IT Trainer

IT Trainer City

This is an exciting opportunity for an IT Trainer to join a leading international law firm based in the City.

Key responsibility will be to design and deliver high quality IT training to meet the demands of the legal practice. This involves running induction courses which include and training to accompany the rollout of upgrades and new systems. Main responsibilities will include:- Delivering classroom training, Delivering online instructor-led training (WebEx), Creating user manuals, Creating eLearning, Delivering demonstration/presentation style sessions, Creating quick reference guides and any other ad hoc duties as requested.

The successful candidate will ideally be qualified in an appropriate Learning facilitator discipline e.g. TAP (Trainer Assessment Programme) or have a Certificate in Training and experience of delivery from either a legal or professional services background. With excellent organisational, time management and planning skills, preferably you will also have experience in delivering IT training using on-line tools such as WebEx and a Worksite 8.5, InterAction, Aderant Expert and Expert Time as well as MOS (Microsoft Office Specialist).

IMPORTANT NOTICE

It is Career Legal’s policy, as a matter of courtesy to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Career Legal is a Recruitment Agency and is advertising this permanent vacancy on behalf of one of its Clients. Thank you

LocationCitySalary£50,000ReferenceSS105513Contact NameSam Stafford

This is an exciting opportunity for an IT Trainer to join a leading international law firm based in the City.

Key responsibility will be to design and deliver high quality IT training to meet the demands of the legal practice. This involves running induction courses which include and training to accompany the rollout of upgrades and new systems. Main responsibilities will include:- Delivering classroom training, Delivering online instructor-led training (WebEx), Creating user manuals, Creating eLearning, Delivering demonstration/presentation style sessions, Creating quick reference guides and any other ad hoc duties as requested.

The successful candidate will ideally be qualified in an appropriate Learning facilitator discipline e.g. TAP (Trainer Assessment Programme) or have a Certificate in Training and experience of delivery from either a legal or professional services background. With excellent organisational, time management and planning skills, preferably you will also have experience in delivering IT training using on-line tools such as WebEx and a Worksite 8.5, InterAction, Aderant Expert and Expert Time as well as MOS (Microsoft Office Specialist).

IMPORTANT NOTICE

It is Career Legal’s policy, as a matter of courtesy to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Career Legal is a Recruitment Agency and is advertising this permanent vacancy on behalf of one of its Clients. Thank you

Apply now

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L & D Business Partner

L & D Business Partner Bolton

Our Head Office, known as Centre, is based in Bolton, Lancashire, where it all began. Here you will find all our business functions that enable our sites and depots to make our great quality products.

Recipe for Success:

The purpose of the role is to develop skills, knowledge and expertise of Operational L&D teams and all employees through the execution of initiatives and programmes to fulfil the short and long term ambitions of the business.  

Key accountabilities include:

Collaborating with organisation leaders, understanding the business strategy and determining learning and development requirements to deliver the strategy.Ensuring the L&D Operating model is fit for purpose and supports the business strategy.  Managing the operational L&D proposition within the Talent Learning and Culture strategy. In direct line management of L&D Managers / Officers across the sites and responsible for developing their professional competence, in order to raise the capability of the L&D team. Working with specialised partner/s in the provision of learning and development plans and solutions.Leading the development of business cases for learning and development initiatives and working to ensure the delivery of stated benefitsSupporting the succession and talent planning strategy and process.  Facilitating talent review sessions, contributing to the collation of the company talent picture and acting as a confidant and coach to senior teams.Ensuring across the organisation that delivery solutions use an appropriate blend of on the job development, e-learning, face to face, coaching and mentoring etc.Coaching individuals and teams at junior, middle and senior leadership levels that encourages greater awareness and positive action on learning and development actions

Essential Ingredients:

Significant experience in a specialist L&D role in particular all areas of the learning cycle. As well as, designing and developing competency frameworks.Significant experience in all areas of behavioural, management development, talent and succession management.Excellent at managing & developing people and teams and in particular developing professional competence of L&D personnelOperating at a management level.Psychometrics – ideally have experience in tools such as MBTI, EQI and Hogan and ability to coach at all levels.Budgetary and financial planning experience; demonstrates ability to analyse and understand data and information quickly, to make a judgement and robust decisions.Confident designing, developing and delivering innovative development solutions; able to move conceptual ideas into tangible outcomes; experience of creating and implementing innovative programmes and plans that are fit for purpose. Excellent communication skills and impactful presentation abilities.With regards to building relationships, able to be collaborative in approach, establishing credibility with both internal and external contacts at a senior level, outstanding stakeholder management skillsExpert facilitator at all levels up to and including Senior LeadersWillingness to travel – the role will be based at our head office in Bolton however significant and regular travel to our sites around the country will also be requiredLocationBoltonSalaryCompetitive SalaryReferenceWLDBPContact NameRecruitment

Our Head Office, known as Centre, is based in Bolton, Lancashire, where it all began. Here you will find all our business functions that enable our sites and depots to make our great quality products.

Recipe for Success:

The purpose of the role is to develop skills, knowledge and expertise of Operational L&D teams and all employees through the execution of initiatives and programmes to fulfil the short and long term ambitions of the business.  

Key accountabilities include:

Collaborating with organisation leaders, understanding the business strategy and determining learning and development requirements to deliver the strategy.Ensuring the L&D Operating model is fit for purpose and supports the business strategy.  Managing the operational L&D proposition within the Talent Learning and Culture strategy. In direct line management of L&D Managers / Officers across the sites and responsible for developing their professional competence, in order to raise the capability of the L&D team. Working with specialised partner/s in the provision of learning and development plans and solutions.Leading the development of business cases for learning and development initiatives and working to ensure the delivery of stated benefitsSupporting the succession and talent planning strategy and process.  Facilitating talent review sessions, contributing to the collation of the company talent picture and acting as a confidant and coach to senior teams.Ensuring across the organisation that delivery solutions use an appropriate blend of on the job development, e-learning, face to face, coaching and mentoring etc.Coaching individuals and teams at junior, middle and senior leadership levels that encourages greater awareness and positive action on learning and development actions

Essential Ingredients:

Significant experience in a specialist L&D role in particular all areas of the learning cycle. As well as, designing and developing competency frameworks.Significant experience in all areas of behavioural, management development, talent and succession management.Excellent at managing & developing people and teams and in particular developing professional competence of L&D personnelOperating at a management level.Psychometrics – ideally have experience in tools such as MBTI, EQI and Hogan and ability to coach at all levels.Budgetary and financial planning experience; demonstrates ability to analyse and understand data and information quickly, to make a judgement and robust decisions.Confident designing, developing and delivering innovative development solutions; able to move conceptual ideas into tangible outcomes; experience of creating and implementing innovative programmes and plans that are fit for purpose. Excellent communication skills and impactful presentation abilities.With regards to building relationships, able to be collaborative in approach, establishing credibility with both internal and external contacts at a senior level, outstanding stakeholder management skillsExpert facilitator at all levels up to and including Senior LeadersWillingness to travel – the role will be based at our head office in Bolton however significant and regular travel to our sites around the country will also be required

Apply now

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Training Manager

Training Manager London Summary

A Training Manager is required for a Financial Services organisation based in London. The successful Training Manager will be responsible for delivering our client's Retail Training strategy and ensure its implementation within budget and agreed time line.

Client Details

A Financial Services Organisation based in London

Description

The successful Training Manager will be responsible for delivering our client's Retail Training strategy and ensure its implementation within budget and agreed time line.

The key requirements for the role will include:

* Responsibility for end-to-end training design and delivery for all relevant levels. The aspect of training will cover inductions, commercial training, product training, soft skills, coaching and any other relevant and required technical skills
* Work closely with all Area Managers, HR Department, and Performance Coaches to ensure all relevant staff are trained to a high standard
* Identify areas for improved efficiency and make recommendations
* Set and agree annual Retail Training KPIs with the Retail Director
* Benchmark with competitors in the industry to consistently improve Retail standards
* Design competency framework
* Write/ update any relevant recruitment selection processes
* Design, deliver and implement relevant induction programme in conjunction with the Area Managers and HR Department
* Implement and incorporate all Government Training initiatives e.g. skills for life, NVQs for development of staff
* Design and delivery product training, relevant/required technical and soft skills training and ensure all staff are coached on all products and receive ongoing training
* Design and write the training manuals, update them in accordance with changes to the external or internal governance, regulations, technical software changes, retail product and services updates
* Design and deliver refresher training for existing staff in conjunction with the relevant teams
* Design and deliver training for newly promoted staff in conjunction with the relevant teams
* Ensure all design and delivery is within agreed budgets
* Regular travel to the all sites to understand the needs of the local business and offer adequate training solutions
* Attend events related to Retail/Financial Services for ongoing improvement or regular updates
* Undertake all reasonable duties and responsibilities for the effective support of the business
* You are required to ensure all Health & Safety regulations are adhered to within Company guidelines.
* You will undertake any reasonable requests by the Company in order to fulfil the role criteria and/or business objectives.

Profile

* Previous work experience in a similar role and environment
* Ability to communicate effectively across all levels across the organisation
* Manage relationships with key stakeholders
* High level of attention to detail
* Flexible
* Methodical
* Good admin skills
* Proactive
* Good presentation skills
* Understanding of the retail industry
* Relevant training qualification/degree or equivalent
* Secondary education or equivalent
* Proactive
* Team player
* Confident
* Innovative and forward thinking

Job Offer

A competitive package dependent on experience

LocationLondonSalary£1 per annumDuration12Reference13423271/001Contact NameAdrian DawsonSummary

A Training Manager is required for a Financial Services organisation based in London. The successful Training Manager will be responsible for delivering our client's Retail Training strategy and ensure its implementation within budget and agreed time line.

Client Details

A Financial Services Organisation based in London

Description

The successful Training Manager will be responsible for delivering our client's Retail Training strategy and ensure its implementation within budget and agreed time line.

The key requirements for the role will include:

* Responsibility for end-to-end training design and delivery for all relevant levels. The aspect of training will cover inductions, commercial training, product training, soft skills, coaching and any other relevant and required technical skills
* Work closely with all Area Managers, HR Department, and Performance Coaches to ensure all relevant staff are trained to a high standard
* Identify areas for improved efficiency and make recommendations
* Set and agree annual Retail Training KPIs with the Retail Director
* Benchmark with competitors in the industry to consistently improve Retail standards
* Design competency framework
* Write/ update any relevant recruitment selection processes
* Design, deliver and implement relevant induction programme in conjunction with the Area Managers and HR Department
* Implement and incorporate all Government Training initiatives e.g. skills for life, NVQs for development of staff
* Design and delivery product training, relevant/required technical and soft skills training and ensure all staff are coached on all products and receive ongoing training
* Design and write the training manuals, update them in accordance with changes to the external or internal governance, regulations, technical software changes, retail product and services updates
* Design and deliver refresher training for existing staff in conjunction with the relevant teams
* Design and deliver training for newly promoted staff in conjunction with the relevant teams
* Ensure all design and delivery is within agreed budgets
* Regular travel to the all sites to understand the needs of the local business and offer adequate training solutions
* Attend events related to Retail/Financial Services for ongoing improvement or regular updates
* Undertake all reasonable duties and responsibilities for the effective support of the business
* You are required to ensure all Health & Safety regulations are adhered to within Company guidelines.
* You will undertake any reasonable requests by the Company in order to fulfil the role criteria and/or business objectives.

Profile

* Previous work experience in a similar role and environment
* Ability to communicate effectively across all levels across the organisation
* Manage relationships with key stakeholders
* High level of attention to detail
* Flexible
* Methodical
* Good admin skills
* Proactive
* Good presentation skills
* Understanding of the retail industry
* Relevant training qualification/degree or equivalent
* Secondary education or equivalent
* Proactive
* Team player
* Confident
* Innovative and forward thinking

Job Offer

A competitive package dependent on experience

Apply now

View the original article here

Makeover: How to write challenging scenario questions

We’ve all seen scenario questions that are too boring or easy. In fact, here’s one:

A member of your team is often an hour late to work on Monday mornings. What should you do?

A. Ask the team member why they’re late.
B. Refer the team member to the Employee Assistance Program for counseling.
C. Dock the team member’s pay for the missed hour of work.

How could we improve this question? Let’s look at some ideas. (We’ll look at a lot more ideas for strong scenarios in the scenario design workshops I’m giving soon in Los Angeles, Chicago, and Sydney.)

1. Focus on a specific, real performance problem

Our scenario question is weak because it isn’t based on an analysis of what’s really going wrong. Instead, it’s based on assumptions about what people are probably doing wrong.

So our first step in the makeover is to look more closely at the actual performance problem.

Let’s say that our business goal is this: “Employee retention will improve 10% by 2016 as all managers use the Friendly Face at Work management model.”

We set this goal because employee turnover is high, and during exit interviews, people said managers were too harsh. We then paid a consultant $70,000 to tell us to use his patented Friendly Face at Work model.

In action mapping, every activity we write supports a specific, real-world behavior that people should perform but are messing up somehow.

In this case, the behaviors we want to see are the behaviors in the consultant’s model. The one we’re focusing on now is, “When a team member consistently fails to reach a standard, encourage them to share why they’re struggling.”

Our managers aren’t doing this. Why not?

2. Find out WHY people are messing up

In our analysis, we discover that managers already know they should ask a struggling employee what’s up. The real problem is that they don’t ask because they worry about sounding intrusive.

They’d be more comfortable if we helped them phrase the question appropriately. That’s the behavior they should be practicing: asking the question.

3. Find out in what CONTEXT people are messing up

The first draft of our question is boring because it’s so generic. Nothing in the real world is that simple. So with our subject matter expert (SME), we’ll add some realistic complexity. Here’s one possible rewrite,

Jake has worked on your team for two years. In the last two months, he’s arrived an hour late on most Mondays. He doesn’t seem as cheerful as he used to be, and a couple of times you’ve noticed that his eyes appear bloodshot. You’re pretty sure he’s married and you remember signing a congratulations card for his new baby about seven months ago, but you haven’t heard anything since then.

You ask Jake to come into your office after lunch. When he arrives, his eyes look bloodshot again, and he fidgets with his hands.

How do you start the conversation?

A. “You’ve been a great member of the team for two years, so I’m surprised that you’ve started coming in late. Is something going on?”

B. “I’ve noticed that you’re coming in late on Mondays, and I’d like to help you get back on track. What can we do to help you get here on time?”

C. “I want you to know that no matter what the situation might be, I’m here to help. Could you help me understand why you’ve been coming in late?”

This still isn’t the best question in the world, but it’s at least more subtle and realistic than the first draft. And, importantly, it focuses on what managers really need to practice: how to phrase the difficult question.

Tweaks for context

In addition to changing the focus of the challenge, we made the following tweaks:

We gave people names, which in a way also gives them a face as readers pull up a “Jake” from the database of people in their brain. My Jake probably doesn’t look like yours, but he has a face.We provided cues that may or may not be relevant — the bloodshot eyes, the changed mood, the baby that we haven’t heard about lately. No management challenge takes place in a vacuum.We put people’s words in quotation marks, adding voices to make it more real (and, in this case, to model specifically how the question should be asked).

Finally, another cue that we wrote a more challenging question is that it’s not obvious (to me, at least) which answer is correct. We have to understand the consultant’s Friendly Faces at Work model to know how we’re supposed to phrase the question.

If we can write scenario questions without the help of a SME, we’re probably writing questions that are too easy. The SME will help us write a subtle question and help us make clear through feedback which option is correct.

Scenarios require a lot of SME help, so you might want to prepare a steady supply of donuts or chocolate for your expert. In the scenario design workshop, we’ll also look at ways to quickly and efficiently get the expertise out of your SME’s brain and into a scenario.

What do you think? What has helped you write more challenging scenarios? Let us know in the comments.

All photos in this post (c) iStock

Design challenging scenarios that your learners love with my workshops this September and October in Los Angeles, Chicago, and Sydney. The first workshop is on Sept. 19 and spaces are limited, so please check out the details and make your plans!

View the original article here

Learning/Training Designer

Strengths Partnership is a world-leading, niche-based Human Resources services organisation providing assessment, consulting and training solutions to help businesses make best use of individual, team and organisational strengths to achieve their goals.

We own and market a variety of tools and techniques to enable businesses to achieve success through strengths, including a leading psychometric profiling system called Strengthscope® (www.strengthscope.com).

This is used by a number of leading brands including Tesco, PhotoBox, Legal & General, NHS and RBS.

Purpose of the position

The purpose of this role is to lead on classroom and online training curriculum design, ensuring the company’s growing range of training solutions are world class, pragmatic, innovative and relevant to the needs of our various audiences. 

Measures of success

• Effective project management and implementation of the company’s ambitious classroom and online learning design plans, ensuring training workshops are designed, tested and delivered in a timely way

• Effective sales growth of training programmes and Strengthscope® products

• On-target sign up rates on all open training programmes

Responsibilities 

• Applying learning design best practices in designing, authoring, and testing classroom, e-learning, virtual and blended course content

• Create, design and test original course content

• Work with our consultants, clients and subject matter experts to identify learning needs and objectives, gather accurate design requirements and facilitate an effective development process

• Build accurate storyboards for interactive content 

• Design and create slide decks, workbooks, facilitator guides and training tools/consumables to embed in the course, 

• Work with external suppliers to package and configure learning activities (Web-Based, Instructor-Led, Virtual, Curriculum, etc.) for use in the training programmes

• Delivering/observing training to test programmes, evaluating effectiveness and making appropriate adjustments based on the feedback

• Supporting the consulting team to customise programmes for clients, including tailoring of existing solutions and designing bespoke solutions where necessary

• Remaining proficient in training and & development trends globally and networking and using market and competitor analysis to gain insight as to innovative approaches to training

Person Specification

• Degree in Psychology or  HR Development (Masters in Occupational Psychology or HR preferred)

• Specific experience of learning/training design, learning and e-learning creation and training delivery, ideally within a cross-cultural/global context

• Strong training and facilitation skills, including confidence and impact in delivering learning to varied audiences

• Organisational skills and strong results focus to ensure the implementation of training design projects to tight deadlines and budgets

• Determination and initiative to successfully drive projects and overcome challenges, ensuring successful implementation

• Superb written and verbal communication skills 

• Excellent computer skills

• Working knowledge of eLearning content development software (e.g, Articulate, Captivate) and eLearning management solutions (e.g. LMS) highly desirable

Apply now

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Training Administrator- Leading Media brand

Training Administrator- Leading Media brand London Our client is a leading global Media company based in beautiful offices in the West End. Working as part of the wider HR team reporting into the L&D Manager, this is a great opportunity for a solid and extremely capable Learning and Development Administrator to build their career within this specialism.

Working closely with stakeholders within the business, your role will involve; scheduling training, assisting in the promotion of the L&D offering, building long lasting and effective relationships with partners across the business, managing course logistics communications and feedback. You will act as the first point of contact for L&D queries, monitoring the department`s budget and spend as well as keeping abreast of changes and developments within the sector.

Candidates should be confident and highly organised with natural communication skills and experience in L&D administration or HR Admin with an emphasis on Training. Candidates should have excellent Microsoft Office skills and ideally experience of using an LMS.

This is a really fantastic opportunity to make a real difference and to get some amazing exposure inside a lively, sociable and fast-paced environment. Get in touch today!

LocationLondonSalary£20000 to £22000 per annumDurationn/aReference22230Contact NameNatalie SatchelOur client is a leading global Media company based in beautiful offices in the West End. Working as part of the wider HR team reporting into the L&D Manager, this is a great opportunity for a solid and extremely capable Learning and Development Administrator to build their career within this specialism.

Working closely with stakeholders within the business, your role will involve; scheduling training, assisting in the promotion of the L&D offering, building long lasting and effective relationships with partners across the business, managing course logistics communications and feedback. You will act as the first point of contact for L&D queries, monitoring the department`s budget and spend as well as keeping abreast of changes and developments within the sector.

Candidates should be confident and highly organised with natural communication skills and experience in L&D administration or HR Admin with an emphasis on Training. Candidates should have excellent Microsoft Office skills and ideally experience of using an LMS.

This is a really fantastic opportunity to make a real difference and to get some amazing exposure inside a lively, sociable and fast-paced environment. Get in touch today!

Apply now

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Regional Training Manager

Regional Training Manager Nationwide

PizzaExpress was recently acquired by Hony and with us approaching our 50th birthday, here is the place to be right now in the world of casual dining. With aggressive growth plans for both our UK and international business, people are at the heart of everything we do.

With this in mind, we are excited to announce a new training structure and as a result the addition of six new Regional Training Manager positions to our Talent Team. This will provide one Regional Training Manager to support each of our six regions across the UK.

As a Regional Training Manager you will report to the Learning & Development Manager – Operations, and be accountable for leading, managing and developing a team of restaurant based Operational Trainers. In addition you will be responsible for the rolling out central projects and be involved in management development as required. Your team of Operational Trainers will deliver Front of House and Back of House courses and team members’ development programmes and assessments as well as supporting new initiatives and any other training requirements.

As an integral part of your role, you will be working closely with both your Regional Operations Manager and their team of Operations Managers to provide expert training advice and ensure that the training and development needs of each region are met and measured against the relevant KPI’s.

Essential criteria:

A proven experience of Restaurant, Hospitality or Retail Management or Training Management level is criticalHave training experience on a one to one and group basisA good working knowledge of Microsoft Office packages specifically the ability to create presentations and deliver them effectivelyA successful track record in driving excellent results and building relationshipsHighly organised, self-motivated and have great planning skillsFlexibility and the ability to work under pressurePassion for developing others and for the PizzaExpress brandExtensive travel, overnight stays and a full UK driving license

And what do these roles offer you? This is a fantastic opportunity to take your already proven management and training skills into the area of Learning & Development

You will also have a huge potential to make a real positive impact on people’s development and the business’ results.

LocationNationwideSalary£28k - £30kReferenceVIkANA0Ad5Contact NameRecruitment

PizzaExpress was recently acquired by Hony and with us approaching our 50th birthday, here is the place to be right now in the world of casual dining. With aggressive growth plans for both our UK and international business, people are at the heart of everything we do.

With this in mind, we are excited to announce a new training structure and as a result the addition of six new Regional Training Manager positions to our Talent Team. This will provide one Regional Training Manager to support each of our six regions across the UK.

As a Regional Training Manager you will report to the Learning & Development Manager – Operations, and be accountable for leading, managing and developing a team of restaurant based Operational Trainers. In addition you will be responsible for the rolling out central projects and be involved in management development as required. Your team of Operational Trainers will deliver Front of House and Back of House courses and team members’ development programmes and assessments as well as supporting new initiatives and any other training requirements.

As an integral part of your role, you will be working closely with both your Regional Operations Manager and their team of Operations Managers to provide expert training advice and ensure that the training and development needs of each region are met and measured against the relevant KPI’s.

Essential criteria:

A proven experience of Restaurant, Hospitality or Retail Management or Training Management level is criticalHave training experience on a one to one and group basisA good working knowledge of Microsoft Office packages specifically the ability to create presentations and deliver them effectivelyA successful track record in driving excellent results and building relationshipsHighly organised, self-motivated and have great planning skillsFlexibility and the ability to work under pressurePassion for developing others and for the PizzaExpress brandExtensive travel, overnight stays and a full UK driving license

And what do these roles offer you? This is a fantastic opportunity to take your already proven management and training skills into the area of Learning & Development

You will also have a huge potential to make a real positive impact on people’s development and the business’ results.

Apply now

View the original article here