High Consequence Training

Celebrating Workforce Effectiveness: Inspiration to Help Fuel New Ideas

Each Friday, RPS highlights five popular news stories from the world of training professionals. Visit our blog each week to see which stories were trending amongst your industry peers.

HR Magazine
The importance of strong apprenticeship schemes by Ian Kirkpatrick
Apprenticeships are lauded by politicians and businesses alike, but why should a company that has never had an apprentice scheme consider this type of employment? Isn’t it better to employ seasoned veterans with experience in your industry? Sometimes yes, for specialised roles, but you cannot build a business around a few individuals, it must be built around a culture and consistent values throughout the organisation. At Kwik Fit we bring in apprentices who will fit into and strengthen our culture and it works. Currently around nine in 10 apprentices stay with us after completing their apprenticeship and around 10% of apprentices have gone into senior leadership roles. A significant number of employees who have been with the organisation for more than 20 years started as apprentices, including the operations director.

Harvard Business Review
Combining Virtual and Face-to-Face Work by Nancy Dixon
Many companies feel they face a conundrum when it comes to determining remote work policies. Perhaps the most common misconception about adopting virtual work is that it is an all-or-nothing proposition, such that once we have networking tools in place, there is no need to come together — or conversely that we have to be in the office all the time. But this paradigm often forces knowledge workers to choose between two strong drives: the need for autonomy and the need for a purpose that inspires and unites them.

CLO
Learning Needs a Revolution by Clark Quinn
Learning and development is failing, and the only real remedy is a revolution. Tinkering around the edges is not going to cut it. Not a violent revolution, though the repercussions likely will be challenging. Learning needs a rethink that leverages technology in ways that align with what we now know about how we really think, work and learn. There are big issues at stake, but they are not without risk and effort. The upside, however, is substantial both for learning units and the organizations they support. The claim is fairly simple: Learning and development organizations aren’t doing near what they could and should, and what they do, they do badly. Lest this seem a bit alarmist, consider that the 2012 ASTD (now ATD) report “Developing Results: Aligning Learning’s Goals and Outcomes With Business Performance Measures” documented that “less than half of organizations have learning functions that excel at accomplishing the very things they exist to do.”

ATD
What Managers Should Know About Learning and Memory in the Brain by Kim E. Ruyle
Innovation and learning are inseparable. By definition, learning is acquiring the ability to do something new, and innovation is the creation and commercialization of something new and different. You can’t have one without the other. Innovative organizations are learning organizations. It’s that simple. In this post, I’ve compiled a relatively long list of brain principles that apply to memory and learning. There are many implications for individuals and teams seeking to accelerate their learning and to drive innovation. Subsequent to the brain principles, I’ve provided a list of suggestions for application of some of these principles.

Training Zone
Four useful ideas to make elearning more effective by Kamy Anderson
When planning to become an elearning teacher, make sure to design every course based on two main ideas: first, the course description, and second, the teaching methods of the course. When designing the course description, the most important thing to consider is how beneficial the course would be to a student. Once a student steps out of a virtual classroom into practical life, the course must prove to be extremely useful and rewarding, and worthy of the effort invested by the student. In addition to being knowledgeable, the course must be highly interactive and engaging for the students, as well as the teachers, to maximise their satisfaction levels. A primary challenge faced by most teachers conducting sessions over a virtual platform is how to explain and elucidate complicated or lengthy concepts to a student from behind the screen.

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