Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.
The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.
Location: London
Key Responsibilities:
• Training delivery • Daily running of the regional training centre • Planning interventions based on demand identified in the regional / national plans • Adapting training materials or techniques to meet the needs of the audience • Revision of training materials based on feedback and evaluation
Required knowledge and experience:
Qualifications
• Certificate in training practice, NVQ or equivalent experience • Part of fully qualified membership of CIPD • PTTLLS or working towards PTTLLS • Specific care or health & safety qualifications, would be advantageous
Experience Required:
• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation) Having worked in a person centred/customer focused environment. • Experience of training delivery to a diverse and multi skilled workforce • Proven track record in implementing blended learning techniques
Required Skills:
• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena • Blended learning techniques • Appropriate development interventions, suitable for learners in a customer facing environment
Closing Date: 02/03/2015
LocationLondonSalary£30 to £34k depending on experienceReference011918Contact NameCintia Santoianni
Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.
The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.
Location: London
Key Responsibilities:
• Training delivery • Daily running of the regional training centre • Planning interventions based on demand identified in the regional / national plans • Adapting training materials or techniques to meet the needs of the audience • Revision of training materials based on feedback and evaluation
Required knowledge and experience:
Qualifications
• Certificate in training practice, NVQ or equivalent experience • Part of fully qualified membership of CIPD • PTTLLS or working towards PTTLLS • Specific care or health & safety qualifications, would be advantageous
Experience Required:
• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation) Having worked in a person centred/customer focused environment. • Experience of training delivery to a diverse and multi skilled workforce • Proven track record in implementing blended learning techniques
Required Skills:
• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena • Blended learning techniques • Appropriate development interventions, suitable for learners in a customer facing environment
HR Programme Management Trainer/Coach London This is a great opportunity to join a leading FTSE 100 company and be at the heart of a CEO sponsored strategic change programme impacting over 4,000 people. The successful hire will be responsible for training design, development and delivery, and coaching and mentoring of individuals who are to achieve Prince2, MSP and MoP accreditations. The role will appeal to highly accredited Programme/Project Managers and existing Programme Manager Coaches/Trainers.Key responsibilities: Developing learning pathway.Designing and Developing training courses for all levels of Prince2, MSP, MoP.Designing and building an accredited training framework and in-house system (along with future proofing).Coaching (senior) individuals through portfolio development and accreditation certification.Maintenance and improvement of learning pathway.Delivering key training modules.Experience and qualifications required: An experienced coach who is able to get the best from teams.Expert in the practical application of collaborative, end-to-end, customer focused approaches (Lean).Expert in the use of forensic, analytical methods e.g. Six Sigma.Strength of character to operate effectively at all levels of an organisation – evidence of dealing with senior management is essential (MD, FD, GMs).Substantial PM / delivery experience: leads on managing scope of project, delivers own and supervised work, creates and manages project plan, conducts on-going reviews of timelines, flags issues, drives communication etc.Graduate with a 2:1 or higher.This will be a challenging role and applicants will need to be self-starters with a high level of motivation. It will suit exceptionally talented and ambitious individuals thanks to the opportunity being a spring board providing the successful hire with the opportunity to build a senior-level network internally and, subsequently, progressing their career internally. On offer is a competitive base salary up to £80,000 + £4,800 car allowance + bonus + benefits. Interested candidates should send a concise Curriculum Vitae quoting reference AQC3849 and confirm current package details.LocationLondonSalaryto c.£80,000 + £4,800 car allowance + bonus + benefits. ReferenceAQC3849Contact NameMinesh GhelaniThis is a great opportunity to join a leading FTSE 100 company and be at the heart of a CEO sponsored strategic change programme impacting over 4,000 people. The successful hire will be responsible for training design, development and delivery, and coaching and mentoring of individuals who are to achieve Prince2, MSP and MoP accreditations. The role will appeal to highly accredited Programme/Project Managers and existing Programme Manager Coaches/Trainers.Key responsibilities: Developing learning pathway.Designing and Developing training courses for all levels of Prince2, MSP, MoP.Designing and building an accredited training framework and in-house system (along with future proofing).Coaching (senior) individuals through portfolio development and accreditation certification.Maintenance and improvement of learning pathway.Delivering key training modules.Experience and qualifications required: An experienced coach who is able to get the best from teams.Expert in the practical application of collaborative, end-to-end, customer focused approaches (Lean).Expert in the use of forensic, analytical methods e.g. Six Sigma.Strength of character to operate effectively at all levels of an organisation – evidence of dealing with senior management is essential (MD, FD, GMs).Substantial PM / delivery experience: leads on managing scope of project, delivers own and supervised work, creates and manages project plan, conducts on-going reviews of timelines, flags issues, drives communication etc.Graduate with a 2:1 or higher.This will be a challenging role and applicants will need to be self-starters with a high level of motivation. It will suit exceptionally talented and ambitious individuals thanks to the opportunity being a spring board providing the successful hire with the opportunity to build a senior-level network internally and, subsequently, progressing their career internally. On offer is a competitive base salary up to £80,000 + £4,800 car allowance + bonus + benefits. Interested candidates should send a concise Curriculum Vitae quoting reference AQC3849 and confirm current package details.
I am typing this Blog from a hotel room in London where I am staying during my attendance at the Learning Technologies conference 2011; I tell you this because it is entirely relative to my Twitter history…..
I had heard of Twitter prior to attending LT10 but admit to having dismissed it as a celebrity ‘fad’, LT10 was the catalyst that I needed to pop my Twitter cherry!
So here I am 12 months later with over 2600 tweets under my belt, over 200 followers and following over 1oo other people. Everyone one of these people is in some way shape or form involved in L&D, Learning Technologies, Social Media or more usually all 3!
Twitter has enabled me to attend Jane Harts Masterclass on Using Social Media for Learning, James Clays Mobile Learning Boot Camp, the eLearning Network 2010 showcase (which subsequently led me to joining the eLN) It has provided me with some excellent contacts and some fantastic learning opportunities.
So if you haven’t yet set up a Twitter account then please don’t let this fantastic opportunity pass you by. If you don’t know how or where to start, then you could do a lot worse than checking out these resources which will help you on your way…
Talent acquisition and development specialist London
This FMCG organisation has global brand presence and is well known for their people values. In this unique role, you will take on a lead role for the UK and Ireland population as a Talent Acquisition specialist as well as widening your remit to Training and Development. You will work closely with your European and Global counterparts to own and drive the UK and Ireland recruitment process, essentially being the face for this brand in the external market place when it comes to talent attraction.
Our client is looking for someone who can bring expertise at a strategic level to the talent acquisition and resourcing space for the business or someone who can bring strong training skills to the table and shows the aptitude and strategic capability to take on talent acquisition as part of their role remit. The long term aspirations for this role is that the indvdual will also become a HR Business Partner in the near future for one of the smaller internal client groups in the UK and Ireland.
This is a really great opportunity for someone who wants to join a large blue-chip business in a role that offers autonomy, growth and international scope. Longer term, our client are well know to rotate talent internally and across their markets on an international level which could be a compelling pull for the right candidate. We are looking for someone bright, commercially astute and with end to end skills in resourcing or training and development, industry experience is not essentially although you must be able to show that you have worked in a matrix structure ideally within an international organisation.
SR Group is acting as an Employment Agency in relation to this vacancy.
LocationLondonSalary£45000 - £55000 per annum + bonus & benefitsReference143009KRIContact NameKetna Ramchandani
This FMCG organisation has global brand presence and is well known for their people values. In this unique role, you will take on a lead role for the UK and Ireland population as a Talent Acquisition specialist as well as widening your remit to Training and Development. You will work closely with your European and Global counterparts to own and drive the UK and Ireland recruitment process, essentially being the face for this brand in the external market place when it comes to talent attraction.
Our client is looking for someone who can bring expertise at a strategic level to the talent acquisition and resourcing space for the business or someone who can bring strong training skills to the table and shows the aptitude and strategic capability to take on talent acquisition as part of their role remit. The long term aspirations for this role is that the indvdual will also become a HR Business Partner in the near future for one of the smaller internal client groups in the UK and Ireland.
This is a really great opportunity for someone who wants to join a large blue-chip business in a role that offers autonomy, growth and international scope. Longer term, our client are well know to rotate talent internally and across their markets on an international level which could be a compelling pull for the right candidate. We are looking for someone bright, commercially astute and with end to end skills in resourcing or training and development, industry experience is not essentially although you must be able to show that you have worked in a matrix structure ideally within an international organisation.
SR Group is acting as an Employment Agency in relation to this vacancy.
Let me start off by saying that I do not consider myself an ‘academic’, I’m more than happy to dive into a book (fiction or non), but tend to stay away from L&D related books due to the authors assuming that everyone wants to wade through case-study after case-study (I don’t!).
My interest however, has been re-ignited after reading ‘Informal Learning’ by Jay Cross. This book succinctly put into context the spending/outcomes paradox that many organisations face (mine included) by presenting a simple 4-column bar graph showing that most organisations spend the majority of their money exactly where it is least effective. The use of simple analogies and wonderful diagrams really brought the subject of Informal Learning alive and has given me plenty of food for thought.
Craig missed Dr Chris Atherton‘s session at LT11, however the video recording of her session has provided him with inspiration and ideas ever since. This podcast scratches the surface of Chris’ specialism and hopefully provides you ‘Dear Listener’ with a few ideas (and maybe even a challenge) ahead of your next presentation.
Craig even starts to try and determine the origin of the word ‘logo’ and then gives up to the wisdom of Wikipedia!!!
Download podcast in mp3 format: Attention! Attention! Attention!
Learning & Development Business Partner - North East Home Based, Areas covered: Felling, Northumberland, County Durham, Tyne & Wear, Teeside, and North Yorkshire.
With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives. We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK. You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best. Is that you? As the Learning & Development Business Partner for the North East you will provide high level Account Manager consultation support for this region. Working alongside senior local HR Business Partners you will be responsible for developing and implementing L&D strategic plans for each business. You will analyse skill gaps, gain insight of key development needs and challenges and formulate plans to improve internal capability, people engagement and performance. As the Subject Matter Expert on a country-wide basis for Commercial L&D Capability, you will partner with global and local commercial excellence teams to provide high level L&D consultation to drive people capability within UK Commercial functions.
Degree qualified (or equivalent experience) you will have proven high level experience in L&D strategy at senior level and be a competent high level facilitator. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player. You will champion and drive the transition to a learning culture and self-managed development. You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.
At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Business Partner in a business that will invest in you and give you the opportunity to develop please apply below.
AkzoNobel. Where your ideas go far.
LocationHome Based, Areas covered: Felling, Northumberland, County Durham, Tyne & Wear, Teeside, and North Yorkshire.SalaryCompetitive Salary & Benefits - up to 10% company bonus, company car, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063EContact NameN/A
With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives. We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK. You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best. Is that you? As the Learning & Development Business Partner for the North East you will provide high level Account Manager consultation support for this region. Working alongside senior local HR Business Partners you will be responsible for developing and implementing L&D strategic plans for each business. You will analyse skill gaps, gain insight of key development needs and challenges and formulate plans to improve internal capability, people engagement and performance. As the Subject Matter Expert on a country-wide basis for Commercial L&D Capability, you will partner with global and local commercial excellence teams to provide high level L&D consultation to drive people capability within UK Commercial functions.
Degree qualified (or equivalent experience) you will have proven high level experience in L&D strategy at senior level and be a competent high level facilitator. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player. You will champion and drive the transition to a learning culture and self-managed development. You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.
At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Business Partner in a business that will invest in you and give you the opportunity to develop please apply below.
Knowing what steps to take to lead people properly isn't easy to figure out It is necessary to grasp the essential qualities of a leader and put them into action each day. The what and how are not enough, as you must also master the why.
Never belittle your coworkers. Your subordinates will never respect you if you do not treat them with respect. Remember that you are not better than they are. Consider yourself fortunate to be a leader. Treating your coworkers as you would want to be treated will go a long way in developing a cooperative team.
Good leaders know how to nurture growth in other people. Take the time to support other people. You can do this by learning their strengths, work styles, and passions. Try encouraging them to seek new possibilities and challenges. Remember that every person has the ability to expand the potential of the company.
Prepare yourself before addressing your team. Try to imagine what kinds of questions they're going to be asking you. Answer questions honestly and in a professional manner. Being prepared with quality answers shows confidence and leads to a team that will respect you. It'll also be a major time saver over the course of the meeting.
Converse with your employees in a way that makes them feel important. Everyone needs to be heard. It is always best to lead by example. Don't yell at your employees, embarrass them in front of their co-workers or belittle their ideas. Opportunities for improvement can come from anywhere so be open to suggestions.
As a business leader, every success will be attributed to you and every mistake will fall on your shoulders. You must offer feedback to your employees on a regular basis. They need to know what they're doing right and where the could use some improvement. Ensure that your employees understand what is expected of them.
Listen more than you talk. Good leaders listen respectfully, consider ideas thoughtfully and have the ability to read the messages that lie between the lines. Listen to all of your employees. This means to listen to the good praises and the grumbles. Learn about their thoughts on the products too, and even about the buyers of the products. You can learn a lot from them.
A truly challenging and effective leadership skill in the business world is listening to what your subordinates have to say. They can give you valuable input to your ideas and and help you see potentials that you may have seen yourself. When you see that they have processed your ideas, keep an open mind for their input to maximize your potential for success.
Rehearse the behaviors and attitudes you wish to display as an effective leader in your mind. Try to create the most realistic vision you can. When the time comes, focus on putting the behaviors you practiced into action. This method is often used by athletes before a big competition or race.
Get to know each of your employees one-on-one within the business environment. Find out what they like about their job, what they don't like and the things they would change. Try to check in with every employee periodically. These one-on-one meetings should be informal and you should not be threatening when you spend this time with your employees.
Take responsibility for failures. If a customer complains about a delay, don't shift the blame onto one of your employees. It looks unprofessional. As the boss, you shoulder all the responsibility of making sure your business is functioning as smoothly and as efficiently as it should. Any failures fall to you.
Avoid mistakes that could send you backwards. If you make a mistake, learn from it and improve your strategies so you do not make the same mistake again. Implement these leadership strategies. If you believe in yourself, others will to.
As I mentioned in a previous blog post, I intend to provide a brief synopsis of each chapter of ‘Designing mlearning‘, but more importantly I intend to answer the questions that Clark poses at the end of each chapter and then pose those same questions back to you ‘Dear Reader‘
Chapter 6 – Getting Concrete
This chapter provides an insight into several real-world, concrete examples which demonstrate a range of mlearning possibilities and applications, each of them following this template. (which with a little tweaking, would make a nice business case template)
The organisation: Who was involved?The challenge: What was the need?Why mobile: What made mobile a solution?Making the case: How was the solution presented?The solution: What was actually done?The benefits: What was expected?The results: What was observed?Lessons learned: What recommendations came out of this project?
There were an impressive number of examples in this chapter and I won’t spoil your future reading by going into each one, however what I will highlight is a few surprises that some of these case studies held for me?
I had always assumed that Blackberry was a particularly crappy platform to develop for and in turn deliver content via, this assumption was based upon the low number of apps available for BB and the teeth-sucking and eye-rolling that took place whenever BB development was suggested to some former colleauges. This chapter helped to reshape my perceptions of what can be achieved via BB as a result of reading a case study which centered around the delivery of pharmaceutical sales training and performance support to field sales teams utilising their BB Bold 9000 and 9700 devices. This reshaping of my BB expectations will certainly be of use to me on in my new role within an organisation whose mobile solutions at this moment in time, is BB.
Reading many of these case studies also brought to light just how long many people/organisations/vendors have been developing mobile solutions (as we might define them today) with Hybrid Learning Systems developing XML SCORM compliant mobile solutions in 2006 – that’s 6 years ago folks!
There are no questions being posed at the end of this chapter, which was a little disappointing as I found that in previous chapters they had helped to focus my thoughts and gave me an opportunity to openly reflect and share.
As part of the Certificate in Web Content Creation & Management (CWCCM) programme I am undertaking, I have been asked to expand upon the following in relation to the Internet or intranet website on which I am working/intend to work.
The goals for website.Describe the important characteristics of the target audience for this site.
Given that I am interested in developing both this blog and my organisations intranet pages, I have provided responses below for both areas:
My Blog
Goal
Having reviewed the stats for my Blog since I launched it in April 2010, the average views per day has been 10. It is my goal to increase that figure by 50% to an average view of 15 per day by August 2011.
Important Characteristics of Target Audience
My target audience for this Blog are Learning & Development professionals, with a slight bias towards those who are involved in using and promoting current and emerging technologies. I surmise that this group of people are looking for content which will provide them with an initial perspective on a subject or an innovative approach to undertaking an activity. I also suspect that they are looking for content that will showcase the tools that are available in an integrated manner. i.e. Twitter feeds, embedded media, tags etc
My Organisations Intranet site
Goal
The goal for this site is a little more difficult to define as I am not the ‘owner’ of the site, this is held by an individual within our overall Group. I am also unable to define simple, low-level goals such as ‘increase site/page traffic by ?% as there isn’t a hit counter/statistics functionality within the platform. Instead I have taken it upon myself to offer what advice and support I can to the intranet authors within my organisation by way of forming peer support groups, arranging formal training on the platform for new authors and creating an online library of screencast ‘how to’s‘ as a performance support tool. I am also investigating the possibility of the CWCCM programme (or similar) being delivered as a closed programme to my target audience.
Important Characteristics of Target Audience
The target audience for this intranet site are employees within my organisation who work on my geographical site. They are aged between 17 up to statutory retirement age and have varied levels of IT competency.
…Was how I kicked off a CPD session yesterday afternoon for a small number of our internal elearning authors.
One of the attendees had already undertaken training on our rapid elearning tool, however the remainder had not yet received any training so I took the opportunity to stress to them that elearning was a broad, deep subject and that they should not just think of it as sitting in front of a PC, undertaking self paced elearning but should also take into consideration:
As way of proving the simplicity of using video, I asked them to participate in a simple ice-breaker exercise by videoing each other on a Flip camera answering the question
“why have I come to this session”
I then created a short video and uploaded it to YouTube, again to show the speed & simplicity of using this type of tech. Here is their video (quirky camera angle and all!)
I then went on to use one of our new Interactive White Boards (IWB) to facilitate Cathy Moores Action Mapping process. For 1/2 of the attendees this was the first time they had used an IWB (2 birds with 1 stone!). Within the first few slides I presented them with the 2 x Wordle outputs from @StephanieDedhars session at the recent eLN event. You can read more about Stephanies session and use of Wordle in her blog.
Here is the group exercise that they undertook on the IWB
I then provided them with 30 minutes or so to undertake an individual desktop Action Mapping exercise in relation to their anticipated piece of elearning. This work was interspersed with some brief ‘sanity checks’ in order to peer review each other progress.
To finish off with, we all participated in a podcast (my first podcast may I add) which centred around discussing the session we had just participated in. The podcast can be listened to here.
The next step in this process will be to undertake the training on the system itself, swiftly followed by a session on storyboarding which will be facilitated by Julie Wedgwood… stay tuned…
I am typing this Blog from a hotel room in London where I am staying during my attendance at the Learning Technologies conference 2011; I tell you this because it is entirely relative to my Twitter history…..
I had heard of Twitter prior to attending LT10 but admit to having dismissed it as a celebrity ‘fad’, LT10 was the catalyst that I needed to pop my Twitter cherry!
So here I am 12 months later with over 2600 tweets under my belt, over 200 followers and following over 1oo other people. Everyone one of these people is in some way shape or form involved in L&D, Learning Technologies, Social Media or more usually all 3!
Twitter has enabled me to attend Jane Harts Masterclass on Using Social Media for Learning, James Clays Mobile Learning Boot Camp, the eLearning Network 2010 showcase (which subsequently led me to joining the eLN) It has provided me with some excellent contacts and some fantastic learning opportunities.
So if you haven’t yet set up a Twitter account then please don’t let this fantastic opportunity pass you by. If you don’t know how or where to start, then you could do a lot worse than checking out these resources which will help you on your way…
I was recently asked to facilitate a session at an eLearning Network event. The rest of the speakers spoke in great detail about what interactions was, wasn’t and how to ensure that we used ‘science’ to craft our interactions.
Me?
I facilitated a session that essentially said “don’t bother” – well at least for some things….
Want to know more? Then check out my Slideshare below. I’ve added some accompanying audio that I recorded live on the day. Whilst this means that you get to hear the ‘real thing‘, you also have to put up with the vagaries of live recording….
Enjoy.
Have you ever fallen into the trap of creating an online activity/interaction etc that with the benefit of hindsight, you wish you’d created in the ‘real’ world?
Strategic HR - Talent & Leadership Specialist London
Shape the MPS of tomorrow
To protect London and fight crime, the MPS must be the best it can be. That means our leaders must be trained to provide support, direction and vision for a truly exceptional team. That’s where you come in. As a Strategic HR Talent & Leadership Specialist, you’ll be the driving force behind our talent programmes, making sure senior figures are fully equipped to excel.
This is an exciting opportunity to design and develop MPS Talent & Leadership programmes. You’ll make sure senior leaders have the experience and skills to fulfil MPS goals, through expert support, interventions and training. You’ll also design assessments that help us evaluate leadership potential. It’s your chance not only to influence the Met at the highest level, but to join Strategic HR, which delivers our overall People Strategy. You’ll bring your expertise to this 45-strong team, working both within and outside your specialism.
An experienced HR professional with CIPD membership (or equivalent accreditation) or equivalent experience, you’ll have worked on Talent and Leadership programmes before. You’ve shaped strategies and designed processes, drawing on your knowledge of current talent management practice. This should cover leadership and development, and selection and engagement. You’re also a skilled project manager, with a proven ability to deliver change. Now you’re ready to use this expertise plus your collaborative approach to create an outstanding leadership team. One that can make a real difference to the Met and, ultimately, the people of London.
To apply, please visit our website to download a role specific information pack and application form.
Completed applications must be returned by Friday 27th February 2015.
We view diversity as fundamental to our success. To tackle today’s complex policing challenges, we need a workforce made up from all ofLondon’s communities. Applications from across the community are therefore essential.
To protect London and fight crime, the MPS must be the best it can be. That means our leaders must be trained to provide support, direction and vision for a truly exceptional team. That’s where you come in. As a Strategic HR Talent & Leadership Specialist, you’ll be the driving force behind our talent programmes, making sure senior figures are fully equipped to excel.
This is an exciting opportunity to design and develop MPS Talent & Leadership programmes. You’ll make sure senior leaders have the experience and skills to fulfil MPS goals, through expert support, interventions and training. You’ll also design assessments that help us evaluate leadership potential. It’s your chance not only to influence the Met at the highest level, but to join Strategic HR, which delivers our overall People Strategy. You’ll bring your expertise to this 45-strong team, working both within and outside your specialism.
An experienced HR professional with CIPD membership (or equivalent accreditation) or equivalent experience, you’ll have worked on Talent and Leadership programmes before. You’ve shaped strategies and designed processes, drawing on your knowledge of current talent management practice. This should cover leadership and development, and selection and engagement. You’re also a skilled project manager, with a proven ability to deliver change. Now you’re ready to use this expertise plus your collaborative approach to create an outstanding leadership team. One that can make a real difference to the Met and, ultimately, the people of London.
To apply, please visit our website to download a role specific information pack and application form.
Completed applications must be returned by Friday 27th February 2015.
We view diversity as fundamental to our success. To tackle today’s complex policing challenges, we need a workforce made up from all ofLondon’s communities. Applications from across the community are therefore essential.
Little did I suspect that my attendance at the Learning Technologies 2010 (LT10) conference would lead to such a welcome career change…
…over the last 12 months or so I have become to realise that my L&D career to date has been very ‘traditional’; by traditional I mean that I hadn’t fully recognised the breadth of technology that was available to enhance learning activities. Sure I had seen, participated in, and even designed a number of traditional ‘click next’ e-learning modules, I had downloaded and listened to podcasts (mainly from the Ricky Gervais camp!) and had even dabbled in Facebook (but gave up on it after getting one too many ‘nudges’). However I had never fully recognised how these and other tools (or having attended LT10, I now term ‘Web 2.0 technologies’) could be used to such great effect for learning purposes.
I returned to my organisation on a ‘high’, not only from having been surrounded by like-minded L&D professionals for 2 days, but also from the thirst for knowledge that had been created for all things ‘technological’.
It appears that this personal ‘high’ was not lost on my organisation who have offered me a change of role from L&D Adviser to Learning and Communications Technologist. Whilst the role profile has not yet been written it will involve looking at how as an organisation we can better harness technology to enhance both formal and informal learning activities.
If you have any advice that you would like to offer as I take this new role forward, I shall look forward to hearing from you.
A leading, city based financial services firm has a new, urgent, requirement for a Training & Competence Consultant with experience of rolling out Senior Manager Regime training to join them on a long term contract basis. Reporting into the Head of Training, the role will focus on the following:
- Work with key stakeholders to ensure that the bank implements the FCA's new regulatory regime to a consistent standard including: Senior Manager's Regime, Certification Regime and Conduct Rules
- To assist the bank in implementing the new FCA Regulatory framework for Individuals in accordance with regulations.
- To help embed T&C procedures and establish appropriate training for relevant staff and in supervisory roles.
This is a 12 month contract, paying up to £70,000 with an immediate start. Candidates must have experience rolling out FCA competence training previously and ideally have experience specifically with Senior Manager's Regime, Certification Regime and Conduct Rules. To be considered, please apply with an updated CV as soon as possible.
SR Group is acting as an Employment Business in relation to this vacancy.
LocationCity of LondonSalary£60000 - £70000 per annumDuration12 monthsReferenceKA/6070TCContact NameKunaal Arora
A leading, city based financial services firm has a new, urgent, requirement for a Training & Competence Consultant with experience of rolling out Senior Manager Regime training to join them on a long term contract basis. Reporting into the Head of Training, the role will focus on the following:
- Work with key stakeholders to ensure that the bank implements the FCA's new regulatory regime to a consistent standard including: Senior Manager's Regime, Certification Regime and Conduct Rules
- To assist the bank in implementing the new FCA Regulatory framework for Individuals in accordance with regulations.
- To help embed T&C procedures and establish appropriate training for relevant staff and in supervisory roles.
This is a 12 month contract, paying up to £70,000 with an immediate start. Candidates must have experience rolling out FCA competence training previously and ideally have experience specifically with Senior Manager's Regime, Certification Regime and Conduct Rules. To be considered, please apply with an updated CV as soon as possible.
SR Group is acting as an Employment Business in relation to this vacancy.
Working with colleagues in the L&D function, the Leadership and Talent Manager will work with senior colleagues to shape, influence and deliver the talent management and leadership strategy.
Client Details
My client are a leading high street retailer looking for a Leadership and Talent Manager to join their Human Resources and Personnel team in their London office.
Description
The Leadership and Talent Manager will:
Shape and influence the talent management and leadership development strategy Develop talented colleagues through a variety of means Design, launch and manage leadership development programmes Work with senior stakeholders to effectively support the development of leaders within the company Undertake designated project management where required
Profile
The successful candidate will have the following attributes:
Level A and B BPS qualification Experience of conducting senior leadership assessments Experience of running talent management processes in a blue chip organisation Leadership and management development experience Project and stakeholder management expertise - up to senior management Experience of working in a consumer-led environment Experience of working with external partners
Job Offer
£55000-£65000
25 days holiday
Pension
Employee discount
LocationLondonSalary£55000 - £65000 per annumDuration12 monthsReference13424113/001Contact NameTara Davis
Summary
Working with colleagues in the L&D function, the Leadership and Talent Manager will work with senior colleagues to shape, influence and deliver the talent management and leadership strategy.
Client Details
My client are a leading high street retailer looking for a Leadership and Talent Manager to join their Human Resources and Personnel team in their London office.
Description
The Leadership and Talent Manager will:
Shape and influence the talent management and leadership development strategy Develop talented colleagues through a variety of means Design, launch and manage leadership development programmes Work with senior stakeholders to effectively support the development of leaders within the company Undertake designated project management where required
Profile
The successful candidate will have the following attributes:
Level A and B BPS qualification Experience of conducting senior leadership assessments Experience of running talent management processes in a blue chip organisation Leadership and management development experience Project and stakeholder management expertise - up to senior management Experience of working in a consumer-led environment Experience of working with external partners
Many of you will cite the reasons for blocking such sites as:
commercial sensitivity security restrictions
But many of you (you know who you are) will be concerned over their employees wasting time!
Do you really think that if an employees ‘moral compass’ is sufficiently skewed to allow them to waste time at work that your blocking of social media sites will put them back on the ‘straight and narrow’?
I didn’t think you did!
Let’s ne honest, if an employee wants to waste time at work they WILL find a way! Whether it is engaging in personal phone calls (you don’t block phone calls do you?), reading a magazine (you don’t block publications do you?), or gossiping (you don’t block talking do you?) employees WILL find a way to waste time!
But let me ask you to re-examine those communication methods shown in brackets above….
…. you don’t block them because they are excellent learning/communication/networking/collaborative tools – as are Social Media tools!
If an employee abuses them, do you banish the tool from your organisation? Of course you don’t, you expect their Line Manager to engage in Performance Management as you should if an employee abuses the use of Social Media tools.
If I haven’t managed to convince you yet, please read on…
If you think that blocking Social Media sites prevents employees from engaging with them during the working day then you are very much mistaken. In this era of internet enabled mobile devices employees can engage with social media sites regardless of whether you choose to block access to them from your organisations network.
Proof?
OK then, you asked!
I am currently sat on the loo in work typing this blog post. Only, I hasten to add to provide some solitude not for any concurrent reason!
I have still been able to produce a blog post, here it is!
I have still been able to review my Twitter stream.
I have still been able to keep up with the conversation on the Learning and Skills group all from my personal mobile phone.
Has this impacted negatively on my work output? Well actually “Yes” it has! It has taken 4-5 times longer to type this blog post than it would have done on my desktop!
From a secret recipe to a bold idea and very proud traditions, we build the future. Coca-Cola Enterprises (CCE) manufactures, distributes, sells and markets some of the world’s strongest brands in non-alcoholic beverages. We are part of Coca-Cola Enterprises Inc, the leading Western European marketer, distributor, and producer of bottle and can non-alcoholic refreshments and the world’s third-largest independent Coca-Cola bottler. Some of the brands you will find in our portfolio are Coca-Cola®, Fanta®, Powerade®, Glaceau Vitaminwater®, Monster® and Caprisun®.
Leading brands, great people, growth and the reward that comes with it: the raw materials for success are right here. But still, success depends on our skilled management sharing thirst: a thirst for getting more and better from our people and systems, a thirst for pushing limits, and a thirst for the rigour and challenge of a fast moving business.
Do you have a personality with the power to influence and connect? Can you sustain the pace to keep on growing? Will you make an impact with your desire to win?
Senior Learning and Development Manager
Permanent
What you become a part of
• Leading a team to consult, design & deliver learning solutions for the Commercial Function across Europe • To design solutions through internal or external methods that delivers a performance improvement through effective learning and development. • To lead the deployment of quality learning solutions for the Commercial Functions • Front Line Account Manage the Commercial HRBP teams as appropriate • Line Manage a team of European L&D Managers
What to expect
• Consult and design solutions through internal or external resources to deliver a quality solution for our customers • Work with L&D Services to review effectiveness of solution and evaluate ROI. • Line management of L&D Managers to ensure all solutions are delivered on time and to agreed objectives • Proving a first class L&D service to the European Sales and Marketing Team • Delivering the budget and management of vendors • Full implementation of the L&D Commercial Plan • Managing design feedback from facilitators/L&D Managers • Managing relationships with HRBPs and Commercial Stakeholders • Delivery of quality L&D projects on time, in budget and meeting the business needs • Performance management of L&D Managers • Budgetary management
Job Activities
• Partner the HRBP for Commercial European Teams to deliver key projects and initiatives from a professional L&D perspective • Using internal consultancy methodology, design and deliver a learning solution that delivers the requested business need and raises performance/capability. • Lead key internal L&D projects to improve business performance and build the capability of our people • Lead work with the L&D Services/ field L&D team to ensure an effective implementation plan for rollout. • Build and maintain positive external contacts to keep up to date with the external market and latest trends in L&D. • Apply project management methodology to manage and monitor progress on development solutions. • Be responsible for the budget in line with design/implementation costings and travel expenditure • Identify and evaluate future trends within the Development ‘market’. • Liaise with the Instructional design team where required • Lead the L&D Design to deliver quality L&D solutions with pace, efficiency and creativity • Deliver senior training where required. • Manage queries from facilitators on course content and feed through to the relevant L&D Manager • Ensure sufficient supplies of materials are available to meet the plan • Review evaluation feedback, define appropriate actions and progress • Line manage and deliver the ‘My Development Experience’ for L&D Managers and ensure appropriate resource and capability levels within the team • Continuously assess the quality assurance activities to ensure the standard of delivered training is in line with requirements. Coach as appropriate to improve standards • Act as point of reference for, and supply expert advice to facilitators with regard to course delivery • Identify where learning products may require update/maintenance, action or feed through as appropriate • Deputise for the AD Commercial as necessary
Qualifications
What we expect of you
Experience in applying organisation development solutions in a cross matrix organisationExtensive L&D design and delivery expertiseExperience in leading large scale, complex projects from an L&D perspectiveStrong theoretical understanding of Learning development and how to apply in a pragmatic way to deliver an effective result for the customerProven track record of large scale, remote team managementExcellent internal consulting skillsProject management skillsExcellent communication and facilitation skillsPsychometric assessment tools - advantageousCIPD or country equivalent – preferredEuropean Travel 15-30%
Application
If this role is of interest to you, please upload a recent copy of your CV below and a member of the Talent Acquisition team will be in touch.
www.cokecce.com/careers
We believe that equal opportunities means inclusion, diversity and fair treatment for all.
As part of the ‘communicating with website users’ unit within the Certificate in Web Content Creation & Management(CWCCM) programme I am undertaking, I have been asked to ‘create a plan for maximising interaction with users on the internet site on which I will be working’ (i.e. this blog)
So without further ado, here is my plan:
Make better use of online polls and surveys (I am currently doing this within the online Joining Instructions that I create for work colleauges) however perhaps I could start to use them for standard blog posts.Continue enabling comments on my blog post.Include a question(s) towards the end of the post in order to encourage feedback via the comments section.Thank everybody who contributes even if their contribution is not what I had hoped for/expected.Publicy thank those who ReTweet my tweets advertising my blog post.
Are you the sort of person who leaves comments to blog posts (if so, you know what to do next)….
If you are not that sort of person…. there’s a first time for everything…
I had been hoping to gather a number of key stakeholders within my organisation to pitch to them in relation to the use of Social Media Technologies for both knowledge management and learning, however the first available date to gather them all together for the 2-3 hours that I needed was the 04th January 2011!!!
A great suggestion was made to me that I actually deliver some of my ‘pitch’ using the very media tools that I was hoping to gather support for in bringing to my organisation. The negative aspects of social media unfortunately grab the headlines more so than the positive effects, therefore it was my intention to bring to their attention the positive aspects of using Social Media Technologies. I was intending to use a wide-ranging number of tools including the very Blog you are reading now, You Tube, Twitter, Delicious, a ‘members only’ social-networking site and Facebook, however a number of those tools are blocked by our IT security policy so I was unable to fully demonstrate their effectiveness (I think they call that a vicious circle!) To begin with I intended to show them a short film entitled Social Media Revolution 2
I have recently seen Peter Butler (Head of Learning at BT) speak extremely passionately on their internal use of a Knowledge Management platform which they have christened ‘Dare2Share’. The footage below, shows a great examples of how a collaborative platform has benefited BT.
The image you can see below is actually a PowerPoint slideshow that I have inserted into a tool called ‘SlideShare’. This tool then allows me to embed the show inside a webpage, as you can see below. This slideshow is only 11 slides long and will go some way towards demonstrating the change in mindset in terms of using social media tools for learning that there is that there has been within the wider global population and the potential ‘disconnect’ that we may be guilty of causing amongst future employees.
During the above SlideShare I mentioned a social bookmarking site called ‘Delicious’ and promised visibility of my Delicious bookmark account, here it is, please feel free to click on any of the links and see what I have been researching. Imagine the power of this type of application within a Project Team who are all collaborating and undertaking research towards a common goal… The first two clips that I showed above were from YouTube, however as you could see these were created by other people/organisations. The clip below was created by me and uploaded to YouTube. I created this footage in order to update our e-learning authors on some pending changes to our e-learning authoring software. To type the update within an email would have been time-consuming (and probably quite boring to read!) however by talking to people in a ‘virtual’ manner, I believe it bridged the gap between numerous face-to-face meetings and a dry email – the feedback received by the recipients was very encouraging. Imagine that this footage was of a technician disconnecting ‘Valve A’ from ‘Pump B’… what a great Knowledge Management tool! Obviously the content shouldn’t sit in the public domain i.e. YouTube, but would need to be more secure. In essence our own organisations version of BTs Dare2Share model.
My client is a fast paced, commercial business which is expanding and evolving. Due to this continued growth they are looking to strengthen the existing Learning and Development team with an experienced Trainer.
Reporting to the Learning and Development Manager and working as part of a national team your responsibilities will be interesting and varied. Initially focusing on the delivery of their existing training programmes such as induction and sales training. As the role develops you will also be responsible for reviewing and improving these programmes, carrying out training needs analysis, design and implementation. You will take the lead on ad-hoc projects and will build relationships with a varied stakeholder group scoping out needs and developing creative solutions.
As a Trainer you will have extensive delivery experience within a corporate and professional environment. Are a strong communicator, with confidence working with senior stakeholders. You will be keen to develop your skills within a growing business and will be committed to your own personal development. Please send your CV or for further information contact Lauren Jones-Barrett on 0207 886 7225.
Advantage Resourcing is a service driven recruitment consultancy.
My client is a fast paced, commercial business which is expanding and evolving. Due to this continued growth they are looking to strengthen the existing Learning and Development team with an experienced Trainer.
Reporting to the Learning and Development Manager and working as part of a national team your responsibilities will be interesting and varied. Initially focusing on the delivery of their existing training programmes such as induction and sales training. As the role develops you will also be responsible for reviewing and improving these programmes, carrying out training needs analysis, design and implementation. You will take the lead on ad-hoc projects and will build relationships with a varied stakeholder group scoping out needs and developing creative solutions.
As a Trainer you will have extensive delivery experience within a corporate and professional environment. Are a strong communicator, with confidence working with senior stakeholders. You will be keen to develop your skills within a growing business and will be committed to your own personal development. Please send your CV or for further information contact Lauren Jones-Barrett on 0207 886 7225.
Advantage Resourcing is a service driven recruitment consultancy.
Talent & Development Manager - eCommerce West London
Creative and fast growing international eCommerce business have an exciting opportunity for a Talent and Development Manager to develop a function in line with the business and its unique culture. This is a truly entrepreneurial and forward thinking environment and an amazing chance for someone to really put their own stamp on a role and inspire the business!
Initial focus will be scoping out training needs requirements throughout the business - from entry level roles right up to the senior management team and across all business areas from Creative, Customer services through to Technical.
You'll develop a strategy and propose the best solutions for delivery against these needs, driving the leadership and management development program forward and designing a program of effective and engaging training activities to cover everything from core business skills, soft skills and everything in between.
The ideal candidate will have:-
Extensive experience working in Learning & Development and strong experience of designing, managing and delivering a variety of development programmes. Extensive experience of working in Learning & Development including recent experience in an L&D business partnering/management role A strong network and proven relationships with relevant L&D providers and suppliers Proven experience in a fast paced, growing organisation where you have had to design and deliver new training programs Industry-relevant accreditation's in psychometric tools such as MBTI, Firo-b and able to offer profiling and coaching sessions with individuals and teams to support their continual development Excellent presentation and facilitation skills demonstrating the ability to communicate, engage and inspire Proven strategic ability, and pride yourself on effectively partnering with your business areas in line with their training need to support delivery of their goals. A creative approach, and are always looking to identify new ideas but you are also super organised, structured and comfortable with change and facilitating transformation.
If this sounds like something which would excite and inspire you, and you fit the above then please apply.
PLEASE NOTE: Due to the high volume of applications we receive we are unable to respond to everyone. If you have not heard from us within 5 working days of sending your CV then unfortunately you have not been shortlisted for the position you have applied for.
Creative and fast growing international eCommerce business have an exciting opportunity for a Talent and Development Manager to develop a function in line with the business and its unique culture. This is a truly entrepreneurial and forward thinking environment and an amazing chance for someone to really put their own stamp on a role and inspire the business!
Initial focus will be scoping out training needs requirements throughout the business - from entry level roles right up to the senior management team and across all business areas from Creative, Customer services through to Technical.
You'll develop a strategy and propose the best solutions for delivery against these needs, driving the leadership and management development program forward and designing a program of effective and engaging training activities to cover everything from core business skills, soft skills and everything in between.
The ideal candidate will have:-
Extensive experience working in Learning & Development and strong experience of designing, managing and delivering a variety of development programmes. Extensive experience of working in Learning & Development including recent experience in an L&D business partnering/management role A strong network and proven relationships with relevant L&D providers and suppliers Proven experience in a fast paced, growing organisation where you have had to design and deliver new training programs Industry-relevant accreditation's in psychometric tools such as MBTI, Firo-b and able to offer profiling and coaching sessions with individuals and teams to support their continual development Excellent presentation and facilitation skills demonstrating the ability to communicate, engage and inspire Proven strategic ability, and pride yourself on effectively partnering with your business areas in line with their training need to support delivery of their goals. A creative approach, and are always looking to identify new ideas but you are also super organised, structured and comfortable with change and facilitating transformation.
If this sounds like something which would excite and inspire you, and you fit the above then please apply.
PLEASE NOTE: Due to the high volume of applications we receive we are unable to respond to everyone. If you have not heard from us within 5 working days of sending your CV then unfortunately you have not been shortlisted for the position you have applied for.
Learning & Development Officer, Maternity Cover (up to 12 months) Windor, Berkshire
Purpose of Role The L&D Officer will support service delivery through the design, implementation and delivery of practical training programmes for new and existing employees across the business and support implementation of business strategy.
Key areas of role and responsibilities:
Coordinate training plans across the business for new and existing employees;Carry out training needs analysis (TNA) as requested (by project office, line managers, senior managers and directors) and identify learning needs for roles across the business (including system builds and projects);Design, build and deliver training interventions to suit training needs identified across the business;Plan and deliver generic induction training plan(s) to new employees;Deliver skills based training (including generalist induction courses) to customer services and sales roles within the online “Express products/services” teams;Facilitate training sessions where delivery subject is not familiar (using a subject matter expert within the business team to assist with delivery and / or technical content);Deliver regulatory / legal training in accordance with business strategy (Anti-Money Laundering / Data Protection)Ensure timely and accurate general administration and record keeping of training activities on ADPDuties & Responsibilities
Implementation and Delivery:
Training Plans
To create and communicate training plans for frontline customer service team, private client services team (in-bound sales and dealing) and operations & payments (back-office) teams;
Customer Services
To deliver practical Customer Service training sessions to best practice standards (e.g. CIPD) through one-to-one or group sessions (for both frontline Customer Service and Operations based staff)
Sales (including Dealing)
To deliver generic sales training for Corporate Express and Private Client Services teams (e.g. Revenue generating teams)
Induction Training
To deliver initial induction/orientation training for all new startersTo coordinate and deliver new starter programme courses during in accordance with the agreed SLA’s To ensure all relevant training milestones and activity is completed to agreed standards
Regulatory / Legal Training
To support the delivery of AML (Anti Money Laundering) and DP (Data Protection) training and any associated regulatory training as required for different parts of the businessTo support HR with the delivery of required HR legislative training to management teams
Record Keeping
To maintain a Learner Management System (LMS) via ADP systemsTo keep timely and accurate records of all training completed
Skill and Expertise
CIPD (Certificate in Training Practice) or equivalent training qualificationPrevious experience working within the financial services sector (FS / banking / insurance / FX payments)Previous experience working for a SME within a L&D training role (delivery)Confident and articulate presentation skills / group training (up to 10 people per session)Ability to work with minimal supervisionAbility to build effective relationships with team members and managementAn in depth knowledge of L&D gained through both experience and understanding of current theories
About HiFX HiFX provides unrivalled foreign exchange and international payment services to businesses and private individuals around the globe. To date we have transferred over £100 billion on behalf of our clients and are one of the world’s leading foreign currency specialists – trusted by over 5,000 companies from 100 industry sectors and assisting 75,000+ private individuals each year. For more information about our products and services please visit www.hifx.co.uk
We remain passionate about what we do and our people are at the centre of everything that we do. HiFX currently employs 210+ employees across its offices spanning the UK, Europe and Australasia.
We believe that we have a compelling employment proposition, offering attractive salaries, benefits and opportunity for career development. HiFX is proud to feature amongst the UK’s best companies to work for in 2006/07/08 and 2014.
Interested?
Please submit your CV and covering letter to our in-house recruitment team via the 'Apply now' link below.
LocationWindor, BerkshireSalary£26,000-£30,000 per annum, up to 20% bonus + benefitsReferenceHiFXLDOContact NameRecruitment
Purpose of Role The L&D Officer will support service delivery through the design, implementation and delivery of practical training programmes for new and existing employees across the business and support implementation of business strategy.
Key areas of role and responsibilities:
Coordinate training plans across the business for new and existing employees;Carry out training needs analysis (TNA) as requested (by project office, line managers, senior managers and directors) and identify learning needs for roles across the business (including system builds and projects);Design, build and deliver training interventions to suit training needs identified across the business;Plan and deliver generic induction training plan(s) to new employees;Deliver skills based training (including generalist induction courses) to customer services and sales roles within the online “Express products/services” teams;Facilitate training sessions where delivery subject is not familiar (using a subject matter expert within the business team to assist with delivery and / or technical content);Deliver regulatory / legal training in accordance with business strategy (Anti-Money Laundering / Data Protection)Ensure timely and accurate general administration and record keeping of training activities on ADPDuties & Responsibilities
Implementation and Delivery:
Training Plans
To create and communicate training plans for frontline customer service team, private client services team (in-bound sales and dealing) and operations & payments (back-office) teams;
Customer Services
To deliver practical Customer Service training sessions to best practice standards (e.g. CIPD) through one-to-one or group sessions (for both frontline Customer Service and Operations based staff)
Sales (including Dealing)
To deliver generic sales training for Corporate Express and Private Client Services teams (e.g. Revenue generating teams)
Induction Training
To deliver initial induction/orientation training for all new startersTo coordinate and deliver new starter programme courses during in accordance with the agreed SLA’s To ensure all relevant training milestones and activity is completed to agreed standards
Regulatory / Legal Training
To support the delivery of AML (Anti Money Laundering) and DP (Data Protection) training and any associated regulatory training as required for different parts of the businessTo support HR with the delivery of required HR legislative training to management teams
Record Keeping
To maintain a Learner Management System (LMS) via ADP systemsTo keep timely and accurate records of all training completed
Skill and Expertise
CIPD (Certificate in Training Practice) or equivalent training qualificationPrevious experience working within the financial services sector (FS / banking / insurance / FX payments)Previous experience working for a SME within a L&D training role (delivery)Confident and articulate presentation skills / group training (up to 10 people per session)Ability to work with minimal supervisionAbility to build effective relationships with team members and managementAn in depth knowledge of L&D gained through both experience and understanding of current theories
About HiFX HiFX provides unrivalled foreign exchange and international payment services to businesses and private individuals around the globe. To date we have transferred over £100 billion on behalf of our clients and are one of the world’s leading foreign currency specialists – trusted by over 5,000 companies from 100 industry sectors and assisting 75,000+ private individuals each year. For more information about our products and services please visit www.hifx.co.uk
We remain passionate about what we do and our people are at the centre of everything that we do. HiFX currently employs 210+ employees across its offices spanning the UK, Europe and Australasia.
We believe that we have a compelling employment proposition, offering attractive salaries, benefits and opportunity for career development. HiFX is proud to feature amongst the UK’s best companies to work for in 2006/07/08 and 2014.
Interested?
Please submit your CV and covering letter to our in-house recruitment team via the 'Apply now' link below.
A leading, city based financial services firm has a new, urgent, requirement for a Training & Competence Consultant with experience of rolling out Senior Manager Regime training to join them on a long term contract basis. Reporting into the Head of Training, the role will focus on the following:
- Work with key stakeholders to ensure that the bank implements the FCA's new regulatory regime to a consistent standard including: Senior Manager's Regime, Certification Regime and Conduct Rules
- To assist the bank in implementing the new FCA Regulatory framework for Individuals in accordance with regulations.
- To help embed T&C procedures and establish appropriate training for relevant staff and in supervisory roles.
This is a 12 month contract, paying up to £70,000 with an immediate start. Candidates must have experience rolling out FCA competence training previously and ideally have experience specifically with Senior Manager's Regime, Certification Regime and Conduct Rules. To be considered, please apply with an updated CV as soon as possible.
SR Group is acting as an Employment Business in relation to this vacancy.
LocationCity of LondonSalary£60000 - £70000 per annumDuration12 monthsReferenceKA/6070TCContact NameKunaal Arora
A leading, city based financial services firm has a new, urgent, requirement for a Training & Competence Consultant with experience of rolling out Senior Manager Regime training to join them on a long term contract basis. Reporting into the Head of Training, the role will focus on the following:
- Work with key stakeholders to ensure that the bank implements the FCA's new regulatory regime to a consistent standard including: Senior Manager's Regime, Certification Regime and Conduct Rules
- To assist the bank in implementing the new FCA Regulatory framework for Individuals in accordance with regulations.
- To help embed T&C procedures and establish appropriate training for relevant staff and in supervisory roles.
This is a 12 month contract, paying up to £70,000 with an immediate start. Candidates must have experience rolling out FCA competence training previously and ideally have experience specifically with Senior Manager's Regime, Certification Regime and Conduct Rules. To be considered, please apply with an updated CV as soon as possible.
SR Group is acting as an Employment Business in relation to this vacancy.
Operational Trainer - West Byfleet and Uxbridge West Byfleet and Uxbridge
Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.
The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.
Location: West Byfleet and Uxbridge
Key Responsibilities:
• Training delivery • Daily running of the regional training centre • Planning interventions based on demand identified in the regional / national plans • Adapting training materials or techniques to meet the needs of the audience • Revision of training materials based on feedback and evaluation
Required Knowledge & Experience:
Qualifications
• Certificate in training practice, NVQ or equivalent experience • Part of fully qualified membership of CIPD • PTTLLS or working towards PTTLLS • Specific care or health & safety qualifications, would be advantageous
Experience Required:
• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation) Having worked in a person centred/customer focused environment. • Experience of training delivery to a diverse and multi skilled workforce • Proven track record in implementing blended learning techniques
Required Skills:
• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena • Blended learning techniques • Appropriate development interventions, suitable for learners in a customer facing environment
Closing Date: 02/03/2015
LocationWest Byfleet and UxbridgeSalary£30 to £34k depending on experienceReference011920Contact NameCintia Santoianni
Anchor has an exciting opportunity for an experienced Operational Trainer to join their team. Their main role will to be deliver effective learning & development interventions that drives and supports a competent and capable workforce.
The successful candidate will be expected to manage the regional training centre, to ensure events are planned, in line with demand, to maximum occupancy and that drives or maintains statutory and mandatory training targets.
Location: West Byfleet and Uxbridge
Key Responsibilities:
• Training delivery • Daily running of the regional training centre • Planning interventions based on demand identified in the regional / national plans • Adapting training materials or techniques to meet the needs of the audience • Revision of training materials based on feedback and evaluation
Required Knowledge & Experience:
Qualifications
• Certificate in training practice, NVQ or equivalent experience • Part of fully qualified membership of CIPD • PTTLLS or working towards PTTLLS • Specific care or health & safety qualifications, would be advantageous
Experience Required:
• Experience of the full learning cycle (training needs analysis, design, delivery and evaluation) Having worked in a person centred/customer focused environment. • Experience of training delivery to a diverse and multi skilled workforce • Proven track record in implementing blended learning techniques
Required Skills:
• Up to date knowledge of industry best practice and standards as well as developments in the L&D arena • Blended learning techniques • Appropriate development interventions, suitable for learners in a customer facing environment
If you’ve not already read my previous blog post ‘Getting Beyond Bullet Points (visuals only)’ then I’d strongly suggest having a read of it before you read any more of this post.
Why?
Well for 2 reasons really:
1. The earlier post will provide you with the context behind this post. 2. The purpose of this specific post is to act as a comparison to the first post in this series, hence the benefit of viewing the first one!
As you will have seen in the previous post, using the approach of images and single words in a presentation is certainly visually engaging, however where it falls down (as highlighted during my live session by Laura Dickson) is when the presenter/facilitator is no longer present to provide the narrative – the engaging presentation is now nothing more than a collection of images and out of context words.
Here are the same slides that were contained in the earlier post, but this time with the narrative.
Don’t forget, this is Part 2 in a series of posts surrounding my LSG11UK session.
Part 1 – Getting Beyond Bullet Points with visuals only
Part 2 – Getting Beyond Bullet Points with visual and audio
Part 3 – Bringing in the backchannel
Part 4 – The Learners Voice
Part 5 – Getting Beyond Bullet Points live recorded podcast
Many of you will know that I didn’t really take my first formal foray into Learning Technologies until 10 months ago at the Learning Technologies conference. Since then I have taken what I consider to be an active role in pursuing current and emerging technologies and using them as part of my own Personal Learning Network to (if I may say so myself) some success.
Over the past 10 months I have become an active Twitter user which has led me to connect with some wonderful people, allowed me to attend some great workshops and has allowed me to work with some great organisations. I have created my own Blog and am truly benefiting from the reflection that this provides me, I have set up my own Delicious, Flickr, Slideshare and YouTube accounts. I have also started to introduce the concept of Social Media and Learning Technologies to my organisation. But I had never for a moment, not one moment expected that my lowly activities would warrant anybodys attention.
How wrong I was…
.. During the summer I was speaking with the wonderful @juliewedgwood who suggested that the story of my ‘first 12 months with Learning Technologies’ might be a story that others would be interested in, that might convince others that you don’t have to have lengthy experience in this field to implement these tools and start to benefit from them and suggested that I speak to @DonaldHTaylor on the subject.
And so it came to pass that 2 emails, 1 face-to-face meeting and a phone call later and I am really chuffed (and proud) to announce that I have been asked to speak at the Learning Technologies Conference 2011 on the subject of ‘Getting started with learning technologies‘
If you’d like to find out how a real novice has gone about using these technologies then why not register to attend the Learning Technologies Conference 2011?
As mentioned in a previous Blog post I have been dabbling with the idea of arranging an unconference for a number of internal Learning Facilitators on the subject of ‘Using Technology to Enhance Learning’. Well after months of planning (read flapping!) it finally happened, want to find out what happened?…. read on…
I decided right from the outset to showcase the various technologies and platforms that are available to enhance learning activities, so what better place to start than creating a digital set of Joining Instructions as opposed to our traditional paper-based options, feedback to this approach was encouraging and I am hoping that this will generate some interest from the Learning Facilitators that attended.
The day itself kicked off with everybody arriving between 0800-0830hrs, they were greeted by a Captain Caveman poster (thanks Sam ;-)) which invited them to park any ‘negative’ thoughts that they had about using technology to enhance learning before the unconference started.
It was interesting to read everybodys views and in particular to gain an insight into some of the concerns of people for whom using these technologies is ‘new ground’ – all in all a very simple exercise, but an extremely valuable one.
The unconference kicked off with a keynote address from Alison Hattersley from The Success Factory on the subject of the ‘New World‘ using a piece of tech that everybody seemed impressed with which was PaperShow.
There were a number of great soundbites from this keynote but what really struck home for me was the statement “if you always do what you’ve always done, you WONT EVEN get what you’ve always got” – the justification behind this twist on a well-known phrase, is that due to the pace of change in the ‘New World’, doing business as usual means that you will just get left behind………
There were some (in my opinion) strong challenges to the use of technology during this keynote that I feel led us down a path that we didn’t really need to go down i.e. arguing that emails are bad because they distract you from your work… aren’t emails in themselves work? And if they aren’t then ignore them… anyways we were soon back on track and the floor was handed over to little old me!
I conducted a number of small icebreakers designed to not only allow attendees to introduce themselves but also to get some hands on with Learning Technologies straight away. Everybody participated in creating an iPadio podcast (which I subsequently lost, due to my mobile phone losing the signal during upload – (note to self: use the traditional ‘dial-up’ method next time!!!) Everybody then got the opportunity to look at some everyday and some not-so everyday items of hardware that could be used for learning activities; they were then asked to describe how that particular item could be used to enhance the delivery of learning events within their specific subject areas, this is what they had to say.
What was really encouraging from my perspective were the ideas that were being generated, I can only hope that the Learning Facilitators get the opportunity to put them into practice.
We then moved on to the subject of Twitter, which I know was of specific interest to many of the facilitators present. As this was an unconference and I was committed to taking a social constructionist approach to the day, I broke the attendees into 2 x groups and allowed them approx 20-30 minutes of online Twitter research time prior asking them to present their findings back to the group.
I particularly like this approach to facilitating as I know that the content is readily available and it places the onus on the delegates to ‘pull’ the information as opposed to me ‘pushing’ it onto them. Once again they didn’t disappoint and came up with some great research covering the history, learning uses, marketing uses, communities of practice and even url shortening services. I wish I had learnt as much about Twitter as quickly as they did!
Pretty soon they were Twittering amongst each other and a few even found the time to follow individuals and organisation from within their professional circles of interest – well done folks. Here is a summary of the Tweets that used the #lfcpd hashtag.
Lunchtime was fast approaching and believe me if there is oen thing that you do NOT want to miss whilst at The Success Factory, it’s the lunch so I asked my friend and work colleague Geoff to facilitate a session on the use of voting handsets. As expected Geoff took to this with this usual passionate style and within only 30 minutes had provided us with an insight into the architecture, setting up, settings and end-user experience of the TurningPoint Technology voting system.
This system saw widespread use across my organisation several years ago, however its use has become sporadic so I have always hoped that its use could become more widespread. Judging by the interest shown during Geoff’s session and subsequently via Twitter I fully expect to see an upsurge in its use once again.
One of the delegates, Jim, asked a great question as to how to create well crafted, robust questions to use within surveys and polls such as those that can be created using the TurningPoint tool. I knew that I had access to such a resource but couldn’t for the life of remember where, well Jim (and anybody else who’s interested) here it is. It’s technically for the SurveyMonkey toll that we hold an account for, but the overarching principles of good survey design remain the same.
Following a cracking lunch and an AWESOME Eton Mess,
it was time to get online again.
Prior to the unconference a number of Learning Facilitators had expressed a keen interest in discovering more about Virtual Classrooms so I had arranged for @philipgreen from Onlignment to facilitate a virtual classroom using Elluminate! Unfortunately Phil has been ill recently (get well soon) but he had kindly arranged for Elluminate themselves to facilitate a session for us.? An archive of that session can be viewed here.
Judging by the verbal and written feedback that people provided following this demo it was quite clear that most people saw the benefits of this tool not only for delivering synchronous learning events but for improved business-wide communications. My plan is to ask Phil to deliver the planned session again once he is back on his feet as I believe it will allow us to see the full functionality of the tool from a ‘learners’ perspective – looking forward to that :-)
From that point on things started to go a bit wrong!
I had embedded a number of YouTube videos into my slides using PPT 2010. For some reason best known to Microsoft this set my slidedeck into a perpetual loop, preventing me from exiting the YouTube clip. I was only able to exit this by closing the entire presentation down, opening it up again and then starting the presentation from the ‘next’ slide – very time-consuming and frustrating!!The WiFi connection was lost to all PCs, given that we were just about to look at the Delicious bookmarking tool, this really couldn’t have happened at a worse time, but fortunately the venue very kindly allowed us to utilise their secure connection…. it did nothing for my blood pressure though!
We then undertook a bookmarking exercise in which we demonstrated the restricted nature of conventional website bookmarking (i.e. on your PC) and the benefits of using social bookmarking tools. Many of the attendees responded positively to this change in practice and identified the benefits of social bookmarking such as knowledge-sharing, collaborative working and helping learners to ‘pull’ information as well as the challenges that it may bring in terms of quality-checking the bookmarks provided. My most recent Delicious Bookmarks can be seen at the right hand side of this screen or alternatively my Delicious site is here.
We rounded the day off with a brief introduction to the concept of Virtual Learning Environments which included a whistle-stop tour of some Moodle platforms I have been working in.
Whilst I didn’t have sufficient time to cover its functionality in full, I was encouraged to hear some very positive comments from the group one stating that a VLE would enhance the effectiveness of learning delivering learning events to shift workers and another comment from an attendee who had operated in a VLE that sounded like it had only got as far as Stage 1, but who was impressed by the level of interactivity that I had been able to introduce into my sandpit VLE – I was well chuffed
The day closed with a prize draw for a Flip Ultra camera, the lucky recipient being…….. (you know who you are!) and no I’m not responding to the cries for a “recount”
So that was the day over; I’d like to say a BIG thank you to body who attended, to Alison, Martin and Vicky from the SuccessFactory, Neil Fagan for his support, Sam Pennington for Captaaaaaain CaaaaaaveMaaaaaan, Phil Green for all his help, Elluminate for their demo session and for everyone who contributed via Twitter.
So that was the day over and with my first unconference under my belt I turned my attention to the next one, or more specifically what went well, what could have made it even better and some action planning points.
Utilise online polling prior to the event. People appreciated being asked what they wanted to cover.Limit the amount of topics to be covered. Too much content, too little time.Return to the same venue – comments were made as to how relaxed and informal they felt throughout the day.Have a second projector plugged in and on ‘stand by’ – the main projector surrendered mid-way through the afternoon.Utilise a Twitter back channel, possible with a Twitterwall playing.Change the screen size when using embedded YouTube videos in PPT 2010, to allow me to click forward onto the next slide.Use a traditional dial-up method when using iPadio in the future.Investigate the PaperShow tool.Request a demonstration of the SMART visualiser.
As I mentioned in a previous blog post, I intend to provide a brief synopsis of each chapter of ‘Designing mlearning‘, but more importantly I intend to answer the questions that Clark poses at the end of each chapter and then pose those same questions back to you ‘Dear Reader‘
