Category Archives: HR Research

MEHR’s – HR Essentials Series 2

MEHR’s – HR Essentials Series 2

Short:

Top 5 L&D Trends for 2017 ; Insights from Interview with C- Suit Leaders :

  • Competitive advantage: Sheetz provides customers with a myriad of food items.
  • Business strategy: Training Industry CEO Doug Harwood – “learning leaders today must think from a business perspective.”
  • Content strategy:  At IBM, there are more than 20 domains developing content.
  • Analytics: At Pitney-Bowes, Janet Lockhart-Jones measures changes in behavior and proficiency.
  • Branding:  At Sheetz, training supports new food products matches the marketing.

Prepared and edited by MEHR Research team using sources from Training Industry.         

Long:

Top 5 L&D Trends for 2017 ; Insights from Interview with C- Suit Leaders :

  • Making learning a competitive advantage : Many L&D leaders want to give their organizations a competitive advantage to win customers and attract talent. At the retail convenience store, Sheetz, Sherry Hancock prepares store employees to provide customers with a myriad of food items that are essential to the store’s competitive position.
  • Business strategy alignment: In the past, learning and development was structured more like an academic endeavor. Training Industry CEO Doug Harwood – “learning leaders today must think from a business perspective.  C-Suite executives are much more focused on the value of learning.” At Aflac, Deidre Williams develops training programs that align with their business strategy to “transform how Aflac’s salesforce engages with customers.”  
  • Content strategy:  Organizations today develop massive amounts of content on an ongoing basis. At IBM, there are more than 20 domains developing content including technical support, sales, marketing and training. The goal is to “write once and deliver many” making content development more efficient and consistent.
  • The value of analytics:  Today’s L&D organizations need to capture and analyze data to demonstrate ROI. Beyond tracking course utilization, executives want to see correlations between training and improved performance. At Pitney-Bowes, Janet Lockhart-Jones measures changes in behavior and proficiency at defined intervals after training. To accomplish this, they have a team within the L&D function dedicated to analytics.
  • Training that reflects the brand:  Whether an employee or an external stakeholder, their learning experience forms an impression of the organization behind it. At Sheetz, training that supports new food products matches the marketing to create a cohesive brand experience for the store customer.

 

Prepared and edited by MEHR Research team using sources from Training Industry.

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MEHR’s – HR Essentials Series 1

MEHR’s – HR Essentials Series 1

Short:

Top 5 Buzz Trends To Watch For in Learning and Development in 2017

  • Gamification-Incorporating game-like features which engage learners.
  • MOOCs- Short for Massive Open Online Courses. This concept builds on the huge success of eLearning courses.
  • Thin Slicing- Pegged by eLearning expert Stephen Meyer.
  • BYOD – Bring Your Own Device- Employees bring their own smartphone, tablet or personal computer for work.
  • MLearning-Training and Development programes designed for use on smartphones.

Prepared and edited by MEHR Research team using sources from Maguire health care and Training force.

Long:

Top 5 Buzz Trends To Watch For in Learning and Development in 2017

  • Gamification-Incorporating game-like features which engage learners and play on the inherent human infatuation with winning. Gamification techniques can also be employed on-the-job to influence the behavior of team members and generate a myriad of results
  • MOOCs- Short for Massive Open Online Courses, this concept builds on the huge success of eLearning courses which are convenient, cost effective and valuable
  • Thin Slicing- Pegged by eLearning expert Stephen Meyer, ‘thin slicing’ refers to single-concept learning wherein a learner is only taught one isolated concept at a time. The idea is to combat the short attention spans of humans and avoid flooding an eLearner with too much information
  • BYOD – Bring Your Own Device- Bring Your Own Device is a trend, often associated with mobile learning, where employees bring their own smartphone, tablet or personal computer for work
  • MLearning- Training and Development programes designed for use on smartphones, tablets and other portable devices. For the industry it represents a new era of convenience and the flexibility for employees to learn from anywhere, at any time

Prepared and edited by MEHR Research team using sources from Maguire health care and Training force.

 

 

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Ice breakers for the trainers

Ice breakers for the trainers

Human Bingo

Draw a 5 x 5 table on a sheet of paper and write in each box characteristics that you know the group possesses, eg “once lived in Sweden”; “won top consultant prize in May”. If you don’t know the group, make the entries more general, eg “loves cats”; “collects stamps”. Copy the sheets for each participant and tell them to mingle and fill up their 25 squares with names of people who meet the descriptions, just as in Bingo. The game ends when everyone has a signature in each square.

Marooned

Give people a minute or two to think about answers to the following question: If you were marooned on a tropical island, which three people, imaginary, living or dead, would you want with you and why?” Put people into one or more groups and then get them to share their choices. It helps to start with your own choices to set the climate of self-disclosure.

2-Minute Mixer

This is similar to what’s known as 8-minute dating where couples have 8 minutes to get to know each other. In this icebreaker, it’s limited to 2 minutes. Start by telling everyone to pair off and talk on any subject they like. After 2 minutes, sound a klaxon or whistle and get everyone to move onto someone new. Continue until everyone has met everyone else. One good alternative is to tell people to pass on what they found out about the previous person.

That Reminds Me of a Story

Before your training event, email the participants and ask them to bring something along to the course with them related to the topic under discussion. Then at the start of your session, ask the group to present their item and, in a minute or two, tell the group the story behind the item, such as why they chose it, what memory it holds, and why it is related to the topic.

Table Topics

Create a list of thought-provoking questions for as many as are in your group. Examples are, “What is your favourite quotation?”; “What was your first memory?”; “What prizes have you won?”; “Where would you go in the world if you could?”; “What job would you do if you had a free choice?” Put them in a hat and get each person in the group to pull one out and give a reply.

Birth Map

Hang a large map of the world on the wall. As people enter, give everyone a pushpin. Have them pin the location of their birth on the map. Remind people at the start of the activity or meeting to check out the map later.

Creative Name Tags

Give everyone 10 minutes to make his or her own nametag. They can list hobbies, draw a picture, or write a self-profile.

Who Is It?

People write down something about themselves they think no one knows. The leader reads the slips of paper and others guess whom the person is. It is amazing to see the things some people reveal about themselves.

Two Truths and a Lie

Have participants say three things about themselves. Two should be true and one should be a lie. Have participants guess which response was a lie and give their reasoning.

Balloon Pop

Have everyone form a circle. Instruct the participants to put one piece of information about themselves on a small slip of paper, fold it, and put it in a blown up balloon. Throw the balloons in the middle of the circle and then have people take turns popping a balloon, reading the piece of paper, and guessing to whom the information applies.

 

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