Learning & development during the second half of 2014 by Toronto Training and HR June 2014
Learning & development June 2014
Jan 19, 2015
Half day open training event held in Toronto in Canada for learning & development (L&D) and training professionals on recent developments in their field.
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Learning & development during the second half of 2014
by Toronto Training and HR
June 2014
Page 2
CONTENTS3-4 Introduction5-6 Personality types7-8 User design9-10 Gamification11-12 Project management13-14 Listening15-16 Cultural intelligence17-18 Generational differences19-20 Ways to unlock curiosity 21-24 Considerations for mobile learning25-26 Rationale for mobile learning 27-28 Effectiveness of mobile learning29-30 Mental models for mobile learning31-32 Keys for user adoption of mobile learning 33-34 Successful virtual learning initiatives35-36 Micro learning37-38 Experiential learning styles39-40 Build an active learning culture41-42 Use pull learning to increase agility43-44 Make e-learning effective45-46 Forms of informal learning 47-48 Case studies49-50 Conclusion, summary and questions
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Introduction
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Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers
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Personality types
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Personality types
• Preferences• Broad interest patterns
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User design
User design • Definition• When is it appropriate?
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Gamification
GamificationTHREE PSYCHOLOGICAL NEEDS• Related• Autonomous• Competent
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Project management
Project management
• Start• Plan• Administer• Develop• Engage• Stop
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Listening
Listening • Attributes of active listening
• Ways of improving one’s listening skills
Page 14
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Cultural intelligence
Cultural intelligence
• Definition• Cognitive cultural
intelligence• Metacognitive ability
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Generational differences
Generational differences
• Behavioural difference• Demographic difference• Sources of conflict
between people in their 20s and people in their 50s
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Ways to unlock curiosity
Ways to unlock curiosity
• Relinquish control• Jettison judgement• Expect surprises from
every party• Gag the ‘fix it’ reflex• Embrace ignorance• Woo the cue
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Considerations for mobile learning
Considerations for mobile learning 1 of 3
• Is this individual a good candidate for mobile learning?
• Have you established your objective?
• Remember that mobile learning is not e-learning on a mobile device
• Mobile learning is not always the right choice
• Build in time for testing
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Considerations for mobile learning 2 of 3
• Don’t arbitrarily add bells and whistles
• Is the information credible, reliable and in the right format for accessibility?
• Is this a web or native solution?
• Do your research• Can your pilot be
measured and evaluated?
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Considerations for mobile learning 3 of 3
USER INTERFACE DESIGN• Feedback• Tasks relevance and
consistency• Exploration and
guidance• Uniformity• Efficiency of use• Minimalist design• Initial value• Test on real devices
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Rationale for mobile learning
Rationale for mobile learning
• Disintermediation defence
• Distribution channel• Financial rationale• Effectiveness play
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Effectiveness of mobile learning
Effectiveness of mobile learning
• Availability• Scope• In situ learning• Learner control
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Mental models for mobile learning
Mental models for mobile learning
• Trainer control model• Building for the ages
model• University model
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Keys for user adoption of mobile learning
Keys for user adoption of mobile learning
• Communication• Design• Engagement
• How do employees learn?
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Successful virtual learning initiatives
Successful virtual learning initiatives
• Definition• Setting the stage for
success• Prepare people
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Micro learning
Micro learning
• Definition• Relevant analogies• Work management
tools• Common issues with
micro learning in a learning & development strategy
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Experiential learning styles
Experiential learning styles
• Divergent learning style• Accommodative
learning style• Assimilative learning
style• Convergent learning
style
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Build an active learning culture
Build an active learning culture
• Set up learning environments and systems that are personally motivating
• Look for systems that have push and pull
• Reward and recognize people for building the organization’s learning culture
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Use pull learning to increase agility
Use pull learning to increase agility
• Video channels• Intelligent
recommendations• Mobile learning• Learning demand
planning
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Make e-learning effective
Make e-learning effective
• Multimedia• Interactive• Keeping things brief• Tell a story• Give a reward
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Forms of informal learning
Forms of informal learning
• On-demand• Social• Embedded
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Case studies
Case studies
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Conclusion, summary and questions
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Conclusion, summary and questions
ConclusionSummaryVideosQuestions
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