We are looking for candidates who can support the full learning cycle from design through to delivery and evaluation.
Your role will be to provide comprehensive training and support to the business enabling managers to focus on Performance Management across their teams and deliver and facilitate engaging and output-focused training courses.
You will have:
· Experience of rolling out a Management Programme, focused on developing first line managers on performance management across their teams
· Experience of the design and delivery of training around performance, absence and behaviour
Some travel will be required to company sites.
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.
LocationCheshireSalaryUp to £32,000DurationPermanentReference13171 JKCCBContact NameRecruiters
We are looking for candidates who can support the full learning cycle from design through to delivery and evaluation.
Your role will be to provide comprehensive training and support to the business enabling managers to focus on Performance Management across their teams and deliver and facilitate engaging and output-focused training courses.
You will have:
· Experience of rolling out a Management Programme, focused on developing first line managers on performance management across their teams
· Experience of the design and delivery of training around performance, absence and behaviour
Some travel will be required to company sites.
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.
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.
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.
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: Bath and Cornwall
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
Talent acquisition and development specialist London
This FMCG organisation has global brand presence and is well known for their people values. In this unique role, you will take on a lead role for the UK and Ireland population as a Talent Acquisition specialist as well as widening your remit to Training and Development. You will work closely with your European and Global counterparts to own and drive the UK and Ireland recruitment process, essentially being the face for this brand in the external market place when it comes to talent attraction.
Our client is looking for someone who can bring expertise at a strategic level to the talent acquisition and resourcing space for the business or someone who can bring strong training skills to the table and shows the aptitude and strategic capability to take on talent acquisition as part of their role remit. The long term aspirations for this role is that the indvdual will also become a HR Business Partner in the near future for one of the smaller internal client groups in the UK and Ireland.
This is a really great opportunity for someone who wants to join a large blue-chip business in a role that offers autonomy, growth and international scope. Longer term, our client are well know to rotate talent internally and across their markets on an international level which could be a compelling pull for the right candidate. We are looking for someone bright, commercially astute and with end to end skills in resourcing or training and development, industry experience is not essentially although you must be able to show that you have worked in a matrix structure ideally within an international organisation.
SR Group is acting as an Employment Agency in relation to this vacancy.
LocationLondonSalary£45000 - £55000 per annum + bonus & benefitsReference143009KRIContact NameKetna Ramchandani
This FMCG organisation has global brand presence and is well known for their people values. In this unique role, you will take on a lead role for the UK and Ireland population as a Talent Acquisition specialist as well as widening your remit to Training and Development. You will work closely with your European and Global counterparts to own and drive the UK and Ireland recruitment process, essentially being the face for this brand in the external market place when it comes to talent attraction.
Our client is looking for someone who can bring expertise at a strategic level to the talent acquisition and resourcing space for the business or someone who can bring strong training skills to the table and shows the aptitude and strategic capability to take on talent acquisition as part of their role remit. The long term aspirations for this role is that the indvdual will also become a HR Business Partner in the near future for one of the smaller internal client groups in the UK and Ireland.
This is a really great opportunity for someone who wants to join a large blue-chip business in a role that offers autonomy, growth and international scope. Longer term, our client are well know to rotate talent internally and across their markets on an international level which could be a compelling pull for the right candidate. We are looking for someone bright, commercially astute and with end to end skills in resourcing or training and development, industry experience is not essentially although you must be able to show that you have worked in a matrix structure ideally within an international organisation.
SR Group is acting as an Employment Agency in relation to this vacancy.
As I mentioned in this previous post, I’m writing a series of posts that lift the lid on some of the plans and ideas that either never saw the light of day or (as in this initial post) never fully developed.
One of my plans in my previous organisations was to use our internal collaborative platform to share a number of video stories.
In order to ‘lead the way’ I produced and starred in the first video (which I’m unfortunately unable to share video as I no longer have access to the original file). In it, I tell a story of observing a practice amongst colleagues that my experience told me was the ‘wrong way’, the question I asked the viewer of the video was…
If you observed the same would you:
a) Stop them and inform them of the ‘right way’, saving a lot of their time, but potentially taking a valuable ‘learning experience’ away from them?
b) allow them to continue until they realised they were wrong, which would waste time, but serve as a valuable experience
I also stumbled upon an interesting story whilst interviewing my former HR Director as part of the Learner Survey I was undertaking. In it he tells a story of conducting a series of coaching sessions with a colleague in Spain, utilising the FaceTime function on their iPads.
The ‘takeaway’ from the video was to challenge your preconceptions (he had originally been sceptical over how well the sessions would run if they were not face-to-face) – why not watch the video below and hear the story from Brett Reid himself?
Now that I had some examples of video storytelling to share with others I went on the search for other stories.
Here are some of the stories I went looking for/that found me
Sales success stories – Interview the top salesperson of the month – what did they do/say etc that made them the top salesperson? What made them perform better than others.Sales horror stories – what went wrong with a sale that they thought was guaranteed?Thinking and acting differently stories – recording people who were doing something differently. Why? What effect was it having? (one particular story centered around a team who were feeling ‘stale’. They decided to take it in turns to identify a TED talk and distribute it to each team member prior to each team meeting and to use time during the meeting to discuss the content of the video. The upshot of which was that they felt re-energised as a team and several ‘innovative’ new ideas were forthcoming.
My plan had been to support these individuals/teams in terms of the recording, editing and distribution of each video until such time that they felt they had the skills and confidence to do so themselves, at which point I would step away.
I even incentivized them by suggesting that if they (either individually or as a team) recorded and distributed 4 videos over 3 months that the L&D budget would purchase that team a Flip-type camcorder in order to allow them to progress on their own.
You may notice that I said
“My plan *had* been”
Because I left the organisation just as the pieces were falling into place, recording meetings were being booked etc
At least it will be on Monday morning when I’m back in work, having left behind the visionaries, disruptivists, forward-thinkers and all round ‘good eggs’ that I was surrounded by at Learning Technologies (LT) 2011.
Following last years attendance at LT 2010 I went back to work envigorated, inspired and with a spring in my step, so much so in fact that my organisation created a Communications Technologist role (it’s a Learning Technologist role… don’t ask its complicated)!
Unfortunately, what they didn’t create was any strategic support or vision to accompany that new post! In order to reduce the sense of frustration that arises from that situation, I made a deal with myself to ‘reign in’ my excitement following LT11.
That said, I still find myself ‘buzzing’ 48 hours after the conference finished so in order to make best use of that ‘buzz’ before it disappears (i.e. Monday morning) I thought I’d blog about my experiences at LT11.
As regular readers will be aware I always try to commit to a couple of action planning points from any event that I attend, in the hope that they will assist me in transferring any learning back to my workplace. I have outlined those actions in blue below.
Keynote – Roger Shank, Getting it right: how the corporate learning world must change
Never sit at the very front left of the auditorium at a future LT for 2 very good reasonsIf Roger moved more than a metre from where he was stood I couldn’t see him!The event photographer seems to take up residence in this area and his camera flash is brighter than the surface of the Sun (my retinas will bear testament to this!)
Exhibition nosey on Day 1
Recommend that my organisations project team look at the digital room booking displays that were being exhibited by Steljes, ahead of a new-purpose built learning centre being built on my site.
Prof Steve Wheeler – e-Learning 3.0 – Learning with the extended smart web
Consider how AUgmented Reality might be used as part of a new-starters induction tour. This approach (if we ever get handsets this side of Alexander Graham Bells prototype), could also be of benefit to all employees as part of their standard workphone handset package.Obtain a copy of the book Distraction by Mark Curtis.
Clark Quinn – Using games for effective learning
Serious gaming is something that has only just started to seriously register on my radar so I was extremely keen to find out a little more about it and how it could enhance what I am currently doing as well as enhance my skillset for the….. future
Unfortunately for me, I found that the session seemed to be pitched at those who already made the decision to go ahead with gaming and not those who were just entering the fray. I also thought that a great opportunity was wasted to prove the value of gaming by actually running the session as a game itself, an example of using the concept to sell the concept.
I assume (there’s the gaming naivety in me coming out) that this would have taken some time to prepare and given that Clark very kindly stepped in at the last moment to cover for another speaker, maybe this would have been his choice with more preparation time?
Exhibition nosey Day 2
Consider whether the Moodle off-shoot Totara LMS offered by Kineo may be a better option for my organisation than Moodle itself.Ascertain whether the Elluminate tool that we have just acquired a licence for is able to
James Clay & Maj Richard Gill – Mobile and Immersive learning
I have been following James Clay for some 12 months via Twitter, his blog, his podcasts and have even attended a couple of his workshops on the subject of Mobile Learning and podcasting, but I had never had the opportunity to see him speak live…. until LT11!
I gather from his blog posts, that he has never been an advocate (who is?) of bullet-point riddled slides and he certainly proved that point by providing a visually engaging presentation allowing only single, full-screen images or perhaps the odd word or two to adorn his slides as opposed to lines upon lines of text (this approach received very positive feedback via the Twitter backchannel)
Craig Taylor & Paul Simbeck-Hampson – Taking the next step
Yep, that’s right folks I was priviledged to speak at LT11, but I’ll cover my session in a future blog post. I shared my session with Paul Simbeck-Hampson who spoke about the opportunities that QR codes present. It became apparent quite quickly that for many of the audience QR codes was either completely new to them or they had only a fleeting understanding. Paul then went on to explain how QR codes were not only being used by large organisations to promote their brand but also how they were able to connect a learner from a static learning resource such as a book to a more dynamic resource such as a webpage. Whilst the video below shows how I have dabbled with QR codes in the past
I still gained an incredible amount from from Paul’s session, so what am I going to do with it?
Contact Paul and ascertain which of the many QR code producing engines is the most feature-rich.Encourage the use of QR codes on the exhibition display stands for Nuclear TV (a project I am involved in), as well as visual reference to other social media streams.Encourage the use of QR codes on the exhibition display stands for my own organisation, as well as visual reference to other social media streams.Use QR codes on my own business cards.Experiment with ‘pimping up’ my own QR codes.
There has been a great deal of discussion elsewhere on t’internet as to the disconnect between the exhibition and the conference in terms of what is being offered, what is being asked for, what is being sold and what is the ‘right’ thing to be doing. Whilst I am not in complete disagreement with this sentiment, I think it is worthwhile to add that whilst I saw plenty of examples of forward-thinking innovative practice downstairs in the exhibition, Curatr, Cofacio and Lightbox to name but a few, I also saw some old-school, discounted methods and practices being used upstairs in the conference; bullet-point riddled slides Powerpoint slides for starters!
So that is Learning Technologies over for another year, or is it just the start of lots more innovative, inspiring, challenging work for me within this……. I’ll let you know on Monday morning
