Monday, 16 April 2018

2 Tips to KNOW: Are you an Invisible L&D/ Training/HR person?



Dear HR, Training & L&D Department,


2 Tips to KNOW: Are you an Invisible L&D/ Training/HR person?

L&D, Training and HR Champions does lots of operational work for the company but my question to you is, is your task/projects being recognized from the top as a change driver to the business that will increase more profits to the business?  If you don't know and you would like to know how to be visible to the top management, here are some ideas:

1.Start thinking of your training programs as a business.  Your participants are your customers. Hence as a customer you need to be tip top not just in operational duties (module designing, trainer sourcing, training rooms, food, level 1 and 2 evaluation data) but you need to also think from a strategic point of view. 
Ø  Start with:

a. Identifying how employees are already developing and then enabling whatever technology or content that involves
b. Partnering with other human capital functions, as well as line managers, to ensure that experience-type learning is happening
c. Ensuring that systems and processes make it easy to find expertise in the organization and don’t hinder communication 

2.  Re-engineer your Vision and Mission of what are your end ROIs after programs are done.

Ø  Start with:

a. Trainings not to be just Level 1 and 2 but BEGIN with Level 3 (project based training) – Contact TLMM, if you wish to have a simple Level 3 system.
b.  Re-look into 7S McKinsey model and map out your Vision and Mission in this manner.
c. Start having discussion groups and make sure you Speak Like a PRO.  Don’t mumble away as you are in charge of training and you are supposed to be wiser than everyone else.  If not no point you are in charge of training right?

When you do this 2 process steps, you will be made visible very soon.

The FUTURE of L&D – Are you Ready in Malaysia?



Dear HR, Training & L&D Department,

The FUTURE of L&D – Are you Ready in Malaysia?

When a client provides TLMM with a task to source for trainers, we just don’t find trainers from the streets’ but literally do careful diligence to source the best of the best 3 strong expert trainers.  Further more we will not just match but ask very relevant questions to the Training/HR or L&D teams to WHY/WHAT/HOW based on the contents needed and application processors back to their employees (learners)

Most often, we realize majority Training/HR or L&D champions hardly have a clue (on their learners style of learning and their maturity level on adoption of what works best.  Hence we wish to share with you on what is going on Internationally and how we in Malaysia can adopt this approaches slowly  but surely.

READ THIS:
  1. The future of L&D is digital, take a look at what can be early adoption learning tech options that you and your employees can do.

  1. ATD surveys on microlearning found that 92 % of companies that currently use microlearning expect their organization to increase its used of microlearning next year. Talent development professionals also suggest that microlearning courses should ideally be 10 minutes long.

  1. Inside Higher Education has just released:  “Lifelong Learning Through Alternative Credentials,” a collection of articles - including one on Udacity’s nanodegree programs - that cover alternative education options for professionals looking to develop new skills.

  1. Micro-learning, social learning, and AI and virtual reality are among the learning technology trends highlighted by L&D experts in HR Dive.

An HR Dive feature suggests that e-learning can close the skill gaps for BLUE COLLARS but that companies in the manufacturing industry will be slowest to adopt learning technology since a majority of their training investments may go to compliance training instead.

3 Secrets on How to Find the Best of the Best Trainers?




Dear HR, Training & L&D Department,

The Learning Matchmaker has a record of 5000 training providers in Malaysia.  But this does not include free lance trainers which we estimate 15000 people.  The numbers keep on growing due to low barriers of entry which is a great opportunity for many people who wants to make their career as a trainer. However as an employer, we get confused at times on the sourcing of the best of the best trainers.  Here are our 3 secret tips we wish to share with you on one of our competencies on how TLMM (The Learning Matchmaker) sources for trainers.

3 Secrets on How to Find the Best of the Best Trainers?

1.    Trainers Open Doors and Help participants to Create Opportunities for Growth: A trainer who has already had the experience and connections can help open the doors of opportunity that participants don't know about yet or have access to (helping you to design a better framework of program rather than follow outride what you have given). A trainer that is willing to give more rather than hold back his knowledge because he is not paid enough.

2. Trainers Can Help you develop participants Abilities and Strengths: A good trainer will set you up  to succeed, not leave you alone to fail.  A good trainer should challenge you to go a step further in training and even though it may be costly a good trainer can give this for FREE should budget become an issue.  Trainer does profiling test * evaluates the data with participants in advance before beginning the workshop (which can be easily found on line for FREE).

3. Trainers Set the Pace and are an Example: Trainers show you where to go and what to do.  The will help you to stay motivated and challenge participants thoughts constantly but following the pace of your participants.  


Until our next reading article,