2. CONTENTS
3-4 Introduction
5-6 Conducting a training needs analysis
7-8 Learning styles
9-10 Components of accelerated learning
11-12 Informal, on-the-job learning
13-14 Developing learning for all five moments
15-16 Six sources of support
17-18 Learning experience design
19-21 Use of video in learning
22-23 Action learning
24-25 Language learning
26-27 Use of case studies
28-29 Learner-centred discussions
30-31 Saving dollars on orientation programs
32-33 Onboarding
34-35 Is mobile learning right for your organization?
36-37 Prototypes for mobile learning
38-40 Mobile learning for sales
41-43 E-learning
44-48 Beyond North America
49-50 Conclusion, summary and questions
Page 2
4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
6. Conducting a
training needs
analysis
• Establish a process and
guidelines
• Set performance
expectations
• Isolate the gaps
• Prioritize needs
• Develop a plan
Page 6
14. Developing
learning for
all five
moments
• When learning something
for the first time
• When wanting to learn
more
• When trying to
remember and/or apply
• When things change
• When something goes
wrong
Page 14
20. Use of video
in learning
1 of 2
WHEN TO USE IT
• Kick-off
• Representing soft skills
• Illustrating complex
processes
• Documenting evidence
• Testimonials
• Too many locations
Page 20
21. Use of video
in learning
2 of 2
BENEFITS
• Cost reduction
• Consistency
• Correctness
• Capture
• Clarity
• Control
Page 21
23. Action
learning
• What does it involve?
• Components
• Key behaviours
• Program development
• Executive involvement
• Completion of the
program
• Pay-off
Page 23
29. Learner-
centred
discussions
• Define the goals of the
discussion
• Define the parameters
of the discussion
• Prepare questions
ahead of time
• Communicate the
ground rules
Page 29
33. Onboarding BEST PRACTICES
• Create a centralized
experience-and make it
fun
• Communicate before
they get there
• It’s never too early to
recognize
Page 33
39. Mobile
learning for
sales 1 of 2
• Barriers to mobile
learning
• Assess the mobile
device market
• Train salespeople to use
the device
• Create mobile
dependence
• Discover mobile
champions
• Develop a mobile
methodology
Page 39
40. Mobile
learning for
sales 2 of 2
GAIN SUPPORT FROM
LEADERSHIP
• Pull and don’t push
• See it to believe it
• Slow drip
• Plan a budget in
advance
Page 40
45. Beyond North
America 1 of 4
ASIA
• Assess competence and
long-term commitment
• Conduct cultural and
human diligence as part
of the instructional
learning design process
• Involve a sponsor,
client and end user in
learning design
• Blend media and
methodologies
Page 45
46. Beyond North
America 2 of 4
LATIN AMERICA
• Build the program and
include the support of
senior executives
• Design content with
feedback from people
with different
backgrounds
• Blend tech with touch
• Provide effective
systems, procedures,
equipment
Page 46
47. Beyond North
America 3 of 4
LATIN AMERICA (CONT.)
• Provide effective
systems, procedures,
equipment, resources
and conditions that
allow learners to apply
what they learn
• Create a knowledge
management system
that preserves the
know-how of essential
functions
Page 47
48. Beyond North
America 4 of 4
EUROPE
• Just in time, just
enough
• Autonomy and
cohesion
• Blurring of boundaries
• Key challenges in
management
development
• The future learning
organization
Page 48