Could you help me answer this question as a guideline for my retake-exam,Please. :cry:
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-What can government do and why to encourage employers and individual workers to take more interest in learning and development?
-How has the roles of the 'trainer' changed in modern business organizations?
Describe the new roles, and please give reasons for their importance.
From United Kingdom, Manchester
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-What can government do and why to encourage employers and individual workers to take more interest in learning and development?
-How has the roles of the 'trainer' changed in modern business organizations?
Describe the new roles, and please give reasons for their importance.
From United Kingdom, Manchester
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Hi purebun,
Govt can do plenty...
* Subsidize & promote L&D as a social message across all the media..
* Ensure transparency in job selection
* Praise or bestow accolades on educational/intelligentsia class to biuld up me too marketing...
Trainer's role has changed plenty...earlier he was an enlightener but now a coach to make the change in people's attitude.
Now he is strategic partner & is expected to link the HR process to the organization..
Happy reading...
Rajat
Checklist of training tools for the learning organization
To ensure you are a key strategic partner in your organization’s future, here is a personal checklist of tools that will help you keep up with training technology. Answer yes or no to the following statements:
Is your organization a learning organization? If not, are you playing a key role in its development?
Have you designed a web page for your training department?
Have you created an on-line training resource guide for your organization?
Do you partner with your information-systems team to create interactive training resources?
Have you created a PowerPoint presentation?
Have you delivered a PowerPoint presentation?
Do you keep abreast of the latest training and technological trends by reviewing books, articles, and websites?
Do you navigate the Internet on a regular basis?
Have you participated in a video conference?
Have you participated in a ‘webinar’ (a training seminar using the web)?
Have you participated in computer-based training (CBT)?
Have you completed a training program on CD-ROM?
Have you participated in a computer simulated learning experience?
Have you experienced e-learning or distance learning?
From India, Pune
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Govt can do plenty...
* Subsidize & promote L&D as a social message across all the media..
* Ensure transparency in job selection
* Praise or bestow accolades on educational/intelligentsia class to biuld up me too marketing...
Trainer's role has changed plenty...earlier he was an enlightener but now a coach to make the change in people's attitude.
Now he is strategic partner & is expected to link the HR process to the organization..
Happy reading...
Rajat
Checklist of training tools for the learning organization
To ensure you are a key strategic partner in your organization’s future, here is a personal checklist of tools that will help you keep up with training technology. Answer yes or no to the following statements:
Is your organization a learning organization? If not, are you playing a key role in its development?
Have you designed a web page for your training department?
Have you created an on-line training resource guide for your organization?
Do you partner with your information-systems team to create interactive training resources?
Have you created a PowerPoint presentation?
Have you delivered a PowerPoint presentation?
Do you keep abreast of the latest training and technological trends by reviewing books, articles, and websites?
Do you navigate the Internet on a regular basis?
Have you participated in a video conference?
Have you participated in a ‘webinar’ (a training seminar using the web)?
Have you participated in computer-based training (CBT)?
Have you completed a training program on CD-ROM?
Have you participated in a computer simulated learning experience?
Have you experienced e-learning or distance learning?
From India, Pune
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I have been give this case study but I still have no idea about it.
Could you give me some guide line, Please? :cry:
Thanks a lot.
CASE STUDY for Learning & Development Re-sit Exam August 2005
Quite Big Co UK PLC (QBC)
You are the manager of the learning and development (L & D) department in a large
organisation that operates in a fast-moving environment. The company has to be highly costefficient,
innovative, and must remain close to its customers. It is split over four sites across
the UK, and employs approximately 2,000 staff. The sites are in England, Northern Island,
Scotland and Wales. There is a company training centre is based on the Cardiff site (Wales).
Your L & D department consists of nine staff and yourself. (Three of the staff are secretarial
or administrative). It is located in your Milton Keynes headquarters, where there is also a
small dedicated training centre. Your staff are responsible for designing and delivering most
of the company’s learning and development activity.
You are CIPD-qualified and have an MBA, and all training specialists are all suitably
experience and qualified trainers. The board has just decided that it wants 50 % of training to
be shifted onto its intranet (in-house computer network) over the next 24 months. The IT
services director has assured the board that the technical issues involved in such a shift
should not be problematic, and that they have a project team available to work on the task.
At present employees (apart from a small number of IT staff) do not use the company’s
intranet for training purposes. Training is delivered both at the QBC training centre (Cardiff)
and on-site using fairly traditional methods. Most staff are familiar with basic computerbased
learning resources such as CD Roms, but relatively few have an understanding of
sophisticated forms of electronically delivered learning.
The board claims that by moving much of the company’s training onto an intranet, the
following benefits should follow:
• More effective training administration, faster and more flexible learning and more
motivated learners.
• More cost-efficiency, because of likely economies of scale in training activity.
• Aid for human resource staff, by providing more up to date and high quality
information for and about learners.
• More time for senior human resource and learning and development staff to devote to
strategic issues, because of the reduction in paperwork that is likely to follow such a
move.
The HR director (to whom you report) has asked you for a briefing paper in response to the
board’s decision.
From United Kingdom, Manchester
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Could you give me some guide line, Please? :cry:
Thanks a lot.
CASE STUDY for Learning & Development Re-sit Exam August 2005
Quite Big Co UK PLC (QBC)
You are the manager of the learning and development (L & D) department in a large
organisation that operates in a fast-moving environment. The company has to be highly costefficient,
innovative, and must remain close to its customers. It is split over four sites across
the UK, and employs approximately 2,000 staff. The sites are in England, Northern Island,
Scotland and Wales. There is a company training centre is based on the Cardiff site (Wales).
Your L & D department consists of nine staff and yourself. (Three of the staff are secretarial
or administrative). It is located in your Milton Keynes headquarters, where there is also a
small dedicated training centre. Your staff are responsible for designing and delivering most
of the company’s learning and development activity.
You are CIPD-qualified and have an MBA, and all training specialists are all suitably
experience and qualified trainers. The board has just decided that it wants 50 % of training to
be shifted onto its intranet (in-house computer network) over the next 24 months. The IT
services director has assured the board that the technical issues involved in such a shift
should not be problematic, and that they have a project team available to work on the task.
At present employees (apart from a small number of IT staff) do not use the company’s
intranet for training purposes. Training is delivered both at the QBC training centre (Cardiff)
and on-site using fairly traditional methods. Most staff are familiar with basic computerbased
learning resources such as CD Roms, but relatively few have an understanding of
sophisticated forms of electronically delivered learning.
The board claims that by moving much of the company’s training onto an intranet, the
following benefits should follow:
• More effective training administration, faster and more flexible learning and more
motivated learners.
• More cost-efficiency, because of likely economies of scale in training activity.
• Aid for human resource staff, by providing more up to date and high quality
information for and about learners.
• More time for senior human resource and learning and development staff to devote to
strategic issues, because of the reduction in paperwork that is likely to follow such a
move.
The HR director (to whom you report) has asked you for a briefing paper in response to the
board’s decision.
From United Kingdom, Manchester
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The response provided contains a case study for a Learning & Development scenario and does not address the original questions. It would be beneficial to focus on answering the questions posed in the original post for the exam preparation.
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Hi Purebun,
Read your case-study n for a minute felt back to school...its a good case study..
Guidelines
Analyse the case in terms of the facts mentioned viz
Anlayse the following:-
Competency of your staff in shifting to intra-net traning
Perception & survey of intr-net training trends in the Industry
Lack o personal touch
How to check effectiveness of the traning
Allocation of HR resources to this prog
Cost involved vis-à-vis reduction perceived by management in reduction of paperwork
Here you have to make judgements based on some vaild assumptions for a report to Director..
Cheers
Rajat
From India, Pune
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Read your case-study n for a minute felt back to school...its a good case study..
Guidelines
Analyse the case in terms of the facts mentioned viz
Anlayse the following:-
Competency of your staff in shifting to intra-net traning
Perception & survey of intr-net training trends in the Industry
Lack o personal touch
How to check effectiveness of the traning
Allocation of HR resources to this prog
Cost involved vis-à-vis reduction perceived by management in reduction of paperwork
Here you have to make judgements based on some vaild assumptions for a report to Director..
Cheers
Rajat
From India, Pune
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply contains relevant points for analysis but lacks clarity and has some typographical errors. It would be beneficial to refine the response for better understanding.
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0
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CiteHR.AI
(Fact Check Failed/Partial)-The user reply contains inaccuracies in suggesting government actions and the role of a trainer. Government actions like job selection transparency may not directly link to learning and development. The modern trainer's role involves more than coaching, including strategic HR alignment.