quality-assurance...• emotional intelligence (ei) the how • avoidance of negative words and...
TRANSCRIPT
Two-time Queen’s Award winner for
”Innovation in the
Quality-Assurance
of Learning and Development”
1998 LAUNCHED
learner-centred TAP
training delivery and
design models
Enabling Trainers:
‘objective Assessment of trainer Performance’
1400
+ Clients across both Publicand Private Sectors, and all industries
50% of
100 FTSE companies
CER
TIFIC
ATES
L&D credibility is low across the whole business
Skills base of most business functions is below par
Poor line management impacting attrition & absence
Cut training cost’s
WELCOME TO TRAINING
An L&D Manager may look at the direct costs:
i.e. salary, ex’s, employers NI, pension etc. Say £30k pa
The HR Director will understand that cost includes overhead
recovery, often 100% of direct cost. Say £60k pa
The FD and CEO will also be including the lost opportunity
costs of all the delegate training days. Say £250k pa
Cost of a trainer to an employer, in the area of £2,500 per day
TRAINER COSTS !
WHAT WE MEASURE?
• Number of training events (94% do this)
• Number of delegates (94% do this)
• Number of trainer days (84% do this)
• Occupancy percentages (81% do this)
• Happy sheet feedback (94% do this)
• Learning measured through testing (34% do this)
• Job performance improvement (13% do this)
• ROI to the business (6% do this)
Are things top management want measured what L&D people are measuring!
Typically
Senior execs
focus on
Typically L&D
focus onBusiness
Linkage
Design Development Delivery Sourcing Registration
Tracking &
Admin
Measurement
THE DISCONNECT
EMPLOYEE ENGAGEMENT
TARGET 70% - ACTUAL 66%
OPPORTUNITIES TO LEARN
TARGET 70%
ACTUAL 65%
LINE MANAGERS ARE GOOD
AT THEIR JOB
TARGET 80%
ACTUAL 65%
TRAINING TO DELIVER GOOD
CUSTOMER SERVICE
TARGET 70%
ACTUAL 59%
INTERNAL
CUSTOMER
SATISFACTION
TARGET 85%
MANAGER
PROVIDES
COACHING
TARGET 75%
MANAGERS
VALUE
CONRIBUTION
TARGET 80%
POST EVENT
TRAINER
SCORE
TARGET 88%
POST EVENT
CONTENT
SCORE
TARGET 80%
LINE MANAGER
REVIEWS
TARGET 75%
• BEYOND CORE COMPETENCIES
• ACADEMY PATHWAYS
• MANAGEMENT DEVELOPMENT
• LEARNING REPRESENTATIVES
• LEARNING RESOURCE CENTRE
• MANAGING PERFORMANCE
• MOVING TOWARDS LEADERSHIP
• COACHING IN ACTION
• 360O COACHING TOOL
• TEAM LEADER SKILLS
• CORE SKILLS and KNOWLEDGE
•SYSTEMS, PRODUCT, PROCESS
• BESPOKE DEVELOPMENT
• ROOT CAUSE ANALYSIS
BUSINESS
LINKAGE
40% of employees
feel managers are not committed to or encourage L&D
60% of employees
do not receive line manager reviews
PERHAPS NOT QUITE A REVOLATION
... have the pivotal role in organisational engagementlevels and through that, to overall performance
70% of people leave
their manager and
not the job.Becoming an
Employer of Choice
Judith Leary-Joyce
the employee / manager relationship is the main
reason that most people leave their employer ...
People join companies.
They leave managers.First, break all the rules
Marcus Buckingham
LINE MANAGERS
Senior
Manager
Middle
Manager
Succession Planning
Talent Management
Line Manager
Programme
Core Skills - Team
Member
Bespoke Generic
BEST APPROACH
Learning & Development Operational Training
TAP’s journey to Quality-Assure Learning & Development
1. In 1998 the TAP training
delivery and design models are
introduced, for the first time
enabling objective assessment
of trainer performance
2. Early adopters include Tesco
(500+ trainers) learndirect (600+)
the NHS (2,600+) and Barclays Bank
(300+). All the time TAP is being
developed, with facilitation, coaching
and e-Learning models added in
2000
3. TAP is recognised by a
Queen’s Award for
Innovation in 2005
presented by
HRH The
Princess Royal
4. 2012 sees introduction of
the TAP Diplomas
Framework
(STEP 1)
5. From 2013,
QA of the L&D function is
enabled through the
TAP Certified Assessor
Programme
(STEP 2)
6. March 2016 sees
introduction of the
TAP MACRO
Learning Transfer System
(STEP 3)
7. April 2016 –
TAP ’s unique
contribution to
Quality Assurance
is recognised
by a second
Queen’s Award
for Innovation
We invite you to join us on the TAP
continuing journey!
LEARNING Facilitation
LEARNING Design
e-Learning
L&D Consultancy
L&D Management
L&D Quality Assurance
DIP
LO
MAS
FR
AM
WEO
WO
RK
Does everyone with a training responsibility, including subject experts where used, have the training skills needed for their role?
Is training practice and performance regularly assessed objectively against best-practice standards?
Is an effective learning transfer system ensuring that training reliably results in performance improvement in the workplace?
TAP’s 3-Step Programme
to Quality-Assured L&D
– addresses 3 key questions…
is enabling quality-assured Learning & Development
Step 1
Step 2
Step 3
TAP‘s 3-Step Programme
to Quality-Assured L&D
Skills-based - ‘train when skills are needed’
Modular - 23 standalone Certificates, can lead to one of 5 role-based Diplomas
Assessable skills models for each module
Role-relevant to individual’s current needs, so immediately transferrable
Timely – achievable in days not months!
What makes the TAP® skills Programme
different to all other L&D qualifications?
97.6%
say TAP made a difference to the way they work
98.5%
still apply TAP methodology 8 months after learning skills
96.4%
would recommend the TAP learning system to others
CLIENT FEEDBACK
Processing, assimilation & accommodationof the ‘What’
Engagement, interaction, positive attitude enabled by the ‘How’
Sperry’s Split-Brain theory
• Positive emotional state incl. language, non-verbal comms
• Learning / Social Styles and ability to identify preferences
• Emotional Intelligence (EI)
THE HOW
• Avoidance of negative words and phrases, ‘not too bad’
• Use of ‘toward’ language.
What you want them to do, not what you don’t
Dynamic design & delivery
=
increased retention rate
=
increased ability in skills & knowledge application
Training Delivery3 assessable profiles:
StructureStyle
Activity
benefit
What’s
the • Transfer
• Structure
• Interaction/engagement
• Skilled/learner-focused
• Effectiveness improved
• Consistent approach
• Quality Assurance of all L&D activity
BE EXCELLENTBE RECOGNISED
THE BILD VERIFIES AND
AWARDS TAP CERTIFICATES
The Changing Shape of Learning
CIPD L&D Surveys
Three-quarters of organisations use learning technologies
Most anticipate increases in learning technologies
Three-quarters of respondents are not confident in their
ability to harness technology to increase the effectiveness
of learning
Don’t design something you aren’t prepared to sit through yourself!
LEARNER
ENGAGEMENT
LEARNING
DESIGN
VISUAL
DESIGN
LEARNER
ENGAGEMENT
Audio/videoconferencing
Whiteboard
Emoticons
Application sharingSharing desktop
Polling
Annotation tools
Slides
Textchat
Ticks and crosses
Web-conferencing tools
Hands up
Core modules Elective modules – choose ANY two from our recommended
framework below
TAP Master Diploma (TAP.mdip) Completion of any two Diplomas(eight distinct Certificates required)
Qualification holders may be
authorised to use the approved
post-nominal letters
DIPLOMA IN LEARNING DESIGN TAP.dip
L&D
Management
Learning
Transfer
DIPLOMA IN L&D MANAGEMENT TAP.dip
All Diplomas require the completion
of the online self-study course:
The Theoretical Basis of Learning
Assessing Delivery
CERTIFICATES IN L&D QUALITY ASSURANCE
Assessing Design Assessing e-Learning Design Assessing Learning Transfer
Diplomas Framework for L&D Professionals
DIPLOMA IN L&D CONSULTANCY TAP.dip
L&D
Consultancy
Learning
Transfer
Training
DeliveryFacilitation
DIPLOMA IN LEARNING FACILITATION TAP.dip
Training Needs
Analysis
Training Design
& Development
DIPLOMA IN E-LEARNING TAP.dip
e-Learning
Design
Visual
Impact
Coaching
Facilitation
Visual
Impact
Captivate or
Storyline
Captivate or
Storyline
Implementing
Online Learning
Visual
Impact
Designing
Performance
Support
Visual
Impact
Designing
Performance
Support
Blended
Learning
Effective
Presentations
Blended
Learning
Training
Delivery
Implementing
Online Learning
Facilitation
Training Design
& Development
Facilitating
Online Learning
Designing
Performance
Support
Training Needs
Analysis
L&D
Consultancy
Training Needs
Analysis
Coaching
e-Learning
Design
Facilitating
Online Learning
Team
Engagement
Blended
Learning
Learner
Engagement
Blended
Learning
Blended
Learning
Assessing Online Facilitation
Extend capabilities beyond traditional methods.
The course covers:
Defining blended learning
Selecting methods and media
Designing a blended solution
Implementing
Using learning technology
Leads to the creation of a blended learning proposal
applicable to the business.
Certificate in Blended Learning
Develop bringing content to life. Story-telling and scenarios
to ensure stimulating and engaging content.
The course covers:
Understanding the principles of e-Learning Design
Analysis & Design
Storyboarding & Developing
Implementing & Evaluation
Leads to creation of a detailed storyboard for a project.
Certificate in e-Learning Design
Contact With Birth Families Progress 5%
Hi! Welcome to the Contact With Birth Families Module. I’m Brian and I’m going to be with you throughout the session to help you discover how West Sussex helps in cases of contact between a
child or young person and their family.
Let’s start by finding out a little about the course. Click the buttons below to get started.
Why do I
need to do
this course?
What am I
going to
learn?
How do I
navigate my
way round?
The three buttons when clicked would open a box here with text answering the question. Each box coloured to match the button.
Does everyone with a training responsibility, including subject experts where used, have the training skills needed for their role?
Is training practice and performance regularly assessed objectively against best-practice standards?
Is an effective learning transfer system ensuring that training reliably results in performance improvement in the workplace?
TAP’s 3-Step Programme
to Quality-Assured L&D
– addresses 3 key questions…
is enabling quality-assured Learning & Development
Step 1
Step 2
Step 3
Core modules Elective modules – choose ANY two from our recommended
framework below
TAP Master Diploma (TAP.mdip) Completion of any two Diplomas(eight distinct Certificates required)
Qualification holders may be
authorised to use the approved
post-nominal letters
DIPLOMA IN LEARNING DESIGN TAP.dip
L&D
Management
Learning
Transfer
DIPLOMA IN L&D MANAGEMENT TAP.dip
All Diplomas require the completion
of the online self-study course:
The Theoretical Basis of Learning
Assessing Delivery
CERTIFICATES IN L&D QUALITY ASSURANCE
Assessing Design Assessing e-Learning Design Assessing Learning Transfer
Diplomas Framework for L&D Professionals
DIPLOMA IN L&D CONSULTANCY TAP.dip
L&D
Consultancy
Learning
Transfer
Training
DeliveryFacilitation
DIPLOMA IN LEARNING FACILITATION TAP.dip
Training Needs
Analysis
Training Design
& Development
DIPLOMA IN E-LEARNING TAP.dip
e-Learning
Design
Visual
Impact
Coaching
Facilitation
Visual
Impact
Captivate or
Storyline
Captivate or
Storyline
Implementing
Online Learning
Visual
Impact
Designing
Performance
Support
Visual
Impact
Designing
Performance
Support
Blended
Learning
Effective
Presentations
Blended
Learning
Training
Delivery
Implementing
Online Learning
Facilitation
Training Design
& Development
Facilitating
Online Learning
Designing
Performance
Support
Training Needs
Analysis
L&D
Consultancy
Training Needs
Analysis
Coaching
e-Learning
Design
Facilitating
Online Learning
Team
Engagement
Blended
Learning
Learner
Engagement
Blended
Learning
Blended
Learning
Assessing Online Facilitation
