Re-imagining L&D and OD roles to solve new business challenges for the New Normal - Shared screen with speaker view
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A very warm welcome to everyone from QAI & QGLUE Team!
makes us think out of the box
Good as they help us understand avenues which we have not thought before.
Work From Home
Budget, some trainings that needed classroom trainings
absence of physical presence
Speculative times - Budget approvals
Getting budget approvals for L&D interventions by stakeholders
Thorn - sustaining the interest of employees
Convince the employees for change in mode of delivery along with Engagement
Handling different generations of employees
there are various digital options available and how to priortize
Aligning L&D initiatives to Business and bringing ROI
Ease of learning at one's own pace
Now we can learn from anywhere
Centralization of activities in terms Budgets, Logistics
interest in attending training programs has increased
decreased costs in a few cases due to re-usability
To generate interest was a Thorn few months coming from legacy ways of training
tools and technology demand at all time high
BUD - Digitization of L&D interventions will lead to greater outreach to more people.
Buds - Optimization of Content and Using the current Virtual mode
Making the trainings/learning events engaging and interesting
Understanding of Communication platform like Zoom to make your learning events intreasting
Upskilling of L&D professional specially the non tech people to understand the emerging technologies
Design and Engage
A tool that can measure skill-will of my learners
Crazy - Change Outdated Entire Catalog and updatec catalog ASAP
Convert one resource to various formats
Make employees accountable for their own learning--give it in their hands
Crazy - A technology that can help curate relevant content
Some kind of Marketing sessions for Catalog on Offers
Redesign Catalogue: 1. Ask employees to create training contents themselves - granular contents and the best one gets published at the learning portal. - this should be a substitute to train the trainer program
in the organisation
Identify the learning preference of all my learners and then curate content accordingly
Create docuements and videos for Processes
Redesign Catalogue: 2. Crazy One - create a traning shop with filters for employees to fliter and pick and choose
Redesign Catalogue: 3. Create employee wish list
Take feedback/inputs from employees and leaders and make ammendments
A peer feedback/review to be conducted after they start working post training
I think we use it as SME model
Collaborate with learning platforms to offer popular courses/virtual training programs based on employee preferences
Make updates to modules as per the changing organization competency
what Lokesh said
Podcasts by employees - Learning experiences, references they stopped by in the journey.
Super crazy - A skill data base so leaders know what capability is available, employees know where they are in terms of level and L&D know where is the gap. All this in real-time :)
Work on an SME Model where there can multiple Contributors to Learning of a topic
That will be amazing @Vijayalakshmi super ccrazy idea :)
A database which can identify the learning effectivness , L3 & L4
Crazy- an online platform which will monitor for us and employees both the entire learnings taken by the employees, their status, ratings, gaps, etc an entire learning database
where is the link?
will the recording be shared?
David P Isaac
Thanks for this wonderful session. It helped understand Design Thinking a little better and apply it as well.
Thanks for a great session!
thanks a lot
Thank you David , Shreyas & Team!
Thank you ..bbye
Indeed it was
Thanks for this wonderful session David, Shreyas and everyone...!
Thank you!It was a great session.
Thank you David and Team for this wonderful session!