Ravinder Tulsiani Training Consultant

Friday, April 17, 2015

Senior Learning & Development Manager - Commercial

Description

From a secret recipe to a bold idea and very proud traditions, we build the future. Coca-Cola Enterprises (CCE) manufactures, distributes, sells and markets some of the world’s strongest brands in non-alcoholic beverages. We are part of Coca-Cola Enterprises Inc, the leading Western European marketer, distributor, and producer of bottle and can non-alcoholic refreshments and the world’s third-largest independent Coca-Cola bottler. Some of the brands you will find in our portfolio are Coca-Cola®, Fanta®, Powerade®, Glaceau Vitaminwater®, Monster® and Caprisun®.

Leading brands, great people, growth and the reward that comes with it: the raw materials for success are right here. But still, success depends on our skilled management sharing thirst: a thirst for getting more and better from our people and systems, a thirst for pushing limits, and a thirst for the rigour and challenge of a fast moving business.

Do you have a personality with the power to influence and connect?
Can you sustain the pace to keep on growing?
Will you make an impact with your desire to win?

Senior Learning and Development Manager

Permanent

What you become a part of

• Leading a team to consult, design & deliver learning solutions for the Commercial Function across Europe
• To design solutions through internal or external methods that delivers a performance improvement through effective learning and development.
• To lead the deployment of quality learning solutions for the Commercial Functions
• Front Line Account Manage the Commercial HRBP teams as appropriate
• Line Manage a team of European L&D Managers

What to expect

• Consult and design solutions through internal or external resources to deliver a quality solution for our customers
• Work with L&D Services to review effectiveness of solution and evaluate ROI.
• Line management of L&D Managers to ensure all solutions are delivered on time and to agreed objectives
• Proving a first class L&D service to the European Sales and Marketing Team
• Delivering the budget and management of vendors
• Full implementation of the L&D Commercial Plan
• Managing design feedback from facilitators/L&D Managers
• Managing relationships with HRBPs and Commercial Stakeholders
• Delivery of quality L&D projects on time, in budget and meeting the business needs
• Performance management of L&D Managers
• Budgetary management

Job Activities

• Partner the HRBP for Commercial European Teams to deliver key projects and initiatives from a professional L&D perspective
• Using internal consultancy methodology, design and deliver a learning solution that delivers the requested business need and raises performance/capability.
• Lead key internal L&D projects to improve business performance and build the capability of our people
• Lead work with the L&D Services/ field L&D team to ensure an effective implementation plan for rollout.
• Build and maintain positive external contacts to keep up to date with the external market and latest trends in L&D.
• Apply project management methodology to manage and monitor progress on development solutions.
• Be responsible for the budget in line with design/implementation costings and travel expenditure
• Identify and evaluate future trends within the Development ‘market’.
• Liaise with the Instructional design team where required
• Lead the L&D Design to deliver quality L&D solutions with pace, efficiency and creativity
• Deliver senior training where required.
• Manage queries from facilitators on course content and feed through to the relevant L&D Manager
• Ensure sufficient supplies of materials are available to meet the plan
• Review evaluation feedback, define appropriate actions and progress
• Line manage and deliver the ‘My Development Experience’ for L&D Managers and ensure appropriate resource and capability levels within the team
• Continuously assess the quality assurance activities to ensure the standard of delivered training is in line with requirements. Coach as appropriate to improve standards
• Act as point of reference for, and supply expert advice to facilitators with regard to course delivery
• Identify where learning products may require update/maintenance, action or feed through as appropriate
• Deputise for the AD Commercial as necessary

Qualifications

What we expect of you

Experience in applying organisation development solutions in a cross matrix organisationExtensive L&D design and delivery expertiseExperience in leading large scale, complex projects from an L&D perspectiveStrong theoretical understanding of Learning development and how to apply in a pragmatic way to deliver an effective result for the customerProven track record of large scale, remote team managementExcellent internal consulting skillsProject management skillsExcellent communication and facilitation skillsPsychometric assessment tools - advantageousCIPD or country equivalent – preferredEuropean Travel 15-30%

Application

If this role is of interest to you, please upload a recent copy of your CV below and a member of the Talent Acquisition team will be in touch.

www.cokecce.com/careers

We believe that equal opportunities means inclusion, diversity and fair treatment for all.

Apply now

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Training Manager

Training Manager London

Summary

A Training Manager is required for a Financial Services organisation based in London. The successful Training Manager will be responsible for delivering our client's Retail Training strategy and ensure its implementation within budget and agreed timeline.

Client Details

A Financial Services Organisation based in London

Description

The successful Training Manager will be responsible for delivering our client's Retail Training strategy and ensure its implementation within budget and agreed timeline.

The key requirements for the role will include:

Responsibility for end-to-end training design and delivery for all relevant levels. The aspect of training will cover inductions, commercial training, product training, soft skills, coaching and any other relevant and required technical skills
Work closely with all Area Managers, HR Department, and Performance Coaches to ensure all relevant staff are trained to a high standard
Identify areas for improved efficiency and make recommendations
Set and agree annual Retail Training KPIs with the Retail Director
Benchmark with competitors in the industry to consistently improve Retail standards
Design competency framework
Write/ update any relevant recruitment selection processes
Design, deliver and implement relevant induction programme in conjunction with the Area Managers and HR Department
Implement and incorporate all Government Training initiatives e.g. skills for life, NVQs for development of staff
Design and delivery product training, relevant/required technical and soft skills training and ensure all staff are coached on all products and receive ongoing training
Design and write the training manuals, update them in accordance with changes to the external or internal governance, regulations, technical software changes, retail product and services updates
Design and deliver refresher training for existing staff in conjunction with the relevant teams
Design and deliver training for newly promoted staff in conjunction with the relevant teams
Ensure all design and delivery is within agreed budgets
Regular travel to the all sites to understand the needs of the local business and offer adequate training solutions
Attend events related to Retail/Financial Services for ongoing improvement or regular updates
Undertake all reasonable duties and responsibilities for the effective support of the business
You are required to ensure all Health & Safety regulations are adhered to within Company guidelines.
You will undertake any reasonable requests by the Company in order to fulfil the role criteria and/or business objectives.

Profile

Previous work experience in a similar role and environment
Ability to communicate effectively across all levels across the organisation
Manage relationships with key stakeholders
High level of attention to detail
Flexible
Methodical
Good admin skills
Proactive
Good presentation skills
Understanding of the retail industry
Relevant training qualification/degree or equivalent
Secondary education or equivalent
Proactive
Team player
Confident
Innovative and forward thinking

Job Offer

A competitive package dependent on experience

LocationLondonSalary£1 per annumDuration12Reference13423271/001Contact NameAdrian Dawson

Summary

Client Details

A Financial Services Organisation based in London

Description

The successful Training Manager will be responsible for delivering our client's Retail Training strategy and ensure its implementation within budget and agreed timeline.

The key requirements for the role will include:

Profile

Job Offer

A competitive package dependent on experience

Apply now

View the original article here

Spring 2015 Eat Smart, Move More, Weigh Less Series

December 18, 2014 | In Wellness

The Eat Smart, Move More, Weigh Less program focuses on lifestyle habits that help you achieve a healthy weight. Losing weight is only a small part of your journey—feeling better, having more energy, and becoming more mindful are all positive changes you can expect. It is built on strategies proven to work, including mindful eating and physical activity.

The goal of Eat Smart, Move More, Weigh Less is to inform, empower, and motivate you to live mindfully as you make choices about eating and physical activity. An experienced instructor trained in weight management leads each weekly one-hour lesson.

Each lesson includes:

Information about why the behavior is important for weight loss/maintenancePractical strategies for adopting the behavior3-5 minute physical activity breakWays concepts can be adopted by the whole familyOpportunity for sharing and celebratingSuggestions for living mindfullyGuided discussion of strategy for the week

Each participant receives:

Eat Smart, Move More, Weigh Less Magazine—a full-color magazine with recipes and more.Eat Smart, Move More, Weigh Less Journal—a small booklet that helps participants keep track of their weight, food eaten and physical activity.Invitation to participate in the Eat Smart, Move More—Maintain, Don’t Gain Holiday Challenge—a campaign that encourages participants to maintain their weight during the busy holiday season. The Holiday Challenge helps participants learn how to enjoy the holidays without adding extra pounds.

Cost:

The cost of attending the program is a check or money order of $30 per participant made out to NC Public Health Foundation. Please note that cash will not be accepted. The program fee includes the cost of a program magazine and journal. A $25 refund is provided to all those who are State Health Plan members and attend at least 10 of the 15 sessions.

Class Schedule and Location:

The Eat Smart, Move More, Weigh Less sessions are on Tuesdays from 12:00 a.m. – 1:00 p.m. in the Giles Horney Building, Sycamore Conference Room. The first day of class begins on January 27th and ends on May 5th.

Wednesdays from 12:30 p.m.-1:30 p.m. in Mary Ellen Jones Building (MEJ) room 202. The first day of class begins on January 28th and ends on May 6th.

How to Register:

Participants can register in one weekly session of the program. This session is limited to 25 participants, but needs at least 15 registered for the class to take place. Payment is due on the first day of class. Want to register, Please Click the link below to fill out the online registration form. The deadline to sign up is Jan 15.

https://unc.az1.qualtrics.com/SE/?SID=SV_87XqZBnrlM0GKtn&Q_JFE=0

View the original article here

Thursday, April 16, 2015

Sales Coach

Sales Coach South Yorkshire

An excellent opportunity has arisen within the cutting edge, vibrant business who are experiencing significant growth and expansion. They are looking to appoint an experience Sales Coach for their new site in South Yorkshire.

Reporting into a Head of L&D you will be working alongside another Sales Coach to partner closely with the Sales Manager's in the support and development of their teams in all areas of the Sales process. This will include working closely with sales managers to identify the on-going training needs of newly inducted trainees and existing staff and providing one to one coaching and support on a daily basis.

The right candidate will be a creative and personable individual with a collaborative and credible working style who can equally work closely with Sales trainers to provide feedback and support on requirements within the organisation in line with sales training needs.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

LocationSouth YorkshireSalary£24,000DurationPermanentReference13365 PSCBContact NameRecruiters

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

Apply now

View the original article here

Tayloring It is open for business!

Over the past 18 months, I’ve had a number of conversations with various people from around our industry as well as outside of it on the subject of ‘going it alone‘, ‘setting up my own business‘, ‘escaping the rat race’ – whatever you want to call it!

First and foremost, I’ve always been flattered that these people have thought that I had ‘something’ that others would be willing to enter into a contract with me to obtain.

Secondly, I’ve always admitted to those people that I have a fear and a dread of leaving safe and secure roles to enter into what I perceive as a more risky world of the ‘self employed’.

However, I now realise that even full time employment in established organisations is still fraught with risks and that anybody – and I’m probably including you, Dear Reader – who doesn’t have a back-up plan or a safety net of some description is probably not doing themselves any favours.

That’s why I’ve decided to take Tayloring It to a slightly different place than I had originally intended when I first started blogging 3 years ago.

I’ve decided to start up my own small consultancy ‘Tayloring It’. Before you ask, “No“, I haven’t left my current role and nor is the writing on the wall - I’m probably happier in this role than I have been in any role since I left the Army in 2006. But that doesn’t mean I can’t start establishing contacts along with developing a portfolio of work and business accumen just in case my world looks different in 12, 24 or however many months in the future. Plus, I’m pretty sure I can help some people/organisations with what they’re trying to achieve too – without it interfering with my day job.

My plan is to offer down to Earth advice on the subject of Learning Technologies and their application in today’s work place.

This advice won’t be based on past glories from years ago or from being a member of elitist Industry ‘think tanks’ – No! – My consultancy will be based upon recent and current experience of deploying learning technologies and the associated aspects within conservative and risk averse industries such as the Nuclear, Rail and Financial sectors.

Recent experience within the eLearning vendor industry has also provided me with fantastic opportunity to become involved in a large number of industries, organisations and projects, the experience from which has only added to my own workplace experiences.

My website is currently being built by a fantastic supporter of my idea, Zak Mensah and will be launched in the next couple of weeks explaining how I might be able to help you out in more detail, but in the meantime here’s a short explanation which will no doubt feature on the website:

Tayloring It is a consultancy that works with individuals and organisations to practically apply technology as a solution to real-world challenges. It could be large scale projects or supporting everyday tasks, but our team has successfully created new approaches that maximise the use of technology while actually saving money/reducing spend. We enhance
communication, learning and performance in the workplace, focusing on outputs not inputs. There are no other services like ours.
Tayloring It aims to change the face of learning technology in practice, one solution at a time.

I’ll be attending both days of Learning Technologies Conference & Exhibition 2013 and will be armed with my rather natty business cards

Tayloring It business card

so if you’d like to find out more about what my plans are the future, why not track me down, have a chat and grab a business card?

Alternatively, if our paths don’t cross, my details are on the card above.

View the original article here

The Ones That Got Away – spaced learning

As I mentioned in this previous post, I’m writing a series of posts that lift the lid on some of my plans and ideas that either never saw the light of day or (as in this post) never fully developed.

One of my plans in my previous organisations had been to implement the research that I’d read about ‘spaced learning‘, in particular using it to ‘reactivate’ key learning points thus building that all important, but often overlooked element of reflection into the programme.

At the beginning of 2013 my previous organisation launched a new product which would have an impact on both sales and ‘service’ staff. I was tasked to put together a resource to aid people within a service role. The overall approach combined:

social learningperformance supportsimulations

all encompassed within our internal collaborative platform, Jive.

The slight spanner in the works was that whilst the overall programme wasn’t designed as a knowledge transfer piece but as a ‘behaviour reinforcing‘ piece, (the behaviour being ‘use the performance support tool that you have at your fingertips’ as opposed to relying on memory and/or gut feeling), the fact that they were in a ‘service’ role and not a sales role meant there was the potential for days, weeks even months to pass between them undertaking the behaviour reinforcing programme and taking a call/email from somebody in relation to the product.

Here’s where I thought the practice of spaced repetition of the key points could be of use.

Here’s what I did:

Upon successful completion of the online programme individuals details were loaded into the database of Retenda (the tool I decided to use).The following Monday, each newly added individual started to receive an automated cycle of emails which lasted a month that brought the key learning points bubbling to the surface (we also had the option to send these reminders via SMS or postcard) Sometimes they would be asked to reflect on a question, other times they’d be ‘nudged’ to discuss the content of the email with a colleague who had completed the programme or to reflect upon how they’d react to a certain situation. None of the questions required any formal response back to L&D, in fact we explicitly asked for people not to do so – I didn’t want this to be an onerous task or be seen as another box-ticking exercise. Each email included a link that linked the individual to the relevant section within the performance support tool.The frequency of the reminders were:

Week 1 – Days 1, 2, 3, 4, and 5
Week 2 – Days 1, 3, 4 and 5
Week 3 – Days 1 and 4
Week 4 – Day 2

The final email in Wk 4 contained a Surveymonkey link to seek feedback on the spaced reminder programme.

As is usually the case the number of people who undertook the survey compared to the number of people who received the spaced reminders was woefully small, so I’m reluctant to jump to any conclusions however there were a number of people who said that whilst they understood and agreed with the general principle they felt that the method of delivery (email) meant that it was ignored or ‘lost’ within their other emails.

Based on the limited feedback, I would:

Limit the number of emails that were sent over the 4 week period which would mean investigating which of the key learning points we could remove (this sense check had already occurred, so that would have been a tough call)

Keep the same amount of reminders but extend them over a longer period perhaps 5 or 6 weeks.

However none of the above would have necessarily mitigated the issue of it being ‘another email‘ in their inbox.

I’d been planning to use spaced learning within a leadership programme that my organisation was delivering with a view to tweaking the delivery method by utilising text messaging to their mobile devices in order to mitigate the ‘email overload’ issue.

You may notice that I said

“I’d *been* plannng”

Because I left the organisation prior to being able to take this next important step in fine-tuning the delivery of spaced learning reminders.

Oh well… there’s always next time…

If you’d like to discuss how I can help you integrate spaced learning into your organisation then please get in touch

Other posts in ‘The Ones That Got Away’ series

Image source

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‘Fixing’ compliance training at #LearningLive

I must applaud the Learning and Performance Institute and in particular those involved in planning this years Learning Live. For the first time that I have personally seen in the UK, an L&D conference (outside of the academic world) has asked people to submit proposal for available speaking slots, I believe this is a fantastic way of surfacing those ‘hidden’ stories and allowing ‘new’ people to gain exposure, let’s hope that other conferences follow suit in the future.

I submitted a number of proposal and have been fortunate in gaining a speaking slot, here’s the official blurb

Session: ‘Compliance Training – From Course to Campaign!’
Compliance training is often seen by many L&D practitioners as a ‘thorn in their side’; a necessary evil that despite their best efforts, remains low-down on most learners list of things to concern themselves about.
If this applies to you and/or your organisation and you’d like to ?nd out how to take a signi?cant step change in the delivery of your compliance training, then this session is for you!
Craig Taylor will guide you through his journey in turning compliance training from a selection of stand-alone courses to a series of ongoing campaigns.
He’ll share his background thinking, hints and tips to obtain that critical ‘buy in’ from stakeholders and the research to back up his campaign approach along with those all important ‘lessons learnt’; AKA the bits that Craig got wrong!
Session Objective 1: Why the move from course to campaign?
Session Objective 2: How to obtain that all important ‘buy in’ from stakeholders
Session Objective 3: How to ask for what you want from external agencies.
Session Objective 4: Why you might consider a campaign for a campaign.
Session Objective 5: Share Craig’s lessons learnt

The LPI have also been asking speakers to promote/give an insight/’flip’ their session by using Social Media, multimedia etc in advance of the event. I think this is, in principle, a fantastic idea, but one that is not without it’s problems, which I have blogged about previously.

I’ve used a few approaches to promote / prepare people for my session.

I used Vine for the first time, to ask some ‘leading’ questions to hopefully encourage people to attend my session (I can definitely see Vine vids being a part of a wider campaign)

I used Powtoon to create an animation, again offering a WIIFM for anybody still undecided as to which session to attend.

I also experimented with SMS text messaging ahead of the session, why not get involved with my experiment? (details in tweet below)

I’ve been tinkering with text messaging as part of my pre #LearningLive campaign. Wanna take a look? Text learninglive to 07462251335
— Craig Taylor (@CraigTaylor74) August 23, 2013

I’m not planning on creating any ‘new’ marketing material, but there’s still the best part of 3 weeks to the event…. so who knows?

So now it’s over to you…

If you’re coming to my session…

View the original article here