European Health & Saf..Zzzzzzzzzzzz

….Don’t fall asleep on me; for a change this is going to be something H&S related that was fun, engaging and memorable. (you heard it here first folks)

My organisation is understandably H&S focussed and always strives to support initiatives such as the recent European Health & Safety week, despite maintaining a keen focus on H&S, regardless of any external initiative. However this year my boss suggested to our Compliance Department that perhaps we should do something ‘different’, alongside the more traditional email/intranet/poster etc campaigns in relation to the importance of maintaining equipment.

This is what he came up with…

Whilst the video clip doesn’t show it too well, each of the tricks had an underlying safety related theme such as:

Not undertaking tasks you aren’t trained to do (a cash in an envelope trick)Checking equipment thoroughly (using a piece of PPE that went from being serviceable to unserviceable… whilst an audience member was wearing it! along with the guillotine trick that you can see in this clip)Following instructions clearly (a simple hand grasping trick, which didn’t provide the desired (safe) outcome)

The feedback from the multiple shows that took place around site (to fit in with working patterns/geography) was very positive with comments such as

“refreshing” “memorable” “fun“

being in great abundance with the most obvious sign of approval being that people were arriving ahead of the performance times and were even phoning us to ask why the magician hadn’t been yet….. can you honestly say that your learners have ever had that response to a Health & Safety event?

This whole approach fits in with a ‘one liner’ that @larshyland mentioned at the last eLN event “think campaign, not course”

Think about it..

Many thanks to Constantia Artiste Management for allowing this footage to be used in this blog.

View the original article here

Corporate Vs Creativity (why the Vs?)

A little while ago, I engaged in a passing conversation in which the subjects of ‘corporate’ and ‘creativity’ were described as being some distance apart, this explanation was backed up by a physical demonstration of that point and that it was extremely difficult for the 2 to exist in the same place.

At the time I dumbly nodded, but later that day during my bike ride home (this is my new ‘time for my best ideas’ time) it dawned on me that I was wrong to have ‘dumbly nodded’ as I certainly don’t believe that corporate and creativity have to exist in separate places and that it needs an ‘Act Of ‘ for the 2 to co-exist.

Perhaps instead of dumbly nodding I should have mentioned

Google
Facebook
Apple
Lego

because let’s be honest, they’re corporates, they’re creative and let’s be honest, they’re not doing too badly for themselves!!!!

Can you think of any other corporates who have been able to balance things?

Do you have any heartwarming/horror stories of your own, where the balance has been made/not made?

View the original article here

I have another cap to wear…

… and that is of Social Media correspondent for Nuclear TV.

This is a ‘title‘, I hasten to add that I have not bestowed upon myself but as the nucleus of Nuclear TV sits within my immediate team (and I never stop harping on about the benefits of engaging with Social Media), I guess it was inevitable that I was going to end up with that role!

This interview was the first (of what I hope will be many) insights into how a highly-regulated, security-conscious sector such as the Nuclear Industry is engaging with Social Media, the challenges that it brings and the rewards that it can bestow.

I must admit to being slightly nervous about conducting this interview, not about appearing in front of a camera, but about speaking on a subject such as Social Media, when there are far more knowledgeable, influential people out there who are already commenting on Social Media far more eloquently that I could hope to do..

… what do you think?

… did I get it right?

… did I miss anything?

…would you have done things differently?

If you have any feedback, it would be great if you could provide it in the comments area below, as this will allow me to ensure that future commentaries really do reflect ‘current thinking’.

View the original article here

Getting Beyond Bullet Points (visuals only)

Once again, I consider myself extremely lucky and privileged to have been asked to speak at the Learning and Skills Group Annual Conference earlier this month at London Olympia.

I always try to facilitate a session that (I hope) has  immediate take-aways for anybody that has attended. I believe that there are enough people speaking at a strategic and theoretical level about L&D and it’s associated disciplines without me throwing my hand in too, so I always try to ensure that I do what I can to offer what I call a ‘Monday morning quick win‘ i.e. something that can be implemented immediately (or at worst very quickly back in the workplace) following the attendees return to the ‘real world‘!

This time around I wanted to offer people the next step in improving their presentations. I get the feeling that there are more and more people who understand the need to move away from bullet-point riddled slides but are not sure exactly ‘what’ should replace them.

It was this uncertainty that I hoped to address during my session by showing some examples. It is these examples that will form the basis of my next few blog posts:

Part 1 – Getting Beyond Bullet Points with visuals only

Part 2 – Getting Beyond Bullet Points with visual and audio

Part 3 – Bringing in the backchannel

Part 4 – The Learners Voice

Part 5 – Getting Beyond Bullet Points live recorded podcast

Part 6 – Tools and resources

But let’s get things started, by having a look at the Slideshare presentation below. At first glance it ticks all the boxes in terms of reducing the bullet points and using images to illustrate my story, but there’s something missing. It would be great if you could take a few minutes to progress through the slides and leave your thoughts in the comments box below……

View the original article here

Operational Trainer - Central Region

Operational Trainer - Central Region Birmingham

Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.

The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.

Location: Central Region

Key Responsibilities:

• Training delivery
• Daily running of the regional training centre
• Planning interventions based on demand identified in the regional / national plans
• Adapting training materials or techniques to meet the needs of the audience
• Revision of training materials based on feedback and evaluation

Required Knowledge & Experience:

Qualifications

• Certificate in training practice, NVQ or equivalent experience
• Part of fully qualified membership of CIPD
• PTTLLS or working towards PTTLLS
• Specific care or health & safety qualifications, would be advantageous

Experience Required:

• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation)
Having worked in a person centred/customer focused environment.
• Experience of training delivery to a diverse and multi skilled workforce
• Proven track record in implementing blended learning techniques

Required Skills:

• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena
• Blended learning techniques
• Appropriate development interventions, suitable for learners in a customer facing environment

Closing Date: 02/03/2015

LocationBirminghamSalary£30k to £34k depending on experienceReference011922Contact NameCintia Santoianni

Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.

The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.

Location: Central Region

Key Responsibilities:

• Training delivery
• Daily running of the regional training centre
• Planning interventions based on demand identified in the regional / national plans
• Adapting training materials or techniques to meet the needs of the audience
• Revision of training materials based on feedback and evaluation

Required Knowledge & Experience:

Qualifications

• Certificate in training practice, NVQ or equivalent experience
• Part of fully qualified membership of CIPD
• PTTLLS or working towards PTTLLS
• Specific care or health & safety qualifications, would be advantageous

Experience Required:

• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation)
Having worked in a person centred/customer focused environment.
• Experience of training delivery to a diverse and multi skilled workforce
• Proven track record in implementing blended learning techniques

Required Skills:

• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena
• Blended learning techniques
• Appropriate development interventions, suitable for learners in a customer facing environment

Closing Date: 02/03/2015

Apply now

View the original article here

Happy Twitterversary to me!!!

I am typing this Blog from a hotel room in London where I am staying during my attendance at the Learning Technologies conference 2011; I tell you this because it is entirely relative to my Twitter history…..

I had heard of Twitter prior to attending LT10 but admit to having dismissed it as a celebrity ‘fad’, LT10 was the catalyst that I needed to pop my Twitter cherry!

So here I am 12 months later with over 2600 tweets under my belt, over 200 followers and following over 1oo other people. Everyone one of these people is in some way shape or form involved in L&D, Learning Technologies, Social Media or more usually all 3!

Twitter has enabled me to attend Jane Harts Masterclass on Using Social Media for Learning, James Clays Mobile Learning Boot Camp, the eLearning Network 2010 showcase (which subsequently led me to joining the eLN) It has provided me with some excellent contacts and some fantastic learning opportunities.

So if you haven’t yet set up a Twitter account then please don’t let this fantastic opportunity pass you by. If you don’t know how or where to start, then you could do a lot worse than checking out these resources which will help you on your way…

Image source

View the original article here

Training & Development Assistant- City of London

Training & Development Assistant- City of London London

My client has an amazing new exciting opportunity for a Training & Development Assistant to work in a firm who are highly regarded as one of the best in providing advice to its clients worldwide and has been recently awarded for its level of expertise and quality of advice, placing it amongst the top 10 firms in its area of expertise in the city. They have many offices around the globe in Asia, Europe and the Middle East and you will have an opportunity to work in its largest office based in the heartbeat of the business district in the city, with tourist attraction buildings like the 'Gherkin', 'Cheese grater' and Bishopsgate Tower in close proximity. You will be supporting the Head of Training and Development, who has many years of experience and knowledge therefore there is no one better who could be your biggest supporter and mentor.

Key responsibilities

Scheduling of training workshops including liaison with internal and external trainersWorking with firms to book trainees on to courses; securing dates; managing & tracking attendance; booking and meeting trainers; arranging materials & catering; advertising programmes; completing certificates for attendees; diary management.Creating and generating reports from the database; extracting key management dataSetting up new development programmes and related training workshopsManaging course bookings and tracking attendance; developing the use of the databaseInvolvement and assistance in a project with the wider team on a new firmwide HR and T&D systemDistributing the T&D programme to all London fee earners; working with the team to increase the accessibility of training and booking process/advertisingInvolvement in the Firmwide appraisal process with the HR teamPotential involvement in other Firmwide training activity/roll outs on areas such as compliance, risk and other initiatives or other needs as they arise

Key knowledge and skills:

Excellent administrative, organisational, planning and coordination skills - able to plan, prioritise, respond and adapt proactively to changing deadlines and demandsProactive in managing own and others' time, diaries and calendarsStrong accuracy and eye for detailExcellent verbal and written communication skills - articulate and able to communicate with all levels and via different mediaExcellent IT Skills - Word, PowerPoint, Excel and database useProactive manner and approach to all work and communicationCan-do, positive and professional attitudeApproachable and able to build rapport quickly with all levels of staff across the firmProfessional, confident and resilientAble to work as part of a teamAbility to use own initiative, review working practices and come up with fresh ideasMotivated by and interested in people and the HR & Training agendaOverall able to provide a high level of service to the team and our internal clients

Experience/ Qualifications

May be part or fully CIPD qualified - or have a longer term interest in becoming so

Proven track record and experience (or very strong potential) within an administrative role to include the following.

Diary management and schedulingEvent planning and coordinationDatabase management and use of multiple IT systemsManagement of multiple tasks and projectsLocationLondonSalary£30000 negotiableReferenceContact NameTB

My client has an amazing new exciting opportunity for a Training & Development Assistant to work in a firm who are highly regarded as one of the best in providing advice to its clients worldwide and has been recently awarded for its level of expertise and quality of advice, placing it amongst the top 10 firms in its area of expertise in the city. They have many offices around the globe in Asia, Europe and the Middle East and you will have an opportunity to work in its largest office based in the heartbeat of the business district in the city, with tourist attraction buildings like the 'Gherkin', 'Cheese grater' and Bishopsgate Tower in close proximity. You will be supporting the Head of Training and Development, who has many years of experience and knowledge therefore there is no one better who could be your biggest supporter and mentor.

Key responsibilities

Scheduling of training workshops including liaison with internal and external trainersWorking with firms to book trainees on to courses; securing dates; managing & tracking attendance; booking and meeting trainers; arranging materials & catering; advertising programmes; completing certificates for attendees; diary management.Creating and generating reports from the database; extracting key management dataSetting up new development programmes and related training workshopsManaging course bookings and tracking attendance; developing the use of the databaseInvolvement and assistance in a project with the wider team on a new firmwide HR and T&D systemDistributing the T&D programme to all London fee earners; working with the team to increase the accessibility of training and booking process/advertisingInvolvement in the Firmwide appraisal process with the HR teamPotential involvement in other Firmwide training activity/roll outs on areas such as compliance, risk and other initiatives or other needs as they arise

Key knowledge and skills:

Excellent administrative, organisational, planning and coordination skills - able to plan, prioritise, respond and adapt proactively to changing deadlines and demandsProactive in managing own and others' time, diaries and calendarsStrong accuracy and eye for detailExcellent verbal and written communication skills - articulate and able to communicate with all levels and via different mediaExcellent IT Skills - Word, PowerPoint, Excel and database useProactive manner and approach to all work and communicationCan-do, positive and professional attitudeApproachable and able to build rapport quickly with all levels of staff across the firmProfessional, confident and resilientAble to work as part of a teamAbility to use own initiative, review working practices and come up with fresh ideasMotivated by and interested in people and the HR & Training agendaOverall able to provide a high level of service to the team and our internal clients

Experience/ Qualifications

May be part or fully CIPD qualified - or have a longer term interest in becoming so

Proven track record and experience (or very strong potential) within an administrative role to include the following.

Diary management and schedulingEvent planning and coordinationDatabase management and use of multiple IT systemsManagement of multiple tasks and projects

Apply now

View the original article here

I’m off to #DevLearn – would you like to come with me?

Question mark made out of coloured poins on a cork board

Weeeeeell not exactly come *with* me, more of a ‘would you like me to ask any questions on your behalf whilst I’m there‘ (let’s be honest, you probably wouldn’t enjoy it and I’m sure you’ve got better things to be doing next week)

Why not take a look at the sessions I’m attending and let know via the comments section below (please include the hashtag #DevLearn) if there’s anything you’d like me to enquire about on your behalf.

Of course I can’t promise to ask every question or indeed guarantee a reply, but I’ll do what I can….

Evidence-based Training: No Yellow Brick Road

Taking Video to the Next Level

Building mLearning for iPads Using HTML5 and iBooks Author

Super-charging Google Sales Readiness with Gamification and Social Media

Developing a Multi-year Learning and Development Technology Strategy

Measuring the Impact of Social Learning

Image source

View the original article here

HR Programme Management Trainer/Coach

HR Programme Management Trainer/Coach London This is a great opportunity to join a leading FTSE 100 company and be at the heart of a CEO sponsored strategic change programme impacting over 4,000 people. 

The successful hire will be responsible for training design, development and delivery, and coaching and mentoring of individuals who are to achieve Prince2, MSP and MoP accreditations. The role will appeal to highly accredited Programme/Project Managers and existing Programme Manager Coaches/Trainers.

Key responsibilities: 

Developing learning pathway.Designing and Developing training courses for all levels of Prince2, MSP, MoP.Designing and building an accredited training framework and in-house system (along with future proofing).Coaching (senior) individuals through portfolio development and accreditation certification.Maintenance and improvement of learning pathway.Delivering key training modules.Experience and qualifications required:  

An experienced coach who is able to get the best from teams.Expert in the practical application of collaborative, end-to-end, customer focused approaches (Lean).Expert in the use of forensic, analytical methods e.g. Six Sigma.Strength of character to operate effectively at all levels of an organisation – evidence of dealing with senior management is essential (MD, FD, GMs).Substantial PM / delivery experience: leads on managing scope of project, delivers own and supervised work, creates and manages project plan, conducts on-going reviews of timelines, flags issues, drives communication etc.Graduate with a 2:1 or higher.This will be a challenging role and applicants will need to be self-starters with a high level of motivation. It will suit exceptionally talented and ambitious individuals thanks to the opportunity being a spring board providing the successful hire with the opportunity to build a senior-level network internally and, subsequently, progressing their career internally. 

On offer is a competitive base salary up to £80,000 + £4,800 car allowance + bonus + benefits.  

Interested candidates should send a concise Curriculum Vitae quoting reference AQC3849 and confirm current package details.

LocationLondonSalaryto c.£80,000 + £4,800 car allowance + bonus + benefits. ReferenceAQC3849Contact NameMinesh GhelaniThis is a great opportunity to join a leading FTSE 100 company and be at the heart of a CEO sponsored strategic change programme impacting over 4,000 people. 

The successful hire will be responsible for training design, development and delivery, and coaching and mentoring of individuals who are to achieve Prince2, MSP and MoP accreditations. The role will appeal to highly accredited Programme/Project Managers and existing Programme Manager Coaches/Trainers.

Key responsibilities: 

Developing learning pathway.Designing and Developing training courses for all levels of Prince2, MSP, MoP.Designing and building an accredited training framework and in-house system (along with future proofing).Coaching (senior) individuals through portfolio development and accreditation certification.Maintenance and improvement of learning pathway.Delivering key training modules.Experience and qualifications required:  

An experienced coach who is able to get the best from teams.Expert in the practical application of collaborative, end-to-end, customer focused approaches (Lean).Expert in the use of forensic, analytical methods e.g. Six Sigma.Strength of character to operate effectively at all levels of an organisation – evidence of dealing with senior management is essential (MD, FD, GMs).Substantial PM / delivery experience: leads on managing scope of project, delivers own and supervised work, creates and manages project plan, conducts on-going reviews of timelines, flags issues, drives communication etc.Graduate with a 2:1 or higher.This will be a challenging role and applicants will need to be self-starters with a high level of motivation. It will suit exceptionally talented and ambitious individuals thanks to the opportunity being a spring board providing the successful hire with the opportunity to build a senior-level network internally and, subsequently, progressing their career internally. 

On offer is a competitive base salary up to £80,000 + £4,800 car allowance + bonus + benefits.  

Interested candidates should send a concise Curriculum Vitae quoting reference AQC3849 and confirm current package details.

Apply now

View the original article here

My first taste of Pecha Kucha..

…was provided to me by Clive Shepherd at the 2010 eLN showcase. Clive’s effort when combined with fantastic Pecha Kuchas (PKs) from Barry Sampson and Phil Green was enough to inspire me that PK was something I needed to have an attempt at….. now it was just a case of waiting for the right opportunity…

That opportunity arose at a recent eLearning Network event, where myself, @KimSGeorge and @fionaleteney each delivered a Pecha Kucha session. I chose to talk about how my organisation had utilised technology to enhance it’s assessment processes.

Did I enjoy it? – Yep

Would I reccomend it to others? – Yep

Would I do it again – You bet’cha

So what about you? Have you ever done a PK? Would you consider doing one? If you would and are a member of the eLearning Network then why not get in contact with Lucy Cartlidge to find out more…

View the original article here

Breaking the L&D bubble at #AMC13

I’ve tweeted and blogged several times before about the ‘bubble’ and ‘echo chamber’ that many of us L&D folk live in.

Given the marketing-orientated approach that I’m taking to our mandatory training I thought I’d attend ‘Another Marketing Conference‘ in order to obtain an external perspective.

Here’s what I’m hoping to get from some of the sessions.

What about you?

Do you have any plans to reach outside our ‘bubble’ and see how others professions / industries can add value to what you’re doing?

Are you already doing this? If so, tell us about it below…..\

Image source

View the original article here

Homework time… Rapid eLearning Design Text Assignments

Regular readers will be aware that I am currently undertaking an online Rapid eLearning Development programme which is being facilitated by @robhubbard. One of the assignments this week relates to the use of text within elearning and requires a number of assignment to be undertaken and then posted to the blog section of the Ning site that acts as the portal to all the other brilliant content. However, as I have my own blog I prefer to post my assignments here as it:

a) provides more opportunities for wider feedback

b) helps to promote what is a fantastic online learning programme.

There were 3 assignments this week, the first being:

Find some text that is difficult to understand and that contains jargon and or acronyms. Ideally this should be some of the source written content for your final assignment. Alternatively Wikipedia http://en.wikipedia.org/wiki/Main_Page is a great source of content written by experts for experts. Click on the ‘Random article’ link on the left-hand side until you find some content that would benefit from rewriting.Follow the Plain English guidelines to rewrite about 200 words of it in Plain English.

Here is my submission for assignment 1:

The original article is below:

Social bookmarking is a method for Internet users to organize, store, manage and search for bookmarks of resources online. Unlike file sharing, the resources themselves aren’t shared, merely bookmarks that reference them.

Descriptions may be added to these bookmarks in the form of metadata, so users may understand the content of the resource without first needing to download it for themselves. Such descriptions may be free text comments, votes in favour of or against its quality, or tags that collectively or collaboratively become a folksonomy. Folksonomy is also called social tagging, “the process by which many users add metadata in the form of keywords to shared content”.[1]

In a social bookmarking system, users save links to web pages that they want to remember and/or share. These bookmarks are usually public, and can be saved privately, shared only with specified people or groups, shared only inside certain networks, or another combination of public and private domains. The allowed people can usually view these bookmarks chronologically, by category or tags, or via a search engine.

Most social bookmark services encourage users to organize their bookmarks with informal tags instead of the traditional browser-based system of folders, although some services feature categories/folders or a combination of folders and tags. They also enable viewing bookmarks associated with a chosen tag, and include information about the number of users who have bookmarked them. Some social bookmarking services also draw inferences from the relationship of tags to create clusters of tags or bookmarks.

Many social bookmarking services provide web feeds for their lists of bookmarks, including lists organized by tags. This allows subscribers to become aware of new bookmarks as they are saved, shared, and tagged by other users.

As these services have matured and grown more popular, they have added extra features such as ratings and comments on bookmarks, the ability to import and export bookmarks from browsers, emailing of bookmarks, web annotation, and groups or other social network features.[2]

My reworked article:

Social bookmarking is a method for you to store, manage and search for bookmarks of online resources. Unlike file sharing, it isn’t the resources themselves that are shared, just the bookmarks that reference them.

You can add descriptions to these bookmarks so that other users can understand the content of the resource without having to download it for themselves. These descriptions could be free text comments, votes in favour of or against its quality, or tags which are words or phrases that generally describe the resource.

i.e. a bookmarked website on ‘implemeting social media policies within Blue-Chip organisations’ would probably be tagged with the following

By adding tags both you and other users can search for different websites, all on the same subject just by selecting a tag of interest.

In a social bookmarking system, you would save links to web pages that you want to remember and/or share with others. You could make these bookmarks open to the public, save them privately, share them with specific people, shared them only inside certain networks, or a combination of public and private areas.

Many social bookmarking sites have added extra features such as being able to import and export bookmarks from directly from a web browsers and the emailing of bookmarks to other.

The 2nd assignment asked us to:

write two SMART learning outcomes for your final assignment.

One of the many elements of the ReD programme that I have found to be quite innovative is the way in which Rob has used the Mindmeister mind-mapping tool to visually portray the learning outcomes, but to also use the linking features of it to link to the various resources that are in place to help achieve that outcome.

So here is my attempt at writing the learning objectives. (quite blatantly borrowing Rob’s idea!)

The 3rd and final assignment required us to:

write two multiple-choice assessment questions based on your learning outcomes

I’m still not sure whether these questions will be pitched as a stand-alone multiple choice assessment (not my preferred option) or as part of a scenario (my preference), but either way they will look a little something like this:

1. Which of the following is the correct web address for the Diigo homepage?

a)     www.diigo.co.uk

b)    www.diigo.net

c)     www.diigo.com

d)    www.diigo.gov.uk

2. What is the user name which you will need to log into the Diigo account?

a)     Tayloring.it

b)    Tailoringit

c)     Tayloringit

d)    Tayloring it

So over to you Dear Reader, what are your thoughts?

Was the reworking on the Wikipedia article clear enough?

Were the objectives SMART enough?

Were the multiple choice questions relevant and challenging?

As always, any and all feedback is greatly appreciated…

View the original article here

Sales Coach

Sales Coach South Yorkshire

An excellent opportunity has arisen within the cutting edge, vibrant business who are experiencing significant growth and expansion. They are looking to appoint an experience Sales Coach for their new site in South Yorkshire.

Reporting into a Head of L&D you will be working alongside another Sales Coach to partner closely with the Sales Manager's in the support and development of their teams in all areas of the Sales process. This will include working closely with sales managers to identify the on-going training needs of newly inducted trainees and existing staff and providing one to one coaching and support on a daily basis.

The right candidate will be a creative and personable individual with a collaborative and credible working style who can equally work closely with Sales trainers to provide feedback and support on requirements within the organisation in line with sales training needs.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

LocationSouth YorkshireSalary£24,000DurationPermanentReference13365 PSCBContact NameRecruiters

An excellent opportunity has arisen within the cutting edge, vibrant business who are experiencing significant growth and expansion. They are looking to appoint an experience Sales Coach for their new site in South Yorkshire.

Reporting into a Head of L&D you will be working alongside another Sales Coach to partner closely with the Sales Manager's in the support and development of their teams in all areas of the Sales process. This will include working closely with sales managers to identify the on-going training needs of newly inducted trainees and existing staff and providing one to one coaching and support on a daily basis.

The right candidate will be a creative and personable individual with a collaborative and credible working style who can equally work closely with Sales trainers to provide feedback and support on requirements within the organisation in line with sales training needs.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

Apply now

View the original article here

Intranet scoping

Close up of a Zeiss scope

Regular readers of my blog and social media followers will know that I’m not a huge fan of click-next, self-paced eLearning. Sure, there’s a time to wrap the whole learning experience up in a SCORM object, bury it deep within a Learning Management System and track the bejesus out of everything. (When I say everything, of course I’m not actually referring to whether the learner has been able to synthesise the content and has an ability to recreate it in the real world and the subsequent business impact, I’m actualy talking out who did it, when they did it, what score they attained, whether they ‘passed‘ and lets be honest about this; how good their short term memory is!).

The time being when an organisation needs to tick a box and cover their asses to prove that ‘training’ was provided to a learner, the place being (alas) most organisations. (I’ve just re-read the text above and realised I’m going off on one again, so I’ll get back on track…)

I much prefer the approach of providing support at the point of need via relevant resources. Many people will assume that those resources would be of a technical nature and of course they could be. They could also be a poster, a handout, a leaflet etc.

Given my interest in technology however, I’ve always been intrigued and surprised at just how overlooked the intranet is in many organisations, in terms of being able to deliver support in a way that is no doubt far more in people’s ‘workflows’ than an LMS is!

It’s this fascination with how under utilised intranets tend to be, that led to me volunteering to facilitate a number of scoping workshops in a previous organisation when the decision was made to overhaul its intranet offering.

Being a global organisation those workshops took place at each location with the same questions being asked of each group.

Below is the Google Doc that I produced to present the outcomes of the scoping workshop that I conducted, I hope you find the questions that were asked to be of use to you if you are considering developing your own intranet platform. As you can see very few of the questions actually refer to an ‘intranet’ at all, but instead ask how people work, the types of info they require, the media that info is presented in etc

Let me know if I missed anything

Image source

View the original article here

Getting Beyond Bullet Points – Tools and Resources

For those of you who have read this series of posts relating to my LSG11UK session you’ll know that I reference several tools, resources and pieces of research throughout.

Rather than just sitting on these resources I thought I’d share them with you via this blog post.

You can find the bookmarked resources in my Diigo account or alternatively if you fancy viewing them whilst you are out-and-about, here’s a QR code that will get you to the same location.

If you find anything of interest/use it would great if you could let me know in the comments box below or indeed if you know of any resources that I could add, then again please leave a link in the comments box below.

Part 1 – Getting Beyond Bullet Points with visuals only

Part 2 – Getting Beyond Bullet Points with visual and audio

Part 3 – Bringing in the backchannel

Part 4 – The Learners Voice

Part 5 – Getting Beyond Bullet Points live recorded podcast

Part 6 – Tools and resources

View the original article here

Fighting Fog

Hi Julie,

I sense from the above that you were aiming to bring this topic to a close but I’ve been pondering on this since I read your post on Sunday so I hope you don’t mind me adding (this rather lon post) to it…

When I read David’s article the first time I tried to ignore the provocative parts and focused on what I felt was the underlying message (which I took to be that acknowledging the realities of human behaviour is the best way to guard against abuses by it) and I complimented David on raising the point.

As criticism (and support) for the article appeared I went back and read it again and this time focused on the ‘overlying’ aspect and it was clear to me what people had found offensive (and what I had chosen to skip over).

It says a lot about my own continued capacity for and tolerance of sexism (not to mention the ‘immunity’ of being a man) that I wasn’t arrested by those comments in the first place to the extent that that aspect became my focus.

I think it also says a lot about choosing provocation as a means to convey a message / stimulate debate. Uncovering bias was one of the concerns David stressed in his article. Unfortunately provocation has a tendency to provide cover for those who are not as in touch with, or not as willing to uncover, their own biases. It is, ironically, a predominantly emotional rather than intellectual tactic.

Many of the subsequent responses from men have struck me as inadequate (the ‘I can’t be sexist, my daughter’s a woman’, the ‘we are still animals, so we can’t help it’ or the ‘I’ve been maligned by a woman at work too’ do not speak of understanding a woman’s experience of sexism) and I think the nature of the article helped to stimulate rather than discourage that.

I can’t speak for women (actually that’s not true, I do it all the time) but we men all (yes, all) demonstrate sexist behaviour to an extent, and quite often. It is culturally established, which is an explanation and not a permission. It’s quite refreshing to be able to say in public that I can be sexist. I think it says something about the nature of the group that I’m communicating with here that I feel confident to say that without fear of reprisal (or at least confident about discussing strongly held responses). I think that possibility is available elsewhere in private but the more public aspects of the debate about sexism is not necessarily helping.

I have read in recent months challenges to men by high profile female journalists to join the debate about sexism. I’ve always felt silenced by that challenge which I’ve experienced as provocation, because provocation is typically, as I have said above, emotional rather than rational and I find myself at a loss for words (not to mention quite hugely disempowered). It has been a useful experience on which to reflect about sexism and power.

To enter a debate from a position of emotion requires support and/or huge confidence both because the expression of emotion is widely derided (hence its frequent emergence in such debates, if at all, as resentment or outrage rather than as anger) and because it is only in the expression of emotion that we find the language to join a debate on intellectual and equal terms.

Ironically, it is, I feel, men’s incapacity to express the genuine, lived experience of being sexist that stymies debate about sexism in general. I feel confident that within the community that is developing here we are getting closer to being able to have that conversation but I think we need to think carefully about how we make that happen.

View the original article here

Strategic HR - Talent & Leadership Specialist

Strategic HR - Talent & Leadership Specialist London

Shape the MPS of tomorrow

To protect London and fight crime, the MPS must be the best it can be. That means our leaders must be trained to provide support, direction and vision for a truly exceptional team. That’s where you come in. As a Strategic HR Talent & Leadership Specialist, you’ll be the driving force behind our talent programmes, making sure senior figures are fully equipped to excel.

This is an exciting opportunity to design and develop MPS Talent & Leadership programmes. You’ll make sure senior leaders have the experience and skills to fulfil MPS goals, through expert support, interventions and training. You’ll also design assessments that help us evaluate leadership potential. It’s your chance not only to influence the Met at the highest level, but to join Strategic HR, which delivers our overall People Strategy. You’ll bring your expertise to this 45-strong team, working both within and outside your specialism.

An experienced HR professional with CIPD membership (or equivalent accreditation) or equivalent experience, you’ll have worked on Talent and Leadership programmes before. You’ve shaped strategies and designed processes, drawing on your knowledge of current talent management practice. This should cover leadership and development, and selection and engagement. You’re also a skilled project manager, with a proven ability to deliver change. Now you’re ready to use this expertise plus your collaborative approach to create an outstanding leadership team. One that can make a real difference to the Met and, ultimately, the people of London.   

To apply, please visit our website to download a role specific information pack and application form.

Completed applications must be returned by Friday 27th February 2015.

We view diversity as fundamental to our success. To tackle today’s complex policing challenges, we need a workforce made up from all ofLondon’s communities. Applications from across the community are therefore essential.

LocationLondonSalaryc£43,000Reference392357Contact NameRecruitment

Shape the MPS of tomorrow

To protect London and fight crime, the MPS must be the best it can be. That means our leaders must be trained to provide support, direction and vision for a truly exceptional team. That’s where you come in. As a Strategic HR Talent & Leadership Specialist, you’ll be the driving force behind our talent programmes, making sure senior figures are fully equipped to excel.

This is an exciting opportunity to design and develop MPS Talent & Leadership programmes. You’ll make sure senior leaders have the experience and skills to fulfil MPS goals, through expert support, interventions and training. You’ll also design assessments that help us evaluate leadership potential. It’s your chance not only to influence the Met at the highest level, but to join Strategic HR, which delivers our overall People Strategy. You’ll bring your expertise to this 45-strong team, working both within and outside your specialism.

An experienced HR professional with CIPD membership (or equivalent accreditation) or equivalent experience, you’ll have worked on Talent and Leadership programmes before. You’ve shaped strategies and designed processes, drawing on your knowledge of current talent management practice. This should cover leadership and development, and selection and engagement. You’re also a skilled project manager, with a proven ability to deliver change. Now you’re ready to use this expertise plus your collaborative approach to create an outstanding leadership team. One that can make a real difference to the Met and, ultimately, the people of London.   

To apply, please visit our website to download a role specific information pack and application form.

Completed applications must be returned by Friday 27th February 2015.

We view diversity as fundamental to our success. To tackle today’s complex policing challenges, we need a workforce made up from all ofLondon’s communities. Applications from across the community are therefore essential.

Apply now

View the original article here

Trainer

Trainer Hampshire Trainer
Hampshire
Permanent - £30,000 - £35,000

My client is a fast paced, commercial business which is expanding and evolving. Due to this continued growth they are looking to strengthen the existing Learning and Development team with an experienced Trainer.

Reporting to the Learning and Development Manager and working as part of a national team your responsibilities will be interesting and varied. Initially focusing on the delivery of their existing training programmes such as induction and sales training. As the role develops you will also be responsible for reviewing and improving these programmes, carrying out training needs analysis, design and implementation. You will take the lead on ad-hoc projects and will build relationships with a varied stakeholder group scoping out needs and developing creative solutions.

As a Trainer you will have extensive delivery experience within a corporate and professional environment. Are a strong communicator, with confidence working with senior stakeholders. You will be keen to develop your skills within a growing business and will be committed to your own personal development. Please send your CV or for further information contact Lauren Jones-Barrett on 0207 886 7225.

Advantage Resourcing is a service driven recruitment consultancy.

LocationHampshireSalary£30000 - £35000 per annumReference15215564/003Contact NameAdvantage ResourcingTrainer
Hampshire
Permanent - £30,000 - £35,000

My client is a fast paced, commercial business which is expanding and evolving. Due to this continued growth they are looking to strengthen the existing Learning and Development team with an experienced Trainer.

Reporting to the Learning and Development Manager and working as part of a national team your responsibilities will be interesting and varied. Initially focusing on the delivery of their existing training programmes such as induction and sales training. As the role develops you will also be responsible for reviewing and improving these programmes, carrying out training needs analysis, design and implementation. You will take the lead on ad-hoc projects and will build relationships with a varied stakeholder group scoping out needs and developing creative solutions.

As a Trainer you will have extensive delivery experience within a corporate and professional environment. Are a strong communicator, with confidence working with senior stakeholders. You will be keen to develop your skills within a growing business and will be committed to your own personal development. Please send your CV or for further information contact Lauren Jones-Barrett on 0207 886 7225.

Advantage Resourcing is a service driven recruitment consultancy.

Apply now

View the original article here