November, 2006

(Part 2 of 4 Part Series)

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

In our first article, we looked at developing a ‘circle answer conditional’ learning activity and discussed some variations relating to various types of scenarios. In this example, the learning activity is “conditional” because the user has a choice of answers and the learning activity will respond a certain way, depending upon the answer that the student selects.

Today, we will examine the 'drag and drop, many to one correspondence' learning activity and provide some variations, so you can see how this learning activity may be used in various learning scenarios. Again, I would like to stress that any number of learning activities can be developed using Flash, with varying levels of difficulty and sophistication. The selection of these four learning activities is by no means exhaustive or definitive. This series provides a framework for how you can go from concept to learning-activity development. As with the first example, we will provide a link to a sample for your viewing. Let's begin.

Description:

This learning activity consists of a list of elements that each fit into a category. More than one element may be dragged to a category, but each element may only be dragged to one category. In other words, the same element cannot be dragged to two categories. However, different elements may be dragged to the same category. After the student successfully drags the elements to the correct categories, the student gets a congratulations screen specific to that learning activity.

Functionality:

First, instructions appear describing the learning activity, with directions. The student then drags the first-column choice on the left side of the screen to the second-column category to which he believes the first-column choice belongs. If he is correct, the first-column choice aligns next to the second column choice, and he will hear audio indicating that his choice was correct. If he is incorrect, the first-column choice returns to the first column and he may hear audio indicating that his choice was incorrect. More than one element in the first column may belong to a choice in the second column. After the student has successfully dragged all choices to the correct second-column categories, the student sees a congratulations screen and hears applause.

A Drag and Drop, Many to One Correspondence:

INSTRUCTIONS:

You are placing new supplies/merchandise into the correct cart for distribution by department. Drag the supply/ merchandise to the correct distribution cart:

Picture or chart indicating elements and categories available: Example, fill in for your learning activity:

Picture or chart indicating questions and answers available: Example, fill in for your learning activity:

Element heading (Supplies/Merchandise)Category Heading (Distribution Cart)

The first column is randomized so that the student has to find the correct answer. (We need the question template to show us the correct answers before we randomize them.)

Ending Text Message (may be a picture) Audio is generally applause. Example, replace for new activity:

Fractions are fun! Congratulations!

Here is a link for you to check out the “One to Many” learning activity http://www.syberworks.com/onetomany_sample.html

Below are some variations of the 'Drag and Drop, One To Many Correspondence' examples where this method of learning is useful:

Example: 1 In a project management course where users would identify logical steps of a process by identifying their sequence within multiple project stages.

Example: 2 Diagramming a procedure in a complex manufacturing setting where learners are being certified on various tasks as part of their job requirements.

So, until next time, have a great month!

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

The Online Training Content Journal 

The Online Training Content Journal blog looks at best practices, techniques, and trends in online training development and e-Learning instructional design.

View the original article here

Learning & Development Specialist

Learning & Development Specialist Manchester

Due to the secondment of the existing post holder, an exciting fixed term opportunity has arisen for an innovative and dynamic Learning and Development Specialist to join our highly motivated and progressive Human Resources Division.

This impactful role is designed to create an inspirational and innovative learning and development culture which is central to our University’s success and is highly regarded by our people. 

Working proactively with senior leaders, business managers and HR Business Partners you will analyse and identify learning and development needs.   As part of a wider team of forward thinking specialists you will collaboratively provide innovative and creative learning and development solutions to support the strategic and operational business needs of our University, its employees and teams.

To be successful in this role we are looking for an enthusiastic individual with energy and passion who has had significant experience of working with senior managers and leaders to shape strategic and operational learning and development interventions and solutions. 

You will have a demonstrable track record of success in the application of learning and development solutions with evidence of providing tangible improvements in individual and business performance.  The successful candidate will also have confidence operating in an environment of transformational change, and have the ability to inspire and motivate a diverse audience through the delivery of blended learning techniques and the application of e-learning technology.

To gain further insight into the role and to apply for the vacancy please follow the link below.

Closing date: 15 February 2015

The University of Salford is committed to an inclusive approach to equality and diversity.

LocationManchesterSalary£38,511 - £45,954 PADurationFull time, Fixed term – 24 monthsReference1443770Contact NameRecruitment

Due to the secondment of the existing post holder, an exciting fixed term opportunity has arisen for an innovative and dynamic Learning and Development Specialist to join our highly motivated and progressive Human Resources Division.

This impactful role is designed to create an inspirational and innovative learning and development culture which is central to our University’s success and is highly regarded by our people. 

Working proactively with senior leaders, business managers and HR Business Partners you will analyse and identify learning and development needs.   As part of a wider team of forward thinking specialists you will collaboratively provide innovative and creative learning and development solutions to support the strategic and operational business needs of our University, its employees and teams.

To be successful in this role we are looking for an enthusiastic individual with energy and passion who has had significant experience of working with senior managers and leaders to shape strategic and operational learning and development interventions and solutions. 

You will have a demonstrable track record of success in the application of learning and development solutions with evidence of providing tangible improvements in individual and business performance.  The successful candidate will also have confidence operating in an environment of transformational change, and have the ability to inspire and motivate a diverse audience through the delivery of blended learning techniques and the application of e-learning technology.

To gain further insight into the role and to apply for the vacancy please follow the link below.

Closing date: 15 February 2015

The University of Salford is committed to an inclusive approach to equality and diversity.

Apply now

View the original article here

February, 2007

By David Boggs, CEO of SyberWorks

This article discusses things to consider, when developing a learning management system (LMS) hierarchy that makes sense for your company's business environment.

Many businesses use different departments, organizations, locations, or other structures to distribute and organize their personnel. And when fitting their users into a learning management system, they'll want to use corresponding hierarchy information, to allow the system to manage how it distributes reports and other training information. For example, a franchised business may use a location-based hierarchy, with one section for corporate-owned stores and another for private franchises. Or a global business may want to manage, and report on, user training by country, city, facility, and department.

Based on user positions in a hierarchy, learning-management-system reports can show certifications achieved by country (at a higher level in the hierarchy) or department (at a lower level in the hierarchy). In the same way, hierarchy-based reports could list transcript results by franchisee or store.

Each hierarchy level can also have an administrator for that level: by store, by department, by function, and so on. Administrators at each hierarchy level and location can receive permission to enter, edit, deactivate, and otherwise manage users within their level and location.

Similarly, reports for each hierarchy level can be generated by users with “reporter” roles in their levels, as well as by higher administrators. For example, to determine who still needs to finish training, store managers can generate reports of how many people passed, failed, or did not finish courses over a selected period of time. These reports could also show who achieved what grades, to help store managers see who still needs to recertify in required skills. Such reports also allow administrators higher in the hierarchy than store managers to see how well the store managers are handling their training responsibilities.

Another item that must be decided prior to implementing a learning management systems hierarchy is which operational rights you want to grant at each hierarchy level. You may allow only system administrators to enter new user profiles into the LMS. Or you may let only site administrators edit user profiles, assign job roles, and authorize users to take courses.

You also may want to allow some managers at the lowest hierarchy levels (and at levels above them) to run certain reports, but not to administer users in their levels. Instead of making these managers “level administrators,” you could make them “level reporters.” In a typical hierarchy, “level reporters” are associated with specific locations and users in the hierarchy, and can only run reports for these locations and users. Their access to administrative functions is restricted.

Remember that learning management systems hierarchy is a way of organizing and managing the training of your people. It requires some thought. The business rules that you establish for your LMS hierarchy must mirror your organization's framework and your e-Learning program's goals and objectives. For this reason, there are many different ways to organize, implement, and manage organizational training, including by online “campuses,” training facilities, classes, user “monitoring groups,” and required job roles, competencies, and learning events. We will address these other groupings in subsequent articles.

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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Experts Express 2014

APPLY HERE

The Coaches Association of Ontario is thrilled to be launching their very successful Experts Express program for a third time! The Experts Express program provides club coaches in Ontario with the opportunity to further the knowledge they have learned in their NCCP training with the assistance of provincially endorsed experts.  As an expansion of various Competition Introduction and Competition Development modules, the four areas of expertise available are Sports Psychology, Nutrition, Leadership & Management and Coaching Athletes with a Disability.

Funded by the Quest for Gold Lottery – Enhanced Coaching Program, 10 successful applicants will be allotted 8-12 paid hours with their assigned expert, an estimated value of $1000.  The expert will be provided with a club profile and will create a tailored program plan to suit the specific needs of the coach and club.

The timeline for this year’s session of Experts Express will run from July 2014 until March 1, 2015, allowing coaches to use the provided expertise at a time most convenient and effective for their club.  The application is now online, and the deadline for submission is June 25th, 2014. All eligible coaches are encouraged to apply – this is an opportunity not to be missed!

In the previous two sessions of Experts Express, a combined 41 coach/club groups have benefitted from the program across 21 sports, including volleyball, basketball, baseball, soccer, field hockey, rugby, hockey, figure skating, curling, Nordic & freestyle skiing, biathlon, snowboarding, karate, boxing, fencing, archery, athletics, equestrian, water polo, and synchronized swimming.  In both previous sessions, the CAO has received overwhelming positive feedback from participant groups.

The CAO believes that the Expert Express program has the potential to be extremely beneficial for coaches across the province.  Access to this level of expertise can take your coaching abilities to the next level, and assist in fostering relationships between club coaches and specialists in these four areas.  We hope that this program has a ripple effect – that coaches participating share their new found knowledge with their peers and apply it in practice, ultimately heightening the level of sport in Ontario.

APPLY HERE

Please visit the Experts Express page of our website here, for further program details, information on coach eligibility, selection criteria and the online application & PSO support form.  If you have any further questions or concerns, contact Shelby Harding by email at express@coachesontario.ca or by phone at 416-426-7139.

View the original article here

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

Senior Learning & Development Manager - Commercial

Description

From a secret recipe to a bold idea and very proud traditions, we build the future. Coca-Cola Enterprises (CCE) manufactures, distributes, sells and markets some of the world’s strongest brands in non-alcoholic beverages. We are part of Coca-Cola Enterprises Inc, the leading Western European marketer, distributor, and producer of bottle and can non-alcoholic refreshments and the world’s third-largest independent Coca-Cola bottler. Some of the brands you will find in our portfolio are Coca-Cola®, Fanta®, Powerade®, Glaceau Vitaminwater®, Monster® and Caprisun®.

Leading brands, great people, growth and the reward that comes with it: the raw materials for success are right here. But still, success depends on our skilled management sharing thirst: a thirst for getting more and better from our people and systems, a thirst for pushing limits, and a thirst for the rigour and challenge of a fast moving business.

Do you have a personality with the power to influence and connect?
Can you sustain the pace to keep on growing?
Will you make an impact with your desire to win?

Senior Learning and Development Manager

Permanent

What you become a part of

• Leading a team to consult, design & deliver learning solutions for the Commercial Function across Europe
• To design solutions through internal or external methods that delivers a performance improvement through effective learning and development.
• To lead the deployment of quality learning solutions for the Commercial Functions
• Front Line Account Manage the Commercial HRBP teams as appropriate
• Line Manage a team of European L&D Managers

What to expect

• Consult and design solutions through internal or external resources to deliver a quality solution for our customers
• Work with L&D Services to review effectiveness of solution and evaluate ROI.
• Line management of L&D Managers to ensure all solutions are delivered on time and to agreed objectives
• Proving a first class L&D service to the European Sales and Marketing Team
• Delivering the budget and management of vendors
• Full implementation of the L&D Commercial Plan
• Managing design feedback from facilitators/L&D Managers
• Managing relationships with HRBPs and Commercial Stakeholders
• Delivery of quality L&D projects on time, in budget and meeting the business needs
• Performance management of L&D Managers
• Budgetary management

Job Activities

• Partner the HRBP for Commercial European Teams to deliver key projects and initiatives from a professional L&D perspective
• Using internal consultancy methodology, design and deliver a learning solution that delivers the requested business need and raises performance/capability.
• Lead key internal L&D projects to improve business performance and build the capability of our people
• Lead work with the L&D Services/ field L&D team to ensure an effective implementation plan for rollout.
• Build and maintain positive external contacts to keep up to date with the external market and latest trends in L&D.
• Apply project management methodology to manage and monitor progress on development solutions.
• Be responsible for the budget in line with design/implementation costings and travel expenditure
• Identify and evaluate future trends within the Development ‘market’.
• Liaise with the Instructional design team where required
• Lead the L&D Design to deliver quality L&D solutions with pace, efficiency and creativity
• Deliver senior training where required.
• Manage queries from facilitators on course content and feed through to the relevant L&D Manager
• Ensure sufficient supplies of materials are available to meet the plan
• Review evaluation feedback, define appropriate actions and progress
• Line manage and deliver the ‘My Development Experience’ for L&D Managers and ensure appropriate resource and capability levels within the team
• Continuously assess the quality assurance activities to ensure the standard of delivered training is in line with requirements. Coach as appropriate to improve standards
• Act as point of reference for, and supply expert advice to facilitators with regard to course delivery
• Identify where learning products may require update/maintenance, action or feed through as appropriate
• Deputise for the AD Commercial as necessary

Qualifications

What we expect of you

Experience in applying organisation development solutions in a cross matrix organisationExtensive L&D design and delivery expertiseExperience in leading large scale, complex projects from an L&D perspectiveStrong theoretical understanding of Learning development and how to apply in a pragmatic way to deliver an effective result for the customerProven track record of large scale, remote team managementExcellent internal consulting skillsProject management skillsExcellent communication and facilitation skillsPsychometric assessment tools - advantageousCIPD or country equivalent – preferredEuropean Travel 15-30%

Application

If this role is of interest to you, please upload a recent copy of your CV below and a member of the Talent Acquisition team will be in touch.

www.cokecce.com/careers

We believe that equal opportunities means inclusion, diversity and fair treatment for all.

Apply now

View the original article here

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

View the original article here