Delivered by Martyn Sloman and Carmel Kostas, Aberdeen, 10 April 2008

1. Martyn Sloman Chartered Institute of Personnel and Development Carmel Kostos Zest for Learning Helping people learn

2. www.cipd.co.uk/presentations www.cipd.co.uk/helpingpeoplelearn

3. Some propositions on the changing world of the trainer a shift is taking place from training to learning, which is a self-directed work-based process 1 effective individual learning is critical if employees are to acquire the knowledge and skills 2 training and development interventions must ensure that learning is aligned with business activity 3 many different roles are involved in people development and boundaries are increasingly blurred 4

4. PowerPoint exercise

5. Training an instructor-led, content-based intervention, leading to desired changes in behaviour Learning a self-directed, work-based process , leading to increased adaptive capacity

6. Learning not training

7. A new role for the trainer Supporting, accelerating and directing learning interventions that meet organisational needs and are appropriate to the learner and the context

8. A new role for the trainer

9. www.cipd.co.uk/presentations www.cipd.co.uk/helpingpeoplelearn

10. The stakeholders the employer/senior manage ment 1 the line manager 2 the learner 3 ...and the implications for the trainer 4

13. “ You never know what the next product will be, so you need to update the skills so that people have new techniques to cope with whatever comes their way” “ Previously the investment has been in machinery, now the investment is in people” Adrian Roberts Personnel Manager, Ina Bearing Company Ltd The rate of learning must be greater than the rate of change L C

16. www.cipd.co.uk/presentations www.cipd.co.uk/helpingpeoplelearn

18. Sveriges Radio Ethnic Minority Service

19. Sveriges Radio Ethnic Minority Service “ It has taken us some time to learn what is considered respectful” “ As a Department we need better coaching skills.” “ In many ways it was much easier just to send people on a course, but the results would simply not be effective.” Sarah Roxström, Head of Programming for Ethnic Minorities

20. www.cipd.co.uk/presentations www.cipd.co.uk/helpingpeoplelearn

23. Personal development plan

24. Evaluation of role at an incident

25. www.cipd.co.uk/presentations www.cipd.co.uk/helpingpeoplelearn

27. Characteristics of good practice Clear understanding of business drivers 1 Help organisations add value 2 Establish clear strategy for development 3 Involve and engage other stakeholders 4 Long-term view and short-term priorities 5 Use appropriate processes and techniques 6 Demonstrate value 7 Understand the learners 8

28. www.cipd.co.uk/presentations www.cipd.co.uk/helpingpeoplelearn

29. Thank you