Training Manager

Training Manager London

Great opportunity for an experienced Learning & Development Manager to undertake a fixed term contract. Working in central London you will be responsible for:

Developing strong relationships with HRDs, the People Development team and line managers, carrying out training needs analysis across the various businesses to understand all aspects of training and learning and development required;
oDesign and develop training courses to address identified training needs, in line with budgets;
oSource external training suppliers and manage relationships with suppliers.
*Work with all key stakeholders to embed the Group's core behavioural competencies into development/investment plans and individual objective setting
*Project Manage the development of training, from initial design through to facilitation and evaluation.
*Analyse needs, design and deliver coaching sessions and key skills and training sessions in the UK, where necessary and where economically viable.
*Support the performance management processes in each business line.

EDUCATION AND EXPERIENCE

*Degree educated or equivalent. Additional professional qualifications / training desirable.
*Excellent understanding and use of systems - Word, Excel, Outlook, PowerPoint. Experience of using an LMS system is desirable;
*Experience of managing training in a large complex organisation.
*Experienced in the design and delivery of training and skilled in carrying out needs analysis.
*Experienced project management, including managing budgets and supplier management / procurement.

LocationLondonSalary£70000 - £80000 per annumReferenceZB18962Contact NameZoe Bradley

Great opportunity for an experienced Learning & Development Manager to undertake a fixed term contract. Working in central London you will be responsible for:

Developing strong relationships with HRDs, the People Development team and line managers, carrying out training needs analysis across the various businesses to understand all aspects of training and learning and development required;
oDesign and develop training courses to address identified training needs, in line with budgets;
oSource external training suppliers and manage relationships with suppliers.
*Work with all key stakeholders to embed the Group's core behavioural competencies into development/investment plans and individual objective setting
*Project Manage the development of training, from initial design through to facilitation and evaluation.
*Analyse needs, design and deliver coaching sessions and key skills and training sessions in the UK, where necessary and where economically viable.
*Support the performance management processes in each business line.

EDUCATION AND EXPERIENCE

*Degree educated or equivalent. Additional professional qualifications / training desirable.
*Excellent understanding and use of systems - Word, Excel, Outlook, PowerPoint. Experience of using an LMS system is desirable;
*Experience of managing training in a large complex organisation.
*Experienced in the design and delivery of training and skilled in carrying out needs analysis.
*Experienced project management, including managing budgets and supplier management / procurement.

Apply now

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Regional Training Manager

Regional Training Manager Yorkshire (home based with regional travel) Ashley Kate HR are pleased to be working with our client in recruiting for a Regional Training Manager to join the business on a full time permanent basis. This is a regional role based from home so regular travel will be required across Yorkshire, the Midlands and the North West. Candidates should have end to end L&D experience from training needs analysis, through design, delivery and evaluation within a fast paced commercial business. You should have experience of coaching and mentoring employees and managers and delivering bespoke 1-2-1 training as well as delivery to groups. Key responsibilities will include: * Design and delivery of training on a regional basis * Working closely with managers to identify training needs and design training solutions * Carry out corporate induction training for new employees * Talent management and management development training throughout the regions * Supporting manager with local training requirements and recruitment 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 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. LocationYorkshire (home based with regional travel)Salary£30,000 plus carDurationPermanentReference12288 GTCBContact NameRecruitersAshley Kate HR are pleased to be working with our client in recruiting for a Regional Training Manager to join the business on a full time permanent basis. This is a regional role based from home so regular travel will be required across Yorkshire, the Midlands and the North West. Candidates should have end to end L&D experience from training needs analysis, through design, delivery and evaluation within a fast paced commercial business. You should have experience of coaching and mentoring employees and managers and delivering bespoke 1-2-1 training as well as delivery to groups. Key responsibilities will include: * Design and delivery of training on a regional basis * Working closely with managers to identify training needs and design training solutions * Carry out corporate induction training for new employees * Talent management and management development training throughout the regions * Supporting manager with local training requirements and recruitment 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 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

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Great Guest Blog on Flipping the Classroom

By taking advantage of technology, math teacher Wendy Roshan details how she has evolved her teaching using the ‘flipped classroom’ model.

by Wendy Roshan

I started teaching in the early 1970’s, when one of the most important resources teachers had was the mimeo machine.  All worksheets and tests had to be handwritten and run through a hand cranked copier, which would turn your hands blue from the ink. There weren’t computers in every classroom, we didn’t use SMART Boards (just chalk) and students came to class carrying pencils and notebooks, not smartphones and tablets.

Wendy Roshan

Yet, 40 years later, my computer, iPad, and trusty iPhone has revolutionized my life as a teacher. Today, there’s more information at my fingertips than ever before, literally. I can type up an assignment and email it to the whole class, or even have tests taken (and instantaneously graded) online.  Students can stay in touch with me, and I can communicate with parents 24/7 by email.  It’s a major change from the past, and has a lot of benefits for my students.

However, the biggest change for me occurred a few years ago when my daughter, Stacey Roshan, decided to follow in my footsteps and become a math teacher too. However, having grown up in a different generation, she became a different kind of teacher. While I continued to resist new technologies that were starting to be used in the classroom, these tools came easily and naturally to her. In 2009, Stacey attended the Building Learning Communities Conference and learned about Camtasia Studio, software that would allow her to literally flip her classroom. She began video recording her lectures, which students watched for homework, and during class she walked around the classroom and worked with students 1-on-1 when they needed help solving problems.

After much coercion, Stacey finally convinced me to give the flipped classroom a try, and just one year later my entire teaching life has been turned upside down. I began flipping my AP Calculus class last year, and as a result, 80% of my students scored a “4” or “5” on the AP exam, with half of the class earning a perfect score! Not only were my students thrilled at how high their scores were, I had one of the most enjoyable and rewarding years of my teaching career, as I was able to spend significantly more time working with students individually and in small groups, helping them solve problems, rather than lecturing – and that’s really my favorite part of teaching.

I had no idea how much technology could change the learning experience for me and my students, and I’m not sure I ever would have given into change if Stacey hadn’t practically forced me too. After such an exhilarating year, Stacey and I have been spending the summer preparing for the challenge of flipping our Algebra II classes, which we will both be teaching this coming school year.  We have been making videos together and are really excited to provide a new group of students with an entirely new learning experience then they’re used to.

While at one time, I was only looking forward to my retirement, I now am looking forward to the new and exciting year ahead.  Technology has made me feel young again, as the boredom and tedium of the mimeo machine is gone, and in its place is a whole new world!

Wendy Roshan started her career in Montgomery County public schools teaching Math.  She taught in Tehran, Iran at the Tehran American School for 3 years, was an Adjunct Professor at Montgomery College, and taught at the Langley School in McLean, Virginia. She is currently in a math teacher at the Madeira School in McLean, Virginia, where she serves as department chair.

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Get your foot in the door – Planes, Trains & Automobiles

Let’s be honest, I think it’s fair to say that one of the biggest barriers to a whole sale adoption of mobile technologies is senior management. Which got me thinking about what sort of app you could recommend to them, to get your foot in their door.

And then it dawned me; one of the things that senior managers do a LOT of (whether they actually need to or not) is travel (I think it’s a kudos thing for many of them)

So I’ve taken a little wander around some of the app stores and found some travel related apps that I imagine will make their lives a lot easier when they are on their travels and of course if their lives are made easier by having a native app at their disposal, there’s a much better chance of them seeing the benefit of mobile technologies when you attempt to ‘get your foot in the door’ ……

British Airways (iOS) – £FREE

British Airways (Android) – £FREE

IOS National Rail Planner - £4.99*

Android National Rail Planner - £3.49*

AA Breakdown and Traffic (iOS) – £FREE

AA Breakdown and Traffic (Android) – £FREE

* (I have actually downloaded and used this app myself, check out the reviews for my thoughts)

Inevitably there will be some people who do not have a mobile device and will bemoan the fact that you are offering their colleagues who do have a mobile device something that they themselves are unable to benefit from, or they will complain over the fact that the apps cost money – don’t let this put you off.

Simply tell them to carry on using whatever tool or process they have always used – simples!!!

And you know what? Even if people don’t opt for these apps, you may have just sewn the seeds for them to look for an alternative….

Good luck and let me know how you get on

The blog post that started it all

Image source

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It’s true, great minds must think alike…

….because earlier this week Lesley Price and I both tweeted about the same subject within an hour or so of each other. This was the thought that was running through my mind as I was driving home a few days ago, which I subsequently tweeted about…

Later on that evening Lesley tweeted this

This led to an exchange of tweets between us, which resulted in Lesley being kind enough to share an experience with me via this email.

  A couple of years ago… I fell down stairs and sprained my ankle really badly.  I had to be at a Technology Conference organised by Becta as I was facilitating a table…. Natalie, my daughter took time off work to drive me.  She sat on the table I was facilitating…. even although it was an educational technology conference and she was a primary school teacher, she had no idea of the language and jargon that was being used.  It was almost like the Emperors New Clothes and she was the child watching from the side lines.  She sat all morning and the first part of the afternoon taking it all in.  She then just said…. I have no idea what you are all talking about, what does Social Media mean?  I typed that into questions that were coming from the floor… Facilitator picked it up and came to talk to her.  She was youngest person in the room and just said… “now that I know what it means…I can tell you I use SoMe all the time…I just don’t see what all the fuss is about, that is my life!  Why all the discussion???  Why don’t you just get on with it??”I have just talked to her again about it this evening and she still remembers the occasion… and still does not understand the facination by oldies. SoMe is part of her life…. she is not into Twitter, doesn’t see value in it.  If you look at profile of average user of Twitter I can understand that.  She uses FB, FB chat, skype , skype chat and txt all the time.  Sometimes using more than one at once… makes for interesting conversations lol!!I am trying to persuade her to start blogging… she has wonderful ideas. Although she teaches reception she also runs Computer Club for Girls with Yr 6 girls.  When the Tsunami and Japanese earthquake story started breaking, she put BBC news on her interactive white board and had it running all day as her reception class were interested in the live commentry that was coming through and bombarded her with questions.  She doesn’t close down social networking when she is teaching, not that she spends any time on it, it just runs in the background, the kids are now used to ‘silly noises’ that come from her laptop and tell her she when she has a message!  So kids completely understand SoMe… just don’t call it that…. they see it as normal… why are the rest of us making such a fuss about it instead of getting on with it!!So my question to you ‘Dear Reader’ is are we right, or are we waaaay off the mark?Is the ‘social’ holding things up due to it’s ‘connotations’?Should we just be referring to media, learning, networks etc and work under the assumption (a dangerous thing I know) that the ‘social’ is inherrent.Why not let me know your thoughts in the comments box below?

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Is this another fine mess we’ve got ourselves into?

It’s probably worth me expanding upon the deliberately vague title of this blog post before I go any further.

By ‘this‘ I mean ‘mobile’ learning.

By ‘another‘ I mean as we did all those years ago in the early days of ‘e’ learning. (admittedly I have no personal experience of those days, only anecdotal examples)

By ‘we’ve‘ I mean us in the L&D community. Both within the vendor community and the client community.

So what do I mean by all this?

During a recent meeting with some colleagues, I reflected upon the conversations that I have had with potential clients over the past 6 months with regards to the use of mobile technologies. With a very small exception (probably 2-3 out of approx 60 conversations) those conversations have revolved around the creation of ‘mobile learning’, which actually translated as the “shrinking down of desktop content to allow it to be viewed and interacted with on a mobile device“.

Very little, if any mention, of creating performance support resources…

No consideration of using the devices native functions I.e. camera, keyboard, GPS, voice recorder, to enhance the experience….

A heavy focus on the learner ‘learning‘ something from it, as opposed to the worker ‘enhancing‘ their performance from it (Hell, who needs to learn the London Underground routes if you’ve got the app in your pocket?)

And this is where I think we have got it wrong again!

We have used the blanket phrase ‘m-learning’ to describe the use of mobile devices to facilitate learning. Now to *us*, we acknowledge (at least I hope you do) that this can include using the device to (amongst other things)

Consume traditional self paced click next eLearning (yes of course there is a place for this)Listen to podcastsTake pictures of things to help us remember something in the futureEngage in online dialogue conversations with othersRecord audioDetermine your proximityThe creation of User Generated Content for othersCall for help!

Of course, with some degree of thought and design the above functions can (and probably should) be incorporated into many (I may even dare to say ‘all’) learning programmes, but in my opinion (based as I said on my conversations with many people on this subject) this simply isn’t the case.

Why?

Well I think the fact that we have used the term ‘m-learning’ which is not a million miles away from the term ‘e-learning’ (which let’s be honest, most people see as being click-next, self-paced stuff) hasn’t helped matters, I think we’ve inadvertently given the impression that it’s traditional eLearning on a mobile device has a part to play in it.

I also think that the recent hysteria over some eLearning authoring products and their ‘mobile readiness’ (which translates as traditional eLearning but outputted to HTML5 or a native app) hasn’t helped matters either

“Ooooo look! I can recreate my traditional self-paced, click-next stuff to work on a mobile device – I must be creating m-learning”

Well technically I have to concede

“Yes. Yes, you are”

but I feel that unless we start to make more noise about the fact that m-learning is more than shrinking down content and actually the ‘learning‘ part of it could well be redundant, we will miss another opportunity to really harness these technologies just as I guess we have done in the past……

Image source

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Reflections on the “Why”

December 21, 2013 by davidgrebow13

They get lost too easily as the New Year rapidly progresses. The forests we each inhabit. We quickly find ourselves racing through the trees like Luke Skywalker on a speeder bike. This is a good time of the year to step back and reflect.

So before I plunge headfirst back into my forest, I want to remember to remember “Why” I do what I do, and what the Big Problem is that needs to be solved.

I started thinking about the “Why” a few weeks ago after watching a great TED presentation by Simon Sinek on “How Great Leaders Inspire Action”.

Then I happened to read a blog post by Kaihan Krippendorff about how “Great Companies Solve Problems That Matter” by focusing on the Big Problems. The two put my brain into overdrive. As I stepped further back from the trees, the forest I inhabit became even more distinct, and the “Why” of things and the Big Problem came into greater focus.

No one disagrees that we are all in an increasingly competitive global race. It’s an odd race in the sense that the finish lines keeps moving off into the future. I try and discover ways my clients can use learning and development to help their companies catch up, keep up and then lead the way. Find the best practices in learning from around the world, and then teach what I discover. Learning and Development in corporations is an ongoing and continuously changing process. Not the learning part, which happens in the brain and is unchanged for millions of years. But the most current methods of learning, new techniques, updated technology and continually improving best practices. Part of solving the Big Problem these days is keeping up with all that is changing and get out in front of the curve.

I used to hear Learning and Development referred to as the “800 pound Gorilla in the room.” These days it’s more like 1,000 nattering and chattering monkeys.

So “Why” and the Big Problem are connected: To make companies smarter and improve their performance. That’s the “Why” and the Big Problem all rolled up into one.

I just hope someone reminds me to read this next June while I’m thrashing about in the forest again.

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