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Recruitment
HROD Consulting
Training
Our Services
Training
Personal Effectiveness
Leadership and
Management
Communication Skills
Culture Building
Selling Skills
Team Building
About Ed
PSTD, Toastmasters,
PMAP, HR Philippines, PAHRODF
20 Years experience in HR,
Training & OD
President of ExeQserve
Leadership, Team Development,
Customer Service, Assertive
Communication
Our Learning Objectives for Today
• Identify techniques for ensuring L&D activities connect with business objectives
• Describe approaches for engaging line managers in the L&D process to ensure follow through and workplace application of learning
• Describe ways to make learners accountable for application of learning in the workplace.
• Compare practices for monitoring and evaluation of learning in the workplace
What hinders training effectiveness?
Ilanma’am?
Strategy• Programs/Initiatives
• Capacity Development
Capacity • Functional
• Behavioral
Performance• Productivity
• Quality
Connections
L&D Pitfalls
Connection
• Lack of alignment with organizational strategy
• Absence of training plan
• Knee-jerk reaction
Execution
• Class-room-focused
• Fails to address real need
• Lack of orientation
Institutionalization
• Lack of follow through mechanism
• Lack of ownership for follow through
• Lack of M&E
Eight-Step Process to Creating Leading Changefrom Leading Change by John P. Kotter
Creating climate for change Engaging and enabling the organization
Implementing and sustaining change
6. Create short-term wins.7. Build on the change8. Institutionalize changes in the culture
4. Communicate the change.5. Enable others to act on the vision
1. Create urgency.2. Form powerful coalition.3. Create a vision for change.
Create a Sense of Urgency
• Ask:• Do we have a system for ensuring that training programs teach the
skills needed to deliver results?
• Do we have a way of knowing if learners are able to apply what they learned?
• Are we able to support the application of learning in the workplace?
• Are we able to see L&D contribution to business result?
• If our answer is no, we need a better L&D strategy!
Build
• Align participation with strategy
• Ensure alignment of programs with org strategy
• Ensure design & delivery effectiveness
• Core Member of coalition
• Coach/Mentor
• Follow through
• Champion L&D Strategy
Top Executive
Line Managers
Other Sectors
HRD/ Training
Clarify Roles
Co-Create a Vision for Change
• How will the strategic partnership look like?
• What is the process going to look like?• Link with strategy
• Identification of competencies
• Design process
• Communication process
• Delivery process
• Follow through process
Work on making it happen
Communicate the change
• Clarify expectations
• Address concerns
• Listen and adjust
Enable others to act on the vision
• Train coalition members on their roles
Create short-term wins
• Evaluate and identify areas for improvements
Build on change
• Apply improvements
Institutionalize change
• Incorporate in company systems and procedures
Identify Strategy or
Program
• Development and Implementation of Service Culture Building Program
Identify competencies of key players
• Work with stakeholders to identify competencies required based on written service strategy, policies and procedures
• Connect competencies with performance management system
Design and deliver aligned
programs
• Ensure that L&D intervention meets stakeholder expectations
• Blend learning using 70:20:10 framework
• Ensure that workplace application and follow through is embedded in design.
Prepare learners
• Managers prepare learner for learning by communicating and leveling expectations
• Describe workplace development objectives and desired application of learning
Deliver program
• Ensure learner engagement
• Blend 70:20:10
Monitor and Evaluate
• Ensure managerial accountability for follow through and coaching
• Implement M&E that determines application of learning
• Propose and implement enhancements in L&D strategy based on impact of L& in program success
70:20:10 Framework – Typical Activitieson-the-job experience
applying new learning in real situationssolving problems, special assignments
project reviews, reading guides & manuals,new work within role, increased span of control,
stretch assignments
mentoring, reverse mentoringcoaching, informal feedback
internal and external networks,teamwork, professional associations
action learning
structured programmesactivity-based workshops
seminars and masterclassesprofessional development, business schools
eLearning modules and courses
70% Experience
20% Exposure
10% Education
Bloom’s Taxonomy
• Define, list, name, recall, repeat, knowledge or informationKnowledge
• Translate, describe, explain information in one’s own wordsComprehension
• Apply, demonstrate, use knowledge in new situationsApplication
• Analyze, compare, question, break knowledge into partsAnalysis
• Arrange, create plan, prepare a new whole from partsSynthesis
• Appraise, assess, judge, Score Information based on knowledgeEvaluation
An ExeQserve Example: Evaluating the Train the Trainer Program
Level 1: Reaction
Formative and Summative Evaluation for each day of training
Level 1: Learning
TTT: Training design, lesson plan and materials at the end of a three-day program
Level 3: Application of Learning
Re-Entry action plan
Delivery of designed training program
Level 4: Impact
Evaluation of new training program based on objectives
“The Success of the intervention depends on the inner condition of the intervenor.”-Bill O’ Brien, former CEO of Hanover insurance
We need to be better at being credible activists
Welcome
to the
World Café
Café Conversations are
an easy-to-use method
for creating a living network of
collaborative dialogue
around questions that matter
in service of the real work
CAFE MOVEMENTS
4 Rounds of Conversation at 4 Different
Tables
~ 10 minutes each round
Large Group Collective Harvesting
~ 30 minutes
Café Questions
1. What do you do to engage stakeholders on L&D efforts?
2. What methods or approaches are effective in ensuring learning?
3. How do you ensure application of learning?
4. What can be done to measure impact of learning?