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  • Marc Jantzen has a five stage model for embedding successful behavioural change to drive performance within organizations:

    Leveraging Learning – a model for real behavioural change

    http://www.hrmagazine.co.uk/hro/features/1073564/leverage-learning-model-real-behavioural-change

  • – @NIITLtd discuss the business drivers that are present and which create the mandate for corporate training to transform itself #Learning #HROTFEU #ideasjam5

  • Info: SumTotal Powering Better Business Outcomes with Mobile Learning | Webinar http://bit.ly/N4UbIh

  • From Twitter this week – How To Address The Unique Learning Needs Of The Extended Enterprise http://bit.ly/Lt6u2P

  • ‏@hrbartender
    5 things your employees will learn from strategic #leadership training. #HR http://bit.ly/x7l8sh

  • Virtual instructor led training will become more popular than traditional classroom based training @HROTodayEU 2011 #ideasjam5

  • The problem is that often each HR organization works in silos and sometimes the learning organization even reports into the business for alignment with sales.

    The head of HR needs to ensure that all HR organizations are working together to attract, develop and retain the best talent. Some thoughts include:

    - Optimally the head of talent acquisition and head of learning need to jointly meet with business leaders to do workforce/talent planning to define future skillsets and talent needed as well as development of the existing workforce

    - Once new hires are onboard, they need to have a learning plan right away of which the hiring manager should give a copy to the learning organization (whoever is in charge of learning administration including enrolment) and a copy should be given to business unit HR leaders who with technology, should be able to monitor when learning plans are completed

    - HR Leaders need to ensure that at minimum semi-annual informal performance reviews and annual formal performance reviews take place. Both must include learning and development plans, Ideally these plans should be reviewed quarterly to ensure they are on track.

    - The learning organization should be proactive in ensuring that anyone supervising employees are trained in performance management. This should be a mandate from the CEO. Managers need to make performance management a priority to ensure employees have career plans, are given both positive and constructive feedback and are continuously recognized for living company values, meeting and exceeding customer needs and teamwork

    - At minimum there should be annual employee engagement surveys and action plans, including learning where needed, to be implemented immediately following the results

  • See @Bersin for their Impact Measurement Framework for Learning

  • Hey we need more input on Learning for the Forum in Europe – all opinions matter so let us hear it!

  • Hey we need more input on Learning for the Forum in Europe – all opinions matter so let us hear it!

  • Powering Better Business Outcomes with Mobile Learning | WebinarPublic event · By SumTotal TalentManagement.
    This free webinar instructs how to push information to your entire value chain leveraging mobile technologies.
    This session will highlight valuable use cases across a range of industries. During this webinar you will learn how mobile learning:
    – Can be used to enable Sales
    – Expands your reach and effectiveness
    – Dynamically & effectively serves diverse industries
    Attend: http://bit.ly/N4UbIh

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