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first_imgRelated posts:No related photos. Thismonth sees the annual pilgrimage to Harrogate of training and HR professionals.Patrick McCurry reports on what they might find there How to cope with change is one of the key themes of this year’s CIPDconference and exhibition in Harrogate – and that applies equally to trainersas to other HR specialists. The theme of change is kicked off with the opening keynote address on 23October, entitled Thinking Like a Revolutionary. In this, Gary Hamel, visitingprofessor at the London Business School, argues that organisations need toconstantly re-invent themselves to respond to changing circumstances. Angela Baron, CIPD adviser on organisation and development, agrees:”Companies are having to deal with ever-more rapid change, in areas suchas technology, customer expectations and their marketplace.” Baron, who chairs a seminar on Developing Your People Strategy on 23 October,says this environment of change means it is even more crucial for trainers toalign their programmes with the company’s business strategy. “Manycompanies are still just sending staff on courses but neglecting other forms oftraining, such as coaching and mentoring,” she adds. Business strategy One of the speakers at the Developing Your People seminar is Craig McCoy,group HR director at BSkyB, who will be presenting a case study of thecompany’s attempt to align people management strategy with business strategy. One of the initiatives McCoy will be highlighting is BSkyB’s ‘Living theVision’ training scheme for its 4,500 call centre staff in Scotland. He says: “We have done a lot of work on the branding of BSkyB in thelast couple of years and the Living the Vision programme is an attempt to marrythe behaviours and competencies of staff with the values of that externalbranding.” Work on the branding of BSkyB led to the development of new corecompetencies for staff, such as using initiative and being creative, saysMcCoy. All call centre staff will be going through a three-day off-sitetraining course focusing on the company’s vision and values. The programme willbe based around a TV and film theme. “It is about winning staff’s hearts and minds,” says McCoy, addingthat it is extremely rare for a company to put call centre staff through suchan ambitious training course. “Usually, such a big programme would befocused purely on technical training but this is very different,” he says.For Paul Turner, group HR business director at the University for LloydsTSB, the theme of change is reflected in the challenge facing trainers over howto put together training programmes. Turner, who chairs a seminar called Developing Tomorrow’s Managers on 24October, says: “Companies know they are living in an increasinglyglobalised and competitive world and that to recruit and retain they needeffective management development schemes in place.” He says trainers are now living in the ‘post-e world’. “E-learning wasbeing presented as the solution a few years ago, but now people realise thingsaren’t that simple and the challenge is how to put together layered training,with different components such as e-learning, coaching and mentoring, andface-to-face training.” There is no single correct approach, says Turner: “Every organisationneeds to weigh up its own needs and culture when deciding on the components ofits training strategy.” But he does see a growing role for coaching and mentoring in management development:”Where you can get managers to be coached by their seniors, that’s a veryeffective way of developing staff.” The use of coaching is also highlighted by Michael Carroll, a visitingindustrial professor at Bristol University. Carroll, who will be presenting afringe seminar entitled It’s a guy thing – how men learn, has been involved intraining consultants at management consultancy RightCoutts. “They are mostly men and running the scheme made me think a lot abouthow men learn compared with women,” says Carroll. One of the striking things, says Carroll, is that men will ‘run a mile’ fromany suggestion of counselling, but if you present it in a coaching form, theywill be more receptive. “Men associate coaching with sports and so are happier to takepart,” he says. The problem, he adds, is that while men are very strong onproblem solving, they are often poor people managers. “As you go up the hierarchies in most organisations you find a higherproportion of men, but unfortunately many of these executives are poor atmanaging relationships in the workplace.” He adds that women, on the otherhand, are better at team working and handling relationships. Carroll will be outlining his approach to moving men from the moretheoretical, problem-solving approach to learning to one based on engagingemotions and managing workplace relationships effectively. In another fringe seminar Seamus Rodgers, a principal at consultants EmpowerGroup, will describe the leadership development programme being run for theAdult Learning Inspectorate (ALI), using the action learning approach totraining. “They wanted an innovative approach to management development ratherthan traditional training, so we proposed action learning,” says Rodgers. Staff are divided in to teams of 10, who meet once a month. Much of thelearning is done in virtual teams. Among the challenges was how to run a major training programme for staffthat are dispersed geographically. “All the inspectors work from home up and down the country, so therehas been a lot of e-learning involved, with the ALI putting materials on itsintranet for home-based inspectors and other staff to access.” Show facts– The CIPD annual conference and exhibition is held atHarrogate International Centre from Wednesday 23 October to Friday 25 October – Opening times for the exhibition, which is free, are10.30-18.15 on 23 October, 9.30-18.00 on 24 October and 9.30-15.00 on 25October.– There are more than 300 exhibitors, plus free fringe eventsat the exhibition. Those not attending the conference can pre-register for theexhibition by calling the hotline or registering online – Prices to attend the conference (excl accommodation andmeals) range from £395 + VAT for a one-day ticket to £955 +VAT for three days,for a non-CIPD member– The conference hotline is on 020 8263 3434, e-mail:[email protected], www.cipd.co.uk/annualconf-exConference and show details were correct at time of going topressShow business among the training-focused exhibitors:Cambridge Online Learning (A38)Handles professional management qualifications delivered onlinevia its global campus. Candidates study in virtual sets with online support. www.cambridge-online-learning.co.ukCentre for Management and Policy Studies (Cabinet Office) (C62)Providers of central government and public sector training.Highlighting a new e-learning support system as well as their leadership onlinelearning programme, Prime. Another product is Platinum, an online network forsenior civil servants and executives. www.cmps.gov.ukConsultancy Works (Q70)Specialising in preparing people for organisational change.Programmes include strategy change, developing teams (multi-disciplinary andcross-cultural), coaching, personal development planning and leadershipdevelopment.  The companywill be highlighting its recent work in South Africa in cross-cultural teamworking, using Myers-Briggs psychological tools. www.consultancyworks.comCorous (based at the Open University) (C82)Specialising in online learning. Courses include Learning toE-learn Online and  Supporting OnlineLearners. Corous also provides consultancy on all aspects of setting up anddesigning e-learning systems. www.corous.comHenley Management College (M54)Runs executive development programmes for middle and seniormanagers, as well as the Henley Learning Partnership,a network for companies totake part in a range of learning opportunities.The college is launching an online mentoring programme. Otherinitiatives include the Henley Forum on Human Resources, a network for seniorHR directors. www.henleymc.ac.ukInstitute of Leadership and Management (A54)The ILM unites the National Examining Board for Supervision andManagement with the Institute for Supervision and Management. It will beshowing its suite of qualifications from team leading at level 2 to seniormanagement at level 5. www.i-l-m.comKeystrokes(Q52)An IT skills training specialist. Keystrokes will bedemonstrating its formula for IT skills gap analysis.  www.keystrokes.co.ukLakeside Management Development (C131)Provides tailor-made outdoor experiential training courseswhich cover leadership development, teamworking, change management andstrategic management. www.lmd.org.ukLearning Futures (Q44)Will be launching a new e-learning package, Principles ofKnowledge Management – an HR Perspective, as well as The Learning Audit, whichis designed to provide insights into companies’ ability and willingness todevelop as learning organisations.  www.learningfutures.co.ukLeadChange (Q38)Facilitating personal and leadership development through themedium of natural horsemanship. www.leadchange.comMarton House (Q12)Will be highlighting its e-learning capability, particularly ofoutplacement self-development modules on CV writing, job search and selection. www.martonhouse.co.ukMomentum Radar (Q43)Behavioural Science Systems is launching  a new version of its behaviour diagnostictool, Momentum Radar, called the Personal Effectiveness Monitor. It is aimed atpeople who are charged with achieving goals through the efforts of others andmeans that staff at all levels can learn how they can be more effective. www.momentumradar.comPeak (Q66)Deals with core coaching skills and one-to-one personalcoaching systems, through its Achieving Peak Performance model. www.mattsomers.com/peakPhone Coach (Q107)Portable telephone training equipment for automatic recordingof role play and live call conversations. www.phonecoach.comPsychological Consulting (C30)Offers online personality profiling, including measures used inexecutive coaching. www.psykey.ltd.ukReg Athwal Worldwide (Q50)RAW has formed a European partnership with US company PowerHiring and has brought to the UK a series of workshops for managers calledPower Hiring – best practices in hiring top talent. www.regathwal.comRoffey Park (A64)Roffey Park will be demonstrating its new web-based learningportal, called The Learning Junction, which provides free up-to-date contentand commentary on 12 specialist areas of personal and organisationaldevelopment, including leadership, strategy, management and human resources. www.roffeypark.comSpring IT Training (A20)Offers IT and professional skills training, focusing on blendedlearning with an e-learning portal, mobile training classrooms and a managedtraining service. www.spring.comSkillboosters (B129)Offers bespoke servicesplus generic CD-Rom packages includingUnder Pressure, a new stress management resource featuring Professor CaryCooper. Skillboosters will be highlighting the importance of having trainingmaterial that engages people and not just information that proves to be littlemore than on-screen booklets. www.skillboosters.comTreepax (Q64)Highlighting its “Engineering the Impossible”programme, which looks at how idea generation and innovation occurs withinorganisations and individuals and on techniques to make these happen.  www.engineeringtheimpossible.com Previous Article Next Article Talking shopOn 3 Oct 2002 in Personnel Today Comments are closed. last_img read more