Wednesday, 12 December 2018

When Interviewing a Trainer - Will this be a DISCUSSION or PRESENTATION

Dear HR, Training and L&D Champions,

When Interviewing a Trainer - Will this be a DISCUSSION or PRESENTATION

We have learnt our lesson. Before arranging for trainers to present to our clients, we need to ask if its a discussion or presentation. WHY?

If you are thinking all this while that during the 1st interviewing meeting; trainers definitely need to 'present' via their laptops, let me share with you that there are other clients that wants them to 'discuss' and not hide behind their presentation slides. However, there is no 1 fit answer here.  

This depends on the timeline ability (meaning do you have a lot of time to schedule 2 interview meetings with the trainers, if yes go ahead and design your own best style of interview meetings) . But let us share with you some TIPS in the industry.

So what are the reasons to have the 1st meeting as a 'discussion' rather than a 'presentation'? The reasons to ask a trainer to discuss is to evaluate the following:
  1. To gauge the level of conversational ability of the trainer
  2. To find out how deep is the depth of knowledge on the subject of their training
  3. To know the trainer himself/herself on personal level (although its only a 1 hour discussion)
Here are some questions you can ask the trainer during your discussion phase:
  • What exactly does your business do?
  • How does your business define success?
  • What is your growth plan for the next few years?
  • Why do you think we need (the training you wanted)?
  • Why do you deserve to be our trainer?
  • How & Why should a trainer ensure best contents are deliver to learners?
Hope the above can teach you some new insight on various methods that can be used when interviewing a trainer during the 1st meeting.

Until our learning article, 

TLMM Quote for December 2018: Don't re-invent the wheel or lay the same foundation as your predecessors. THINK. CHANGE. ACT.

Regards,
Cheryl Lourdes & The MatchMakers
We Consult, Match & Screen Best Expert Trainers in Town!
 TLMM' recent validation since started in Y2010:
  • Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
  • Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
  • Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Wednesday, 5 December 2018

When Your Trainer Becomes Corky & Disrespectful to your team

Dear HR, Training and L&D Champions,
When Your Trainer Becomes Corky & Disrespectful to your team

TLMM recently won our 4th Award under the category of Background Screening Provider for Trainers in Asia. The competencies that we display on matching a credible trainer is not defined only by the trainer's live performance in the workshop, but its the accumulative years of data based on character, integrity, respect, humbleness, willing to learn and serving like a servant.

We had recently blacklisted a very high performing trainer (meaning your employees will love him when he trains and they will learn). The reason is this 'bad-ass' trainer (pardon my language) displayed character changes from being a very nice person few years ago to a really nasty and cocky trainer. So I started thinking on the reasons of why someone can change? and knew that this is related to FAME, POWER & MONEY! When fame, power and money gets into the head of people they will not know how to be their selves and steps on everyone to make it big time. 
So how can you be cautious and not hire this corky trainer?
  1. Trainer needs to be good (and patient) listener - Some of the qualities of a good trainer are absolutely non-negotiable. The capacity to listen, ask the right questions, and understand the needs of the learner is at the top of this list rather than promoting his own brand.
  2. Have a finger on the pulse of learning trends - What elevates a trainer from ‘just okay’ to great, is an awareness of the latest training trends. Effective trainers keep up with current research in adult education and digital delivery and look out for opportunities to incorporate proven trends into their training.
  3. Analyze and improve again, and again, and again - The best trainers constantly ask themselves: “what makes a good trainer?”. They’re not only focused on developing their learners, but also developing themselves. Great trainers don’t shy away from constructive feedback but take it as an opportunity to re-examine their methods and do better the next time around.
  4. Lifelong learning - What does it take for the trainer to be a lifelong learner in your field of expertise?  Trainers who regularly undertake their own learning are more in touch with the struggles and triumphs of the everyday adult learner. This makes them more effective in choosing content types, topics, and convenience features like mobile learning when planning a course.
Until my next learning article, remember be CAUTIOUS of the trainer who is a 'bad-ass cocky type - they will make a change for your organisation but not themselves - so that I call a fraud!


Contact TLMM to source and match you best credible trainers

TLMM Quote for November 2018: Don't re-invent the wheel or lay the same foundation as your predecessors. THINK. CHANGE. ACT.

Regards,
Cheryl Lourdes & The MatchMakers
We Consult, Match & Screen Best Expert Trainers in Town!
 TLMM' recent validation since started in Y2010:
  • Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
  • Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
  • Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Wednesday, 7 November 2018

Understanding Millennials isn't just about employing them only... but knowing how to Market your messages to them is Crucial

Dear HR, Training and L&D Champions,

Understanding Millennials isn't just about employing them only... but knowing how to Market your messages to them is Crucial
As millennials move into leadership roles, they’re going to be making 'buying' decisions, so it’s important for HR, Training and L&D Custodians to understand how to 'market' and 'train' this generation (Do note everyone is a sales and marketing person - we need to learn how to drive our messages to employees)

Here are 2 ways:

1. Millennials love to use reward programs. 
Whether it’s through earning points or a loyalty program millennials are eager to have bosses recognise them as special, unique and appreciated.
Question: How can you have a reward system in place (something like a FB messaging system, but here its merely rewarding employees on simple achievements and bosses , staff giving ongoing feedback through the system) 
TLMM researched this site for you to source: https://youearnedit.com/
2. Millennials use and value online reviews. 
They will share their opinions and check up on others’ feedback. They are comfortable communicating with their favourite brands through social media -- and expect responses to both complaints and compliments.
Question: Do you have group sessions/ open door concepts/ inclusion sessions that cultivates reviews for your employees to 'poor' out their concerns and at the same time receive feedback?       
TLMM researched this site for you to source: https://www.tinypulse.com/

Hope you have learnt!

TLMM Quote for November 2018: Don't re-invent the wheel or lay the same foundation as your predecessors. THINK. CHANGE. ACT.

Regards,
Cheryl Lourdes & The MatchMakers
We Consult, Match & Screen Best Expert Trainers in Town!
 TLMM' recent validation since started in Y2010:
  • Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
  • Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
  • Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Tuesday, 16 October 2018

85% of employees globally workforce are not engaged

85% of employees globally workforce are not engaged

From the study of Forrestor Consulting, they have researched that embracing continuous performance management is the Key to getting employees to be engaged. The issue with disengaged employees will effect global economy and incur losses to 7 Trillion USD losses in productivity.

Here are the advantages of why HR, Training and L&D Champions need to cultivate an engaged workforce
1. Help increase productivity by 1.5 times more
2. Consistency of coaching and mentoring culture
3. Boosting happiness levels and stress free

Here are the disadvantages should HR be fully engaged to embrace a continuous performance management process.

1. This will be time consuming for HR
2. Monthly meetings, and progress reports needs to be assessed.
3. Ideal HR staff needed to be recruited to empower this vision

However, as a People Department (HR, Training and L&D champions) we need to be optimistic all the time.  Lets start embracing a continuous performance management culture.  



Hope you have learnt!

Regards,
Cheryl Lourdes & The MatchMakers - We Consult, Match & Screen Best Expert Trainers in Town!


TLMM' recent validation since started in Y2010:
·         Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
·         Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
·         Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Monday, 15 October 2018

3 Ways: Why Mentoring is the Key to Retaining Employees

Dear HR, Training and L&D Champions,

3 Ways: Why Mentoring is the Key to Retaining Employees

According to the 2016 Deloitte Millennial Survey, 63% of millennials say their leadership skills are not being fully developed. It also found that those intending to stay with their organization for more than five years are twice as likely to have a mentor (68%), than not (32%).  Millennials are frequently looking for purpose in their work, so allowing them to explore that space while they move through their career will increase their enjoyment with their job.

1st Way:  Conduct Reverse Mentoring
Reverse mentoring is an initiative where older executives are mentored by younger employees on topics like technology, social media and current trends. It is shocking and but try doing a pilot on Reverse Mentoring and you will be amazed of how this helps make your Millennials and even the Gen Z be more happier and finding a fulfilling purpose.

2nd Way: Micro Mentoring
A millennial may have multiple mentors over a small time frame, as they go to different resources for areas such as job searching, interviewing, salary negotiation, onboarding, team development, and working with a new manager. You can search this 'micro mentoring' engines and suggest to your millennials

3rd Way: Group Mentoring
This  methodology is for individual development that utilizes multiple experts and multiple learners in a group setting. Although structured as a group, learning is individual and each mentee works on their own unique learning needs and development goals. The benefit of group mentoring is alignment of skills to various mentors skills.

Regards,
Cheryl Lourdes & The MatchMakers - We Consult, Match & Screen Best Expert Trainers in Town!


TLMM' recent validation since started in Y2010:
·         Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
·         Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
·         Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Understanding Millennials isn't just about employing them only... but knowing how to Market your messages to them is Crucial

Dear HR, Training and L&D Champions,

Understanding Millennials isn't just about employing them only... but knowing how to Market your messages to them is Crucial

As millennials move into leadership roles, they’re going to be making 'buying' decisions, so it’s important for HR, Training and L&D Custodians to understand how to 'market' and 'train' this generation (Do note everyone is a sales and marketing person - we need to learn how to drive our messages to employees)

Here are 2 ways:

         1. Millennials love to use reward programs. 
    Whether it’s through earning points or a loyalty program millennials are eager to have bosses recognise them as special, unique and appreciated.
    Question:  How can you have a reward system in place (something like a FB messaging system, but here its merely rewarding employees on simple achievements and bosses , staff giving ongoing feedback through the system) 
    TLMM researched this site for you to source:https://youearnedit.com/ 
    2. Millennials use and value online reviews. 
    They will share their opinions and check up on others’ feedback. They are comfortable communicating with their favourite brands through social media -- and expect responses to both complaints and compliments.
    Question:  Do you have group sessions/ open door concepts/ inclusion sessions that cultivates reviews for your employees to 'poor' out their concerns and at the same time receive feedback?           
TLMM researched this site for you to source https://www.tinypulse.com/

Hope you have learnt !

Regards,
Cheryl Lourdes & The MatchMakers - We Consult, Match & Screen Best Expert Trainers in Town!


TLMM' recent validation since started in Y2010:
·         Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
·         Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
·         Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors

Studying Big Data - Purpose: To Retain Talented Millennials

Dear HR, Training and L&D Champions,

Studying Big Data - Purpose: To Retain Talented Millennials

We all know about the statistics that says 'millennials will only stay at their company for 2 to 3 years max'. Surely this is an alarming button for the Talent  and HR Department.  So what can you do better?  We identify this through Assessment first which is studying data...'advertisement companies are calling this BIG DATA.

Listening closely to the various generations will give HR greater understanding of the motivations of each segment and help define dimensions os different value propositions:  COMPENSATION, VACATION TIME, WORKING HOURS AND DURATIONS.

Big Data's purpose for the Talent Departments and HR Departments is to understand employees better and measure , assess the impact of HR initiatives on employee satisfaction, performance and retentions.  Here are 3 ways why data is needed:

1. Data can be analysed to understand the value of each dimension (mentioned above) to propose best propositions for different employee profiles.
2. Data can be used to define packages to employees proactively
3. Data can be used for historical purposes

So start equipping yourself today by doing research online first, read books from the bookstore and than only going for training.  

Hope you have learnt!

Regards,
Cheryl Lourdes & The MatchMakers - We Consult, Match & Screen Best Expert Trainers in Town!


TLMM' recent validation since started in Y2010:
·         Award Winner 2015 for Best Background Screening Provider By Human Resource Vendor
·         Award Winner 2017 for HRD Movers and Shakers Best Innovation Practices in Learning and Development
·         Award Winner 2017 for Best Background Screening Provider By Human Resource Vendors