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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/AWith 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
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..
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:
Profile
The ideal candidate will:
Job Offer
c£35,000 plus benefits
LocationBingleySalary£32000 - £36000 per annum + BenefitsReference13426323/001Contact NameMelanie ParkesSummary
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:
Profile
The ideal candidate will:
Job Offer
c£35,000 plus benefits
Apply now
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
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 NameRecruitmentChampioning 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
