costs
by 42%.

5: Optimise the delivery of training, by discouraging ‘no-shows’ and late
cancellations.

6. Automate manual processes to avoid the re-keying of data. Centralise the
storage of learning activity data.

7. Rigorously manage your ‘preferred supplier list’, ensuring that each
provider merits their place.

8. Transfer the learning and derive maximum performance benefit by ensuring
learners use what they’ve learned. The best way to embed learning is to make it
measurable.

9. Use online surveys to capture reactions to the training and how the
learning has been applied. This will help you to better understand where
training does - and doesn’t - impact performance. Use the results to influence
your future learning provision.

10. Assimilate your data on learning delivery, supplier performance and
learning evaluation. Create key performance indicators and use these to further
improve effectiveness.

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LearningPro – Your Knowledge Journey

LearningPro – Your Knowledge Journey | Learning & Development | Scoop.it

When training budgets are adjusted, if we know how to, we may get strong support from where we least expect it - SOCIAL LEARNING.

The extent and effects of social media phenomenon are not much new. But what it is surprising is the lack of proactivity of many organizations in taking use of the beneficial elements of social media tools, under the pretext of IT security, confidentiality or protection of reputation. We will not address here the benefits in terms of external image of the organization, the interaction with the client to create new products or gaining new customers, but we will limit ourselves strictly to show some concrete and simple ways which the training and development process of employees can embrace starting from today and with visible results by all stakeholders.

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