ICS Learn CIPD L&D conference Presentation 2016
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The document discusses the changing business environment and need for self-directed learners. It introduces the ICS Learn Learner Support Model, which provides systems and tools, learning content, and support to help learners successfully transition to online learning. The model emphasizes regular and interactive engagement between learners, tutors, and others. It also discusses how core learning and development skills can be transferred to the workplace, such as through collaboration, demonstrating commercial awareness, and using innovative engagement methods.
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ICS Learn CIPD L&D conference Presentation 2016
- 1. Core Skills for Learning and Development The ICS Learn Learner Support Model CIPD L&D Conference London, May 2016 Sean McCready & Dr. Stephen Littler ICS Learn Glasgow
- 3. Objectives Discuss the changing business environment Identify the core characteristics of the ‘Self- Directed Learner’ Examine the new type of learner and what they seek from a learning environment Provide a useful framework that can be applied to a Learning and Development setting Suggest ways in which L&D Core skills can be transferred into the workplace
- 4. Changing Environment The current business environment is ever changing, and many organisations will come across issues in; Time Money Flexibility Resources
- 5. We understand... Your need to respond to complex changes by; Making sure your learners have the support to complete their learning Keeping staff skills up to date Taking ownership and managing your career Interacting in new and dynamic ways Using technology to learn Consider your workforce as self-directed learners Embrace ‘Just-In-Time’ Training
- 6. The self-directed learner Relies less on traditional learning methods Learning and retention is better when delivery at high standard Takes ownership of their own development
- 7. Key steps
- 8. Business context awareness Link social volunteering on a skill basis and include pro- bono activities Engage others in the decision making process Ensure staff have an opportunity to engage with others about the issues which effect them on a day to day basis Hands-on experience Provide staff with the opportunity to be involved with hands on learning and development in the workplace Gen Y – The new skill set
- 9. • Learning by doing • Skills Marketplace Ideal Workforce • Digital knowledge updates • Career matchmaking • Visual Collaboration • Contextual Rolodex Intuitive Connections • Tele-Presence • Social Workflow • Feedback Culture • Networked Knowledge Empowered Culture • Quantified Employee • Employee Stakeholder Agile Workforce • Work(out) Place • Fluid Technology • Pop-Up Workplace • Co-Creation • Broadcast privacy • I Everywhere • Digital entrepreneurs • Social virtualization The New Workplace
- 10. Gen Y - Booz & Co The rise of generation C and implications for the world of 2020
- 11. Learning by doing multidisciplinary teams made up of people with diverse experiences Skills marketplace Sharing information Instant, personal updates Career matchmaking Integrated information The Ideal Workplace From fixed to fluid
- 12. Constant feedback Instant communication and feedback – more than once a year Quantified Employee Effective Talent Management Employee Stakeholder Management Flat structures An Empowered Culture Giving staff a voice
- 13. Inputs Outputs Understanding the tool Engage in activities Building an IDP/PDP Talking to others Monthly engagement forum Identifying areas of focus Using the framework Engagement with tutors and other students Building a strong plan Engage in activities Regular and Interactive Engagement = Successful Transition Develop a planA B C Discussing important issues Interactive engagements Sharing ideas Successful Transition to Online Learning ‘Think creatively’ and ‘act courageously’’ Ideas Resources Framework Inputs & Outputs Online Learning
- 14. Supporting the student whilst studying online Support Culture Training Knowledge Development Effective Communication Virtual Environment Mentoring / coaching Online community Storytelling Sharing Ideas Decisions Norms Mindsets Motivators Commitments Structure Networks Information Focus on outcomes the right way Reach out and connect Be humble and care more Think win-win-win Work stronger together Celebrate and energise Support Culture The Online Learning DNA
- 15. Learner Support Model Systems and ToolsSystems and Tools Learning ContentLearning Content SupportSupport
- 16. What does this model mean? Systems and Tools Learning Content Support The Student Community Interactive Learning Content Coaching e-Assessment Diagnostics Mentoring Online Forums Online Induction Taught Sessions Tutorials Online Media Workshops e-Learning Management System (LMS) Online Resources Peer support e-Portfolio Podcasts Learner Analytics Webinars
- 18. Transferring L&D Core Skills 1. Further collaboration with leaders 2. Demonstrate commercial awareness 3. Capture and evaluate the impact of L&D on the business 4. Develop analytical ability in L&D 5. Be versatile 6. Develop bespoke solutions 7. Build L&D skills and expertise to fully leverage existing and emerging learning technologies 8. Using innovative methods to engage
- 19. Facebook Live Open Day
- 20. GET ON THE GRID … seek out colleagues across generations to understand different perspectives, see what’s going on out there through news articles and blogs MAKE IT PERSONAL … enabling innovation and creativity must be our first priority … what can you do to personalize every element of the employee experience? LEARN FROM YOURSELF… as you engage with social media, digital shopping & mobile devices what does your experience tell you about work in the future? SHARE YOUR INSIGHTS ….. Join our Future of Work group on OneHP to share your ideas, insights & find out what the 6 people to the left are up to! The Future is in your handsThe future is in your hands... 1. Be on the grid 2. Enable Innovation 3. Learn from yourself 4. Share your ideas and insights
- 21. Q&A
- 22. Thank you for listening! Sean McCready & Dr. Stephen Littler | ICS Learn | Glasgow sean.mccready@icslearn.co.uk | stephen.littler@icslearn.co.uk
Notes de l'éditeur
- Good afternoon everybody. Welcome to the aunagural cipd exam webinar! It is a great pleasure for us to hose this event and we do hope that you find it beneficial for your revision. By way of introduction, my name is Stephen Littler, and I am an In-House academic tutor for the CIPD course here at ICS. On the line today, we also have Margaret McCluckie who is the Head of our CIPD programmes. She is online today to help and support me with any questions that are presented, but also give you the chance to engage with senior members of staff at ICS. We also have Paul Mason online who is our Learning Technologist. We couldn't have had a webinar today had it not been for Paul – so I greatly appreciate his help and assistance. If you experience any issues during the event, please let him know via the chat box to the right and we will do our best to deal with the issue today. We don't anticipate any problems though! So without further ado, let us look at what we will cover today.....
- Let’s take a closer look at the IT expertise gap. Most IT organizations include staff who hold multiple product certifications. In general, IT vendor certifications provide good product-specific experience but they in no way develop the expertise to optimize a business’s customer service portal in the cloud. In addition, as the certification industry has focused on increasing volumes, many programs have become more “knowledge based” and compromised the hands-on experiential elements. New technology expertise paradigm: injecting business value into IT skill development At an industry level, we need to provide new ways to develop and source this expertise. With the accelerating pace of change in both business and technology, we need a framework to provide concise, relevant, end-to-end experiences that help IT professionals stay current on the volume of change in a simple and consumable way. This applies both to the existing IT professionals as well as developing new ones with the expertise to create business value. Different expertise: (from previous page) There are two key expertise attributes that Business and IT leaders require. Multivendor, end-to-end, cross-platform, solution experience, and a demonstrated understanding of the business and how to leverage technology to achieve business outcomes. Those certifications that remain in demand are providing experience with cutting-edge technologies that create meaningful business differentiation.