Strategic HR - Talent & Leadership Specialist

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.

LocationLondonSalaryc£43,000Reference392357Contact NameRecruitment

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.

Apply now

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Sales Coach

Sales Coach South Yorkshire

An excellent opportunity has arisen within the cutting edge, vibrant business who are experiencing significant growth and expansion. They are looking to appoint an experience Sales Coach for their new site in South Yorkshire.

Reporting into a Head of L&D you will be working alongside another Sales Coach to partner closely with the Sales Manager's in the support and development of their teams in all areas of the Sales process. This will include working closely with sales managers to identify the on-going training needs of newly inducted trainees and existing staff and providing one to one coaching and support on a daily basis.

The right candidate will be a creative and personable individual with a collaborative and credible working style who can equally work closely with Sales trainers to provide feedback and support on requirements within the organisation in line with sales training needs.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

LocationSouth YorkshireSalary£24,000DurationPermanentReference13365 PSCBContact NameRecruiters

An excellent opportunity has arisen within the cutting edge, vibrant business who are experiencing significant growth and expansion. They are looking to appoint an experience Sales Coach for their new site in South Yorkshire.

Reporting into a Head of L&D you will be working alongside another Sales Coach to partner closely with the Sales Manager's in the support and development of their teams in all areas of the Sales process. This will include working closely with sales managers to identify the on-going training needs of newly inducted trainees and existing staff and providing one to one coaching and support on a daily basis.

The right candidate will be a creative and personable individual with a collaborative and credible working style who can equally work closely with Sales trainers to provide feedback and support on requirements within the organisation in line with sales training needs.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

Apply now

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Training & Competence Specialist

Training & Competence Specialist City of London

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.

Apply now

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Talent acquisition and development specialist

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.

Apply now

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Training & Competence Specialist

Training & Competence Specialist City of London

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.

Apply now

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MY COACH Video Contest 2014 Winners!

Over 10,000 votes are in!

The winner of the 2014 MY Coach Video Contest is Diane Davies and the Authentic Taekwondo High Performance Team! – for their tribute to Taekwondo coach Master Akmal Farah.

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The runners up were Karolina Pejanovic and team supporting water polo coach Predrag Pejanovic, and Kennedy Feasby and the Durham Speed Skating Club supporting speed skating coach Darryl Rowsell.

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The CAO would like to thank everyone who participated in the contest!

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LFPD Weekend 2014: 1 LF = 1,000 Coaches

We are pleased to announce that registration is now open for the 2014 Learning Facilitator Professional Development weekend!

One LF = 1,000 Coaches!
October 3-5, 2014 Glen House Resort, Gananoque ON

Located on the shores of the St Lawrence River, Glen House Resort overlooks the 1,000 Islands and is located just outside of the town of Gananoque.

This year, the event will feature 4 streams:

Professional Development Stream – targeted to experienced LFs, looking to share best practices and fine-tune their facilitation techniques)Core Training and PD Combo – targeted to LFs/Es that require a Core Training course to be a LF, MLF, Evaluator, or Master Evaluator but also would like a day of PDCore Training Only Combo - targeted to LFs/Es that require a Core Training courses to be LF, MLF, Evaluator, or Master EvaluatorCore LF Training Saturday Only - targeted to LFs that require a Core LF Training only to be a LF

2014 Master Learning Facilitator, lead facilitators and co-facilitators: Patsy Pyke, Marc Schryburt, Wayne Parro, Neale Gillespie, Barb Cooper, Kathy Brook and Jill Peck. The content of the weekend will challenge you to think critically about material, facilitation design, and share best practices with your fellow LFs.

Socials will include downtime by the lake, 4-star dining, local sightseeing, and the option to get outside and hike, bike, golf or just relax.

Things to do near Gananoque.

Included in the registration fee:

- Meals and Snacks for the weekend, including catering from one of Gananoque’s premiere restaurants
-  All of the Professional Development Sessions
-  LF Goodies

All together a $600 value!!!

As in previous years:

“Activity Time”– For those in the Professional Development Stream, you’ll be given time on Friday afternoon to see the sights around Gananoque or even “hit” up Smugglers Glen across the road for a reduced rate on their golf course (20% off). You will also have time on Saturday afternoon to enjoy the activities offered at Glen House Resort, on or off the lake, for free. Sunday, stick around for another round of golf, or hike or bike on nearby nature trails, if you’re not in a hurry to get home.

Limited Availability– There are only 60 spots available for this year’s LFPD weekend due to space restrictions so sign up fast. Registrations accepted on a first come first serve basis.

*Those wishing to travel by train can travel to Gananoque by VIA Rail 

Looking to carpool? Check out the attendees page once you’ve registered and you will be able to contact other LF’s.

VISIT OUR REGISTRATION PAGE

Contact:
Jeremy Cross
Manager, Coach Education
Coaches Association of Ontario
416-426-7056
Jeremy@coachesontario.ca

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Fall 2012 publications sale

Our fall promotion on publications is on!

Get 15% off Signposts, our Workforce Essential Skills instructional guidelines. Single copies of Signposts are now $41.23. Order 4 or more copies and get 30% off your order.

Get 20% off the full set of workwrite series e-copy. Order all 7 e-books in the series and receive 20% off.
The set of e-books is now $190.20 for a limited time.

To order contact:
Heather Paterson
publications@ptp.ca
416-510-3266

Download the order form here

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Learning & Development Innovation Manager

Learning & Development Innovation Manager Slough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)

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 L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. 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 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 Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

LocationSlough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)SalaryCompetitive Salary & Benefits - up to 10% company bonus, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063AContact 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 L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. 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 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 Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

Apply now

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March, 2007

By David Boggs, CEO of SyberWorks

In our series about the business aspects of training management, the first article looked at things to consider when creating a learning management system (LMS) hierarchy for your company or organization. This second article examines the use of competency management and job-role hierarchies, as an organization strives to develop training plans with their LMS.

What are competencies? What is competency management?

Competencies are personal capabilities that are demonstrated through measurable knowledge, skills, abilities, and personal attributes, which can contribute to enhanced employee performance and, ultimately, to the individual's and organization's success. In a learning management system, competency management is the system's ability to connect various competencies/skill sets, job roles, and learning events, to build employee training plans and monitor each individual's learning progress.

How does competency management help your organization to develop training plans?

Competency management hierarchies let you define employee job roles that are specific, complete, and consistent across the affected organization. This allows you to certify that employees possess required skills or competencies, and that they qualify for their job roles. It also gives users clear, specific, easily followed paths to advancement. At any time, users can see what they still need to progress, request or access training that improves their skills, and stay on a clear training track centered on company needs. The company also benefits in improved employee retention.

Defined training plans also show employees how they can improve and gain new job skills. In this way, training becomes important to the employee, easily accessible, and necessary. This certification is also a path to promotion. If all necessary training is completed for a job role, the employee can print a certificate, and offer physical proof that they have completed all requirements for the role.

Many industries must also meet federal, or other, requirements (such as government regulations) that force them to require corresponding employee certifications. Employees must meet related competencies, and execute tasks and responsibilities in ways that support the company's mandated performance. Tracking and managing the employee-certification process is critical to the success of these types of organizations.

Where does a training manager begin, given such laudable (but broad) business goals?

A good starting point is a survey. What job roles do people possess? How are these roles defined? What is common among the roles? What skills or competencies support each role? What learning events (courses, meetings, demonstrations, on-the-job training, etc.) support and build these competencies? How does a new hire begin their training? This may seem daunting, but defining existing job roles is worthwhile, and brings many insights into the company's needs for competent performance. The data from such surveys also helps to build measurable ways to determine when employees attain needed skills, and conversely, may identify training needs that are not yet met.

Usually, a common set of competencies runs throughout most organizations, which comes from the human resources department. Most HR organizations require an orientation, which may include courses and handouts about time clocks, harassment, benefits, and other important company-wide topics. On top of these, most organizations have sales personnel that require both technical and sales training. And specific application roles, be they cooks, cleaners, or airplane mechanics, will need to attain both HR-required competencies and their own job-specific competencies. Food-service organizations, for example, may define food-related competencies for every job role, as well as non-food competencies for hosts, servers and maintenance/repair personnel.

How do you link learning events to certification requirements?

Learning events allow employees to gain competencies, and need to be defined, along with related recertification dates. It would be useless to have job roles that did not periodically require updating, as the business needs for these roles change. You may not want to specify recertification dates at first, but you will later need to identify and inform employees, who possess certain job roles, that they must meet new needs and requirements. Thinking through these tasks requires determination of business needs, so the training department must work with all other departments that require competent personnel, to gain insights into their important job roles, competencies, and learning events.

It's not surprising that some organizations have no idea what “makes the job” in their business. Surveying successful, competent employees is usually the best way to analyze such situations. Communicating those results, and comparing them with the department head's own ideas, may give you a great starting point. Good luck!

Dave Boggs is the founder and CEO of SyberWorks, Inc (www.syberworks.com). He has been involved with computer-based and web-based training for more than twelve years. Before founding SyberWorks, Dave was the VP of Sales and Business Development for Relational Courseware. He holds a Bachelor of Science degree in Physics from Union College in Schenectady, NY, and an MBA from the Kellogg School of Management at Northwestern University in Evanston, IL.

Dave Boggs writes two web blogs: the Boggs e-Learning Chronicle , which reports on trends, provides observations, and information about e-Learning and web-based training; and the Online Training Content Journal which looks at best practices, techniques, and trends in online training development and e-Learning instructional design..

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Training Team Manager

Training Team Manager Bingley

Summary

We are looking for a a talented people manager with experience of leading trainers in a fast paced contact centre or customer services environment.

Client Details

A leading financial services organisation based in Bingley.

Description

Key responsibilities will include:

Lead the training design and delivery team to deliver the creation of high quality training materials and delivery excellence in line with department objectives and targets.
Ensure TNA principles and practices are incorporated when working with the business and stakeholders across short and medium term operational training needs.
Ensure adoption of leading edge learning design principles and methods are across training team.
Responsible for robust design and delivery output
Manage all learning & development programmes including core programmes, regulatory, product and business change, to demanding business timescales and requirements.
Manage full version control and fulfil audit requirements to the correct standard.
Effectively manage the training team resources, resource planning and prioritisation.
Proactively encourage continuous improvements.
Ensure effective risk management processes are established within training in accordance with company's risk appetite and risk and control frameworks.

Profile

The ideal candidate will:

Be able to evidence a proven track record in a results driven training management role.
Be commercially aware, having worked in fast paced environments with high volume requirements.
Have the ability to use their personal impact and credibility to influence at senior levels.
Be able to demonstrate a strong track record of motivating a team to deliver excellent results.
Have in depth knowledge of current training methodologies.
Ideally we are looking for someone with CITP membership or relevant training qualification.

Job Offer

c£35,000 plus benefits

LocationBingleySalary£32000 - £36000 per annum + BenefitsReference13426323/001Contact NameMelanie Parkes

Summary

We are looking for a a talented people manager with experience of leading trainers in a fast paced contact centre or customer services environment.

Client Details

A leading financial services organisation based in Bingley.

Description

Key responsibilities will include:

Lead the training design and delivery team to deliver the creation of high quality training materials and delivery excellence in line with department objectives and targets.
Ensure TNA principles and practices are incorporated when working with the business and stakeholders across short and medium term operational training needs.
Ensure adoption of leading edge learning design principles and methods are across training team.
Responsible for robust design and delivery output
Manage all learning & development programmes including core programmes, regulatory, product and business change, to demanding business timescales and requirements.
Manage full version control and fulfil audit requirements to the correct standard.
Effectively manage the training team resources, resource planning and prioritisation.
Proactively encourage continuous improvements.
Ensure effective risk management processes are established within training in accordance with company's risk appetite and risk and control frameworks.

Profile

The ideal candidate will:

Be able to evidence a proven track record in a results driven training management role.
Be commercially aware, having worked in fast paced environments with high volume requirements.
Have the ability to use their personal impact and credibility to influence at senior levels.
Be able to demonstrate a strong track record of motivating a team to deliver excellent results.
Have in depth knowledge of current training methodologies.
Ideally we are looking for someone with CITP membership or relevant training qualification.

Job Offer

c£35,000 plus benefits

Apply now

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NetClient CS Enhancements for an Increasingly Mobile Business Environment

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Operational Trainer - Bath and Cornwall

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: Bath and Cornwall

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

Apply now

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Leadership & Learning Executive

Leadership & Learning Executive London

Championing innovative approaches to leadership learning, you’ll help to ensure the future for British Airways is stronger than ever. Your remit will have a truly global scope. As one of the leading brands in aviation, we have 44,000 staff based in a range of countries. Their specialties range from customer service to IT and commerce. We’ll look to you to ensure everyone’s leaders benefit from excellent learning and development provision, so we can all fulfil our promise ‘To Fly. To Serve.’

You will work with closely with a wide range of people – from HR and Finance Business Partners, to subject matter experts and, of course, leadership and management learning delegates. Taking care to find out what our business needs, you will scope, design and deliver business-wide learning solutions. Building leadership capability and behaviours, you will help to power high performance worldwide. You’ll also enjoy the opportunity to help Global Learning Academy colleagues create brand new leadership initiatives. Benchmarking trends and supplier knowledge, you’ll make sure everything you do is cutting edge.

To join us, you’ll need to demonstrate a track record of managing end-to-end learning and development with proven ROI. Your expertise spans everything from partnering and consulting, through to design, delivery and evaluation. Ideally, you will be accredited and experienced in the use of psychometrics such as MBTI, SDI and Hogan’s. You’ll certainly be an innovative thinker and a creative problem solver, with impressive influencing and coaching skills and a naturally collaborative approach.

To apply, please click on the apply link to visit our website.

LocationLondonSalaryCompetitive salaryReferenceUKWTS572Contact NameRecruitment

Championing innovative approaches to leadership learning, you’ll help to ensure the future for British Airways is stronger than ever. Your remit will have a truly global scope. As one of the leading brands in aviation, we have 44,000 staff based in a range of countries. Their specialties range from customer service to IT and commerce. We’ll look to you to ensure everyone’s leaders benefit from excellent learning and development provision, so we can all fulfil our promise ‘To Fly. To Serve.’

You will work with closely with a wide range of people – from HR and Finance Business Partners, to subject matter experts and, of course, leadership and management learning delegates. Taking care to find out what our business needs, you will scope, design and deliver business-wide learning solutions. Building leadership capability and behaviours, you will help to power high performance worldwide. You’ll also enjoy the opportunity to help Global Learning Academy colleagues create brand new leadership initiatives. Benchmarking trends and supplier knowledge, you’ll make sure everything you do is cutting edge.

To join us, you’ll need to demonstrate a track record of managing end-to-end learning and development with proven ROI. Your expertise spans everything from partnering and consulting, through to design, delivery and evaluation. Ideally, you will be accredited and experienced in the use of psychometrics such as MBTI, SDI and Hogan’s. You’ll certainly be an innovative thinker and a creative problem solver, with impressive influencing and coaching skills and a naturally collaborative approach.

To apply, please click on the apply link to visit our website.

Apply now

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Registration Open for Thomson Reuters Eighth Annual Partner Summit Event Series

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2013 Thomson Reuters SYNERGY Conference Empowers Firm Leaders to Embrace Business Agility

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Management Consultants - Culture and Leadership

Management Consultants within GE Healthcare Finnamore actively develop their consultancy skills whilst building upon their own experience in OD, HR and line management within the NHS.   They take responsibility for designing and delivering complex and sensitive programmes that meet or exceed the expectations of both internal and external clients.

As part of our team, the role of Consultant will play to your strengths in:

•Working as part of (or managing) a team to deliver complex and sometimes sensitive assignments, which achieve or surpass client expectations.

•Striving to be the best you can be whilst sharing learning and training colleagues to build skills across the company.

•Driving assignment success by delivering valued content and insights.

•Actively growing your market knowledge to help develop and continuously improve our client offerings.

•Forging and maintaining outstanding client relationships and networks.

•Identifying opportunities and contributing to bids.

Desired Skills and Experience

You have gained experience and skills in a wide range of assessment and development techniques, through a career in consulting, health care, social care and public services.

You confidently exhibit and demonstrate a high level of competence in:

•Employee engagement

•Performance management

•Talent management and succession planning

•Coaching

•Working with organisations to effect culture change

•Board development

•Line management

•Team effectiveness diagnostics (e.g. MTBI)

•Project management 

Even if you consider yourself to have more to learn, you exhibit confidently the experience of someone who has worked closely with senior management in a health and social care setting.

You have personally had a strong impact on culture change, and are regarded as someone who gets matters organised and makes things happen.  

Your clients are assured by your skills in OD, HR, coaching and use of diagnostic tools and interventions, and the way in which you apply your skills and experience to any assignment.

In addition, the way in which you have contributed innovatively and creatively to the presentation and handover of work you have undertaken has ensured the effective and sustainable transfer of skills to your clients.

It is highly likely that you have gained qualifications to degree level in, for example and not limited to psychology, science or management.  You may have also gained further qualifications in OD, HR or Health.

About this company

GE Healthcare Finnamore is a leading specialist health and social care consultancy dedicated to improving people's health and wellbeing through the clients that we serve.  We formed following the acquisition of Finnamore Ltd by GE Healthcare in January 2014, bringing us together with GEHC Performance  Solutions UK (part of the global GEHC Partners business).  Our team of over seventy health and social care specialists combines the agility, independent-thinking and responsiveness of Finnamore, a consultancy of 21 years' standing, with GE's scale, world class leadership, and technology base and the health transformation track record of GEHC Performance Solutions UK.  We do the hard stuff, from strategy to implementation, getting alongside our clients to deliver lasting outcomes together.  We are committed to achieving change and transferring skills for the long term and our results speak for themselves.

Substantial contract wins during 2014 have created opportunities for suitably qualified candidates to apply to join the GE Healthcare Finnamore team.  Interested candidates should submit their CVs to The Shilston Partnership by Monday 2 June 2014. All shortlisted candidates will be invited to complete a numerical and verbal reasoning test as well as attending an assessment centre on 23 June 2014 in London.

Apply now

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Training Team Manager

Training Team Manager Bingley

Summary

We are looking for a a talented people manager with experience of leading trainers in a fast paced contact centre or customer services environment.

Client Details

A leading financial services organisation based in Bingley.

Description

Key responsibilities will include:

Lead the training design and delivery team to deliver the creation of high quality training materials and delivery excellence in line with department objectives and targets.
Ensure TNA principles and practices are incorporated when working with the business and stakeholders across short and medium term operational training needs.
Ensure adoption of leading edge learning design principles and methods are across training team.
Responsible for robust design and delivery output
Manage all learning & development programmes including core programmes, regulatory, product and business change, to demanding business timescales and requirements.
Manage full version control and fulfil audit requirements to the correct standard.
Effectively manage the training team resources, resource planning and prioritisation.
Proactively encourage continuous improvements.
Ensure effective risk management processes are established within training in accordance with company's risk appetite and risk and control frameworks.

Profile

The ideal candidate will:

Be able to evidence a proven track record in a results driven training management role.
Be commercially aware, having worked in fast paced environments with high volume requirements.
Have the ability to use their personal impact and credibility to influence at senior levels.
Be able to demonstrate a strong track record of motivating a team to deliver excellent results.
Have in depth knowledge of current training methodologies.
Ideally we are looking for someone with CITP membership or relevant training qualification.

Job Offer

c£35,000 plus benefits

LocationBingleySalary£32000 - £36000 per annum + BenefitsReference13426323/001Contact NameMelanie Parkes

Summary

We are looking for a a talented people manager with experience of leading trainers in a fast paced contact centre or customer services environment.

Client Details

A leading financial services organisation based in Bingley.

Description

Key responsibilities will include:

Lead the training design and delivery team to deliver the creation of high quality training materials and delivery excellence in line with department objectives and targets.
Ensure TNA principles and practices are incorporated when working with the business and stakeholders across short and medium term operational training needs.
Ensure adoption of leading edge learning design principles and methods are across training team.
Responsible for robust design and delivery output
Manage all learning & development programmes including core programmes, regulatory, product and business change, to demanding business timescales and requirements.
Manage full version control and fulfil audit requirements to the correct standard.
Effectively manage the training team resources, resource planning and prioritisation.
Proactively encourage continuous improvements.
Ensure effective risk management processes are established within training in accordance with company's risk appetite and risk and control frameworks.

Profile

The ideal candidate will:

Be able to evidence a proven track record in a results driven training management role.
Be commercially aware, having worked in fast paced environments with high volume requirements.
Have the ability to use their personal impact and credibility to influence at senior levels.
Be able to demonstrate a strong track record of motivating a team to deliver excellent results.
Have in depth knowledge of current training methodologies.
Ideally we are looking for someone with CITP membership or relevant training qualification.

Job Offer

c£35,000 plus benefits

Apply now

View the original article here

Learning and Talent Manager

Learning and Talent Manager City of London

A multi-international specialist Financial Services business is looking for an L&D and Talent Manager to join the team. The new hire will work alongside the new Head of Learning and Talent to design and implement talent initiatives.

The focus of the role is on development, retention and talent management. There is excellent buy in from the wider HR team and senior stakeholder group, therefore the L&D Manager will be innovative and creative.

Responsibilities

Design and implement talent initiatives in line with the firm wide talent strateg to drive high performance

Support firm wide performance management processes including performance appraisals, 360 degree feedback, succession planning and promotion

Engage and partner with the HR Business Partner's to help identify and meet specific functional development needs and consult with the business as appropriate

Assist with the effective communication and marketing of talent and development initiatives

Look for creative opportunities to continuously improve existing L & D processes and work with the wider HR team to re-engineer existing processes

Participate and or lead in wider HR projects as required

The successful candidate will have a broad, full cycle L&D background including significant team management experience and a proven track record of developing and delivering line management training.

LocationCity of LondonSalary£60000 - £65000 per annumReference20541/001Contact NameEmma Castillo

A multi-international specialist Financial Services business is looking for an L&D and Talent Manager to join the team. The new hire will work alongside the new Head of Learning and Talent to design and implement talent initiatives.

The focus of the role is on development, retention and talent management. There is excellent buy in from the wider HR team and senior stakeholder group, therefore the L&D Manager will be innovative and creative.

Responsibilities

Design and implement talent initiatives in line with the firm wide talent strateg to drive high performance

Support firm wide performance management processes including performance appraisals, 360 degree feedback, succession planning and promotion

Engage and partner with the HR Business Partner's to help identify and meet specific functional development needs and consult with the business as appropriate

Assist with the effective communication and marketing of talent and development initiatives

Look for creative opportunities to continuously improve existing L & D processes and work with the wider HR team to re-engineer existing processes

Participate and or lead in wider HR projects as required

The successful candidate will have a broad, full cycle L&D background including significant team management experience and a proven track record of developing and delivering line management training.

Apply now

View the original article here

Talent acquisition and development specialist

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.

Apply now

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November, 2008

By Steve Pena Senior Instructional Designer and Implementation Consultant SyberWorks, Inc.

“Ok, we bought an LMS, put up a course and turned it on. We can start using this thing tomorrow.” So says your manager, as you look at him half in shock, and half with that can-do serious face that has got you this far.

Of course nothing is that easy. Listed here are ten tips that you can apply to make your LMS implementation go more smoothly. If you decide on these “philosophical” issues before you start an implementation, it will progress much faster.

Naming Conventions – Every data category needs a naming convention. Some might be very specific – for example: 'Smart' Class IDs — ABC-SAF-1-English-11-16-2008 — Where you have a code for your company (ABC), the category of the subject (Safety Level 1), the language it is being offered in (English, Spanish, Hindi), and the date it is offered (November 16, 2008). Or it can be a simple code like 'Safety101'Think about the people who will need to use this information and how to make these conventions both easy for them to identify and understand, and for you to organize. Here are some LMS areas where you can effectively decide on such conventions: UserIDs – employee numbers, email addresses, auto-generated?Passwords – email addresses, user-defined, or a fixed standard password changed by users when they log in for the first time?Courses – simple or complex coding structures?Classes – simple or complex coding conventions, or something in between?Course categories - subject-driven (safety, operating systems, nursing); organizational (Management, Corporate Mandatory, New Hire); something else?Hierarchy levels - Organizational or geographical?Reporting Needs – Perhaps better defined as “who needs to see what information.” Think of the different groups in your organization – students, managers, administrators, upper management, training managers – each of them probably needs different training information at different levels of detail.

For example, students might need detailed transcript reports, to let them know exactly where they stand in their training. Managers or supervisors may need to see who in their group is doing their training and who isn't – giving them a tool to remind the people who must still complete their training. Upper management probably wants total numbers, without details – such as percentages of people in their organization who are training according to plan, and percentages who are not – broken out by the separate groups they are managing.

Don't forget that these are training reports only - they aren't about job performance, pay scales, or anything outside the training realm. So be sure to investigate and understand your whole organization's training-information needs. You can then define the reports that need to be built to provide that information, including hierarchy-based reporting structures.

Catalog Management — Think of how you want to organize your course catalog. Some organizational techniques may be: Offering certain classes to specific groups in the organization – A hospital group may want nurses in a specific hospital to take classes only at that hospital, and not at any another facility.Creating a separate pricing structure for certain large customers – They might need their own catalog.Management leadership programs – You may want to limit courses and classes by management structure.By third parties – Such as, offering different distributors different course offerings.

All such cases separate out a portion of your entire catalog for a specific group. So consider defining those groups, and make sure you are able to deliver only the training products that you want them to access.

e-Commerce If you are going to offer your courses and classes through an e-Commerce portal, you will need to identify a merchant account that will handle all credit-card verifications and back-end banking. Authorize.net and Paypal are popular examples of such organizations.Competencies and learning paths – Many companies spend countless hours defining learning paths for attaining job roles, promotions, or other corporate goals. These are often scattered and loosely defined, or are adapted throughout the organization with no standardization. If you need to implement these types of plans, first spend some time understanding what is currently defined in your company and if it needs to be standardized (perhaps even streamlined) for training purposes.Branding – Some LMSs let you customize the look and feel or your training site. Determine what those needs are for you. Will your training portal need to parallel your company's existing Website design or its intranet's look and feel? You'll save a lot of time if you gather all company graphics (such as logos and special pictures you will need) and define the color schemes you want to use before your first LMS implementation meeting.User Information – There are many ways to get user information into an LMS. This will be defined by your organizational needs, for instance: You are an online learning provider - In this case, people will probably need to register for training through an online process.You have a stable employee work force - Here, you might need only an initial user-information upload, after which you can maintain the information manually through user editing screens.You have a very mobile work force - Maybe a nightly feed from your HR system would work best?So you should define your organization’s user base and your administrative capacity, and then select the appropriate loading and updating process for your user data. Certificates – Do you want to issue certificates to students who pass courses? If so, then define upfront what the certificates will look like and which course/class information will appear on them.Interfaces – Will the LMS need to connect with any existing corporate systems? These may include an HR interface, or a backend link to order data on your accounting system. Define what your needs are in this area. Talk with your IT department to see how hard it will be to create such connections, and how long it will take to get your project on their active project list.Help Administration – Who will handle help-desk requests from students? Will the requests be centralized in the training department or de-centralized to information experts throughout the organization (IT, course subject matter, networking, and so on). Depending on the size and needs of your organization, most LMSs allow you to disperse this help-desk load. So be sure to identify the people who will fill these jobs, especially their email addresses and phone numbers.

Finally, print this article and give it to your manager. It will help them understand the size of the job you face. Some of these items can be defined and decided easily, while others may take some time and involve other organizations (like marketing, IT, accounting, and sales).

A very simple installation, where all of these items are defined ahead of time, could be done within days (or a couple weeks). But for larger organizations, an LMS installation could easily require months before all necessary decisions are made and everyone reaches accord. Either way, this list should give you a good start on that process.

About the Author:

Steve Pena is a Senior Instructional Designer and Implementation Specialist at SyberWorks, Inc., Waltham, Mass. SyberWorks is a custom e-Learning solutions company specializing in Learning Management Systems, e-Learning solutions, and custom online course development.

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Accounting CS Client Access Wins 2012 Technology Innovation Award

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2012 CAMERA System Training

CAMERA System training will be available in February and March. This training will prepare you to administer CAMERA (Communications and Math Employment Readiness Assessment) and use the associated curriculum guidelines (Signposts) and instructional materials (workwrite).

Please read through the screening and registration form for more information about the CAMERA System and information on what to expect during training.

CAMERA Assessor Certification and Workforce Essential Skills training

Two days

February 25-27, 2014
March 25-27, 2014

PTP East Centre
815 Danforth Ave., Toronto, Ontario

$1250.00 + HST

Discounts provided to organizations sending more than one participant

For more information and/or registration forms please contact Heather Paterson at heatherp@ptp.ca or at 416-510-3266 ext. 23.

Screening and registration form

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Leadership & Learning Executive

Leadership & Learning Executive London

Championing innovative approaches to leadership learning, you’ll help to ensure the future for British Airways is stronger than ever. Your remit will have a truly global scope. As one of the leading brands in aviation, we have 44,000 staff based in a range of countries. Their specialties range from customer service to IT and commerce. We’ll look to you to ensure everyone’s leaders benefit from excellent learning and development provision, so we can all fulfil our promise ‘To Fly. To Serve.’

You will work with closely with a wide range of people – from HR and Finance Business Partners, to subject matter experts and, of course, leadership and management learning delegates. Taking care to find out what our business needs, you will scope, design and deliver business-wide learning solutions. Building leadership capability and behaviours, you will help to power high performance worldwide. You’ll also enjoy the opportunity to help Global Learning Academy colleagues create brand new leadership initiatives. Benchmarking trends and supplier knowledge, you’ll make sure everything you do is cutting edge.

To join us, you’ll need to demonstrate a track record of managing end-to-end learning and development with proven ROI. Your expertise spans everything from partnering and consulting, through to design, delivery and evaluation. Ideally, you will be accredited and experienced in the use of psychometrics such as MBTI, SDI and Hogan’s. You’ll certainly be an innovative thinker and a creative problem solver, with impressive influencing and coaching skills and a naturally collaborative approach.

To apply, please click on the apply link to visit our website.

LocationLondonSalaryCompetitive salaryReferenceUKWTS572Contact NameRecruitment

Championing innovative approaches to leadership learning, you’ll help to ensure the future for British Airways is stronger than ever. Your remit will have a truly global scope. As one of the leading brands in aviation, we have 44,000 staff based in a range of countries. Their specialties range from customer service to IT and commerce. We’ll look to you to ensure everyone’s leaders benefit from excellent learning and development provision, so we can all fulfil our promise ‘To Fly. To Serve.’

You will work with closely with a wide range of people – from HR and Finance Business Partners, to subject matter experts and, of course, leadership and management learning delegates. Taking care to find out what our business needs, you will scope, design and deliver business-wide learning solutions. Building leadership capability and behaviours, you will help to power high performance worldwide. You’ll also enjoy the opportunity to help Global Learning Academy colleagues create brand new leadership initiatives. Benchmarking trends and supplier knowledge, you’ll make sure everything you do is cutting edge.

To join us, you’ll need to demonstrate a track record of managing end-to-end learning and development with proven ROI. Your expertise spans everything from partnering and consulting, through to design, delivery and evaluation. Ideally, you will be accredited and experienced in the use of psychometrics such as MBTI, SDI and Hogan’s. You’ll certainly be an innovative thinker and a creative problem solver, with impressive influencing and coaching skills and a naturally collaborative approach.

To apply, please click on the apply link to visit our website.

Apply now

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Trainee Development Adviser

Trainee Development Adviser London - City

Client -
My client is an international leading law firm, looking for a Trainee Development Advisor on a permanent basis.

Role -
As the specialist Graduate Development Adviser you will be the main point of contact for trainees throughout their training contract within the firm. This will involve managing seat changes, organising inductions, ensuring the smooth running of their delivery, monitoring trainees performance, managing any secondment coordination, working with Partners and Law Schools, overseeing appraisals and managing the Trainee Development Assistant.

You -
Experience of working in Trainee Development and on projects is essential. The candidate will have preferably worked within a law firm and be a team player.

IMPORTANT NOTICE

It is Career Legal’s policy, as a matter of courtesy to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Career Legal is a Recruitment Agency and is advertising this permanent vacancy on behalf of one of its Clients. Thank you

LocationLondon - CitySalary£30,000 - £40,000ReferenceSS105413Contact NameSam Stafford

Client -
My client is an international leading law firm, looking for a Trainee Development Advisor on a permanent basis.

Role -
As the specialist Graduate Development Adviser you will be the main point of contact for trainees throughout their training contract within the firm. This will involve managing seat changes, organising inductions, ensuring the smooth running of their delivery, monitoring trainees performance, managing any secondment coordination, working with Partners and Law Schools, overseeing appraisals and managing the Trainee Development Assistant.

You -
Experience of working in Trainee Development and on projects is essential. The candidate will have preferably worked within a law firm and be a team player.

IMPORTANT NOTICE

It is Career Legal’s policy, as a matter of courtesy to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Career Legal is a Recruitment Agency and is advertising this permanent vacancy on behalf of one of its Clients. Thank you

Apply now

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Learning and Talent Manager

Learning and Talent Manager City of London

A multi-international specialist Financial Services business is looking for an L&D and Talent Manager to join the team. The new hire will work alongside the new Head of Learning and Talent to design and implement talent initiatives.

The focus of the role is on development, retention and talent management. There is excellent buy in from the wider HR team and senior stakeholder group, therefore the L&D Manager will be innovative and creative.

Responsibilities

Design and implement talent initiatives in line with the firm wide talent strateg to drive high performance

Support firm wide performance management processes including performance appraisals, 360 degree feedback, succession planning and promotion

Engage and partner with the HR Business Partner's to help identify and meet specific functional development needs and consult with the business as appropriate

Assist with the effective communication and marketing of talent and development initiatives

Look for creative opportunities to continuously improve existing L & D processes and work with the wider HR team to re-engineer existing processes

Participate and or lead in wider HR projects as required

The successful candidate will have a broad, full cycle L&D background including significant team management experience and a proven track record of developing and delivering line management training.

LocationCity of LondonSalary£60000 - £65000 per annumReference20541/001Contact NameEmma Castillo

A multi-international specialist Financial Services business is looking for an L&D and Talent Manager to join the team. The new hire will work alongside the new Head of Learning and Talent to design and implement talent initiatives.

The focus of the role is on development, retention and talent management. There is excellent buy in from the wider HR team and senior stakeholder group, therefore the L&D Manager will be innovative and creative.

Responsibilities

Design and implement talent initiatives in line with the firm wide talent strateg to drive high performance

Support firm wide performance management processes including performance appraisals, 360 degree feedback, succession planning and promotion

Engage and partner with the HR Business Partner's to help identify and meet specific functional development needs and consult with the business as appropriate

Assist with the effective communication and marketing of talent and development initiatives

Look for creative opportunities to continuously improve existing L & D processes and work with the wider HR team to re-engineer existing processes

Participate and or lead in wider HR projects as required

The successful candidate will have a broad, full cycle L&D background including significant team management experience and a proven track record of developing and delivering line management training.

Apply now

View the original article here

Pan Am/Parapan Am One Year Kickoff

Join the party!                                 

One Year To Go – #WeArePanAm Nathan Phillips Square is the place to be July 11 and 12, with an exciting program of live music, star athlete appearances, entertainers and activities the whole family can enjoy – and all for free.

Nathan Phillip’s Square
Friday, July 11th, 12:00-8:00 pm
Saturday, July 12th, 2:00-8:00 pm

The Coaches Association of Ontario will proudly join other members of sports communities throughout the city of Toronto to begin the exciting one year countdown to the 2015 Pan Am/Parapan Am Games.

Visit our booth to participate in any of the fun activities we have planned, including:

- Coach Patchi – Kids have the chance to meet the loveable Pan Am/Parapan Am mascot Patchi the Porcupine to coach him through a number of sports drills.
- Meet The Coach – Meet one of a number of high level coaches of Pan Am/Parapan Am athletes to find out their strategies, challenges and share their excitement for the coming Games.
- MY Coach – Submit a video selfie from anywhere at the kickoff to tell us all about a coach who has impacted you or your kids in their journey through sports. Submit to us and we could feature your clip on our website and social media. Find out more here.
- Let’s Get Coaching – Learn more about our new campaign to offer free training and certification for anyone interested in becoming a community level coach. Our goal is to train 2,015 coaches in 2015 so come see us to find out how you can participate!

To find out more about the event, visit the Pan Am/Parapan Am site here.

View the original article here

March, 2006

By Dana Fine, Senior Instructional Designer, SyberWorks, Inc.

There are several hundred e-Learning tools out in the marketplace today. Selecting the proper course-authoring tool for developing your company's online training content is no small undertaking. Today we are going to look at some solid strategies to help you select the course-authoring tool that is right for you and for your company's e-Learning / Learning Management Systems initiative. First we will start with some basic concepts.

According to Wikipedia.org, “a content-authoring tool is a software application used to create multimedia content typically for delivery on the World Wide Web. Content-authoring tools may also create content in other file formats so the training can be delivered on a CD (compact disc) or in other formats for various different uses. The category of content-authoring tools includes HTML, Flash, and various types of e-Learning authoring tools.”

Course-authoring tools can create online courses, while content-authoring tools create subject specific online content. Subject Specific Online Content more than likely has less features and functionality than an online course created with a course-authoring tool, but, this depends upon the software used to create the content. In the e-Learning industry, we generally use the two phrases interchangeably, and in this article, I will do so also.

Learning Management Systems (LMSs) are web-based software application platforms used to plan, implement, and assess learning processes related to online and offline training administration and performance management. LMSs provide an instructor a way in which to create and deliver content, monitor learners' participation, and assess student performance. LMSs also provide learners with interactive features, such as threaded discussions, web conferencing, discussion forums, and other methods of communication.

Generally, a Learning Management System has its own online content-authoring tool as part of the overall system. There are content-authoring tools / systems out there in the market that call themselves “Learning Management Systems”, but really are just front-end and / or presentation-authoring tools, with little or almost no LMS functionality. A good Learning Management System should work with many types of content-authoring tools.

In fact, many companies may start out using one or two content-authoring tools along with their Learning Management System. As their e-Learning initiative grows and changes over time, they use different types of content-authoring tools to achieve the various effects needed. This is often due to business changes and the fact that in many corporate training scenarios, a Learning Management System or other larger, more complex enterprise software systems use content-authoring tools to develop the online training content that is managed.

SCORM stands for Sharable Courseware Object Reference Model (SCORM), which is a set of specifications that, when applied to course content, produces small, reusable e-Learning objects. A result of the Department of Defense's Advanced Distributed Learning (ADL) initiative, SCORM-compliant courseware elements are easily merged with other compliant elements to produce a highly modular repository of training materials.

AICC standards apply to the development, delivery, and evaluation of training courses that are delivered via technology. AICC stands for the Aviation Industry CBT [Computer-Based Training] Committee (AICC), which is an international association of technology-based training professionals that develops training guidelines for the aviation industry.

Many e-Learning content-authoring tools are SCORM/AICC compliant. A rule of thumb is, as long as the content-authoring tool is SCORM/AICC compliant (creates SCORM/AICC compliant courses) and the Learning Management System is SCORM/AICC compliant (works with SCORM/AICC courses), they will work together.

Remember that not all tools are appropriate for all training delivery methods. It's important to consider the context in which course-authoring tools will be used. As you gather information, keep in mind that as long as your online training is founded on good instructional design principles, the interactivity produced by the authoring tool you choose will strengthen the learner's experience.

What type of training are you providing? Is it a blended learning experience? Will some training be online and some in classrooms? This will help determine which course authoring tools and LMSs you can use. Will you provide training on a CD Rom? Are your learners certifying on a product, service, or procedure? Are you teaching someone to use a certain software program?

What types of media will you use? Does the content-authoring tool of your choice support those file types?

Do you have the resources to support the types of online training you wish to develop? Graphic designers? Appropriate subject matter experts? Voice talent? Video producers? Models? Production Designers? Outside user testing? Etc.

What about after the training is developed? Does the training need to be refreshed periodically, anywhere from in 6 months to a year or beyond? Will any tests associated with the training change on a regular basis? Will you have the right resources and support in place for any ongoing e-Learning content development needs?

How much is budgeted for the project? Will you have a team of people to develop the training? Should you outsource? What things are specific to the type of training you will be developing that may be compromised by outsourcing? How steep is the learning curve associated with the tools you are thinking of using for the project?

What level of interactivity is required for the training? Simulations and other dynamic learning activities are great to have, but are they really appropriate or needed for the type of online training you will be developing? Flash has become the standard tool used for many interactive learning activities. If your authoring tool works with Flash, how much more do you need?

Some course-authoring tools may need plug-ins, but this has become much less of a problem in e-Learning today than it was just a few years ago. Obviously, if you are dealing with a group of learners who are not technically savvy, have older browsers (IE 4.0 or below; Netscape 4.0 or below), or mostly use slow dial up connections, plug-ins become a real liability in regards for delivering online courses.

What platforms will the training be delivered on? Does the online training you develop have to work across a combination of platforms such as PC, MAC, UNIX or others? Does it have to work across a variety of operating systems and / or browsers?

It's always best to evaluate any software or systems acquisition by looking at the total cost of ownership (TCO). TCO is a financial metric designed to help assess direct and indirect costs related to the purchase of any capital investment, such as (but not limited to) computer software or hardware. In this case, the TCO would include the cost of the application, training, upgrades, maintenance, and any other costs associated with the company owning the product over its lifetime.

The course-authoring tool that best meets your needs will depend entirely upon your situation. In the long run, applying due diligence during the evaluation process will save you time and money.

Dana Fine is a Senior Instructional Designer at SyberWorks, Inc. SyberWorks is a custom e-Learning solutions company that specializes in Learning Management Systems, e-Learning solutions, and custom online course development. Dana is also a frequent contributor to the Online Training Content Journal.

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Pan Am/Parapan Am One Year Countdown

The Countdown is officially ON! 

 This weekend marked the one year countdown to the Toronto 2015 Pan Am/Parapan Am Games and we celebrated with the city at Nathan Phillips Square with Meet the Coach, Coach PACHI, and more! If you couldn’t join us, here’s what you missed!

Premier Kathleen Wynne introducing the official countdown to the 2015 Games.

The countdown clock before…

… and after! Countdown is ON!

Kids coaching PACHI, the Pan Am/Parapan Am mascot, through some basketball drills.

Pan Am Gold Medalist Mary Spencer in the ring with an opponent!

Baseball Coach Sean O’Brien answers some questions about preparing for the Games.

Enter our MY Coach contest by submitting a short video about an amazing Coach in your life here
Learn more about our FREE NCCP courses in 2015 through Let’s Get Coaching here
Find out more about Ontario Coaches Week here
Nominate your Coach for the Coaching Excellence Awards here

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Training Consultant

Training Consultant Bradford

Summary

A fantastic opportunity for an immediately available Training Consutlant to join a large and established financial services organisation. This role sits within an established Training Academy within the HR team where they pride themselves on offering a variety of innovative, inspirational and diverse training & development solutions.

Client Details

My client is a very large financial services organisation based near Bradford.

Description

The role of the successful Training Officer is to effectively carry out a full training needs analysis, design, deliver and evaluate a range of training material to groups or individuals using a wide range of learning solutions.

Key task & responsibilities:

Through the TNA, you would beed to asses the training needs in the contact centre and identify appropriate solutions to meet these needs
You would also have the exciting responsibility to design a range of training solutions to ensure that specified learning objectives are met using a blended selection of learning media
You will also deliver a range of training solutions through a framework of instruction, training and facilitation to achieve the overall learning objectives

Profile

CIPD qualified or training qualification CITP or equivalent
Evidence of the full training life cycle, Training Needs Analysis, Design, Delivery and Evaluation
Evidence of identifying and driving Continuous Improvement in an Operational environment
Experience of Process and Systems training experience
Experience of contact centre environments would be very desirable

Job Offer

The client is offering a salary of £30-32K plus 25 days holiday and free parking.

LocationBradfordReference13413260/001Contact NameAmy Procter

Summary

A fantastic opportunity for an immediately available Training Consutlant to join a large and established financial services organisation. This role sits within an established Training Academy within the HR team where they pride themselves on offering a variety of innovative, inspirational and diverse training & development solutions.

Client Details

My client is a very large financial services organisation based near Bradford.

Description

The role of the successful Training Officer is to effectively carry out a full training needs analysis, design, deliver and evaluate a range of training material to groups or individuals using a wide range of learning solutions.

Key task & responsibilities:

Through the TNA, you would beed to asses the training needs in the contact centre and identify appropriate solutions to meet these needs
You would also have the exciting responsibility to design a range of training solutions to ensure that specified learning objectives are met using a blended selection of learning media
You will also deliver a range of training solutions through a framework of instruction, training and facilitation to achieve the overall learning objectives

Profile

CIPD qualified or training qualification CITP or equivalent
Evidence of the full training life cycle, Training Needs Analysis, Design, Delivery and Evaluation
Evidence of identifying and driving Continuous Improvement in an Operational environment
Experience of Process and Systems training experience
Experience of contact centre environments would be very desirable

Job Offer

The client is offering a salary of £30-32K plus 25 days holiday and free parking.

Apply now

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Training Officer

Training Officer Cheshire

We are looking for candidates who can support the full learning cycle from design through to delivery and evaluation.

Your role will be to provide comprehensive training and support to the business enabling managers to focus on Performance Management across their teams and deliver and facilitate engaging and output-focused training courses.

You will have:

· Experience of rolling out a Management Programme, focused on developing first line managers on performance management across their teams

· Experience of the design and delivery of training around performance, absence and behaviour

Some travel will be required to company sites.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

LocationCheshireSalaryUp to £32,000DurationPermanentReference13171 JKCCBContact NameRecruiters

We are looking for candidates who can support the full learning cycle from design through to delivery and evaluation.

Your role will be to provide comprehensive training and support to the business enabling managers to focus on Performance Management across their teams and deliver and facilitate engaging and output-focused training courses.

You will have:

· Experience of rolling out a Management Programme, focused on developing first line managers on performance management across their teams

· Experience of the design and delivery of training around performance, absence and behaviour

Some travel will be required to company sites.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

Apply now

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HR Programme Management Trainer/Coach

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.

Apply now

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