LEARNING CAFÉ DISCUSSION

Learning on a tighter budget – Mindset for the future ?28 June 2012, Thursday, 12 – 1 pm

PUREDISCUSSION

WEBINAR

Branding of Learning or is reputation enough ?

Webinar ID: 636911064Date - Thursday, 28 June 2012Time - 12 noon to 1 pm ESTRegister -https://www1.gotomeeting.com/register/636911064

Telephone Conf Call+61 (0) 2 8014 4933Code 230-564-409

Phones or PC speakers on mute till you are ready to speak.Can’t join via computer ? Use telephone conference call. Downloaded slides from learningcafe.com.auAny questions please send it via chat boxor via email enquiry@knowledgeworking.com

Participants Toolbar

Building L&D Capability

Integrate Learning,

Performance &

Knowledge

Making Learning

Work in the Real World

Practitioners Forum

BlogMagazine

Webinar Discussions

UnConference

Melbourne Sept 12

TwitterLinkedin

Facebook

Coffee Catch Ups

Capability Building

Workshops

Com

munity of experienced learning

& perform

ance profession's

The Individual Motivational Profile™a free tool to connect people to work and adapt work to people

• Being developed via open source principles by Sylvie Vanasse and John Smartt.

• Looking for people to contribute to development and dissemination.

• Learning Café will support this and other similar initiatives which develop our profession.

Supported Initiative

www.individualmotivationalprofile.comContact - info@smarttsynthesis.com

Introductions

Background Chat with the panel Discussion

5 30 20Minutes

Michael EichlerHead of

Learning & Leadership

DevelopmentIAG Group

Pierre De Villiers, National CapabilityDevelopment Mgr,Audit & Advisory

Deloitte

Jeevan Joshi

Producer

Learning Cafe

Moderator

Why This Topic ?

Chosen by the Learning Café community

Very topical. Need answers.

Is it required on tighter budgets ?

Services Branding Model

Presented Brand

External BrandCommunication

Customer Experience

Brand Awareness

Brand Meaning

Brand Equity

Leonard Berry – Services Marketing

Brand Promise

Brand Marketing

Brand Experience

Anecdotal evidence suggests that apart from the resources sectorand where compliance training is required, the volumes of trainingspend seems to have decreased in Australia.

Share your comments via chat.

Victoria will slash $100 million from its training budget for the VETsector by cutting funding from about $7 a student hour to as little $1.50 in many courses.

In the UK, CIPD reports The median annual training budget peremployee was £276, less than last year (£350), with a particularlydramatic reduction in the public sector.

However ASTD reports that in 2010 employers spent more onemployees' development than ever before. Businesses in the United States spent $171.5 billion on employee learning in 2010, up from $125.8 billion in 2009.

Use of technology to deliver training continues to grow.

Managerial and supervisory training was the most offered content (12.8 percent) followed by profession- orindustry-specific content (11.3 percent), and mandatoryand compliance content (10 percent).

+ & -• + improved prioritization and focussed efforts• + Improved processes and elimination of waste

• - Learning teams are already stretched.• - Compromises on Quality• - Loss of L&D skills and expertise.

LET US TALK TO THE PANEL

Does learning need a new mindset? One which is just as comfortable creating and growing as it is dismantling?

What are some ideas for stretching training budgets, or cutting costs?

Share examples of the things that your organization is doing to manage with tighter budgets?

Can technology enabled learning deliver learning at a lower cost, while maintain quality?

Is it more important now to measure learning results and ROI?

Are part time and casual workforces facing a bigger brunt when compared to full time employees?

What is the impact on the quality and quantity of jobs available for learning professionals??

DISCUSSIONPlease let me know via chat or raising hand if you want to speak. Or send me your thoughts via chatDiscussion points posted on Twitter

THANK YOU

Short feedback questionnaire -http://bit.ly/lcafewebinarfeedback

Please sign up for our weekly blog summary atwww.learningcafe.com.au

Thursday 31th May12 – 1 pm EST

Register

http://bit.ly/lcafemay12

Observations from Café Discussions• You have a brand whether you want it or not.• Don’t overpromise but it is fine to be aspirational (don’t

overdo it)• Link to the value proposition.• Your branding approach should not clash with the

company culture.• Your e-Learning capability is now increasingly defining

your customer experience and brand.

Sydney

Observations from Café Discussions• Move away from the use of the word ‘training’ as a

function of learning and development. This is not always correct ?

• Lot of discussion about a move away from using the term ‘training’

• My organisation • has moved to a brand of ‘Centre for Excellence’ .• use ‘capability development’ as their brand for Learning and

Development. • doesn’t really have a brand – but using induction and other

programs as opportunities to brand the function.• Has just launched an Excellence Program. Business appears to

want to move away from learning and development to excellence.

Melbourne

Business Acumenfor Learning - June

Run a company as CEO and compete

Run a learning function

Your skills and capability

Learning budget and priorities change.

Strategy, design and delivery changes.

Maximise profits and growth

Acquire new skills and capabilities

Learning Acumen

Business & Strategic Acumen

Skill Sets for Future

Industry, financial and strategic acumen

35 participants

Experiential Learning Event

2 experienced facilitators

Serious Games

Innovation in design and delivery. Links with Talent

Management etc.

Technology acumen, Trends – social networking.

Register - http://bit.ly/learningacumen

What are your views ?

Any experiences or better

practices that you can share

Future Trends

Your views ?

LET US DISCUSS