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Copy of L&D of the Future

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Will Staples

on 11 October 2013

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Transcript of Copy of L&D of the Future

Human Resources
of the Future

The proposed customer offering
Your new look L&D Function
Key trends for 2013
We need to ensure our Learning & Development supports these changes
Learner organised content
Self-organised learning
Learner Organised Content:
Available information, like brochures
On-line resources
Books, magazines
Self-organised learning:
Seminars & trade shows
Webcasts & Webinars
Secondments & Job swaps
Learning on the job
Real play
Gaining knowledge from colleagues
Understanding the role from the inside out
Business social media (LinkedIn)
Informal and formal coaching relationships
Organised Content:
Material collated by L&D
Signposted external resource
Suggested reading
Suggested experience paths
Designed Content:
Traditional training courses
Webcasts & Webinars
Your new L&D
L&D Summary
Upgrade of L&D Online
New E-Learning software
New Graphic Designer role
New technologies and support systems being trialled and tested
Generic operational training team
Access to learning websites
Downloadable material
Learning delivered by a variety of mediums
Faster L&D response required

Resources rather than courses

A move from push to pull

Informal learning

Experiential Learning

Close links with HR
Your New HR Function
Need for change to a more streamlined model in order to better support the business strategy and reduce HR costs

Will allow HR to:

-Become a more strategic contributor
-Ensure greater engagement with business leaders
-More easily select and implement HR practices appropriate to developing the business strategy
-Work on longer term people resourcing, development and talent management planning
-Provides a single point of contact for the people agenda
-Will focus on a ‘Centres of Expertise’ model
-Will involve a Shared Services approach
Current HR Structure
New Structure
One key interface with business

Overall HR partner with Business Lead

Liaison with HR Centres of Expertise

Links with the Employee Relations & Policy team
The Role of the HR Business Partner
Key Changes
Key changes....from today
L&D will provide a robust selection of learning material accessible via L&D Online or the HRBP– individuals and their Line Managers will be responsible for utilising this as required
Managers will own responsibility for their team’s development
Responsibility for 1:1 coaching, sales floor support, store visits will sit with the business not L&D
Training provided will be that which is planned in advance
Processes and policies will be business owned – L&D will provide the training solutions as required
Our Classroom/person to person L&D interventions will be reduced, but will still play an important part

We will be offering the latest learning technologies

The variety of learning methodologies offered will have something for everyone

Learning solutions will be far reaching and cost saving

The quality will remain at the highest standard
Your new talent, OD & Resourcing Function
Proposed structure
Area of expertise
New HR structure will allow us to partner the business in a more strategic way

Business will interface with HRBP who will bring in relevant Centre of Expertise as and when appropriate

One shared service function for all people related queries

Leaner "Centres of Expertise" will drive more innovative solutions

The quality will remain at the highest standard
Proposed shared service delivery model
HR Function Support Model
Faster L&D Response Required:

Systems rapidly evolve

Organisations and roles shift priorities

Learners struggle to keep up

L&D struggles to keep up
Resources rather than courses

Resources accessed at the point of need

Creation of bite-sized resources

Just in time approach

Learning can take place during "found time"
A move from push to pull:

A more user-centric approach

Learners able to access material at a time of their choosing

Development designed to support career paths
Informal learning:

Development through social groups, internal or external

Discussion forums

Literature or magazines
Experiential learning:

Work based placements and secondments

Coaching and managerial support

Learning from colleagues

Learn the rules, make the rules, break the rules
Close links with HR:

Learning based around role competencies

HR Business Partner model

Buckets of expertise
Full transcript