Design & Facilitate Digital OJT Experiences
Who is it for
Organization’s have a clear expectation in driving performance through the knowledge acquired on-the-job. On-the-job trainings are easily organized. But, is attending a one-time intervention effective in retaining, transferring and applying what’s learnt or is a robust mechanism for OJT needed? Join us to experience and create highly interactive, participatory structures for propagating on-the-jo
We often hear leadership at organizations saying that People are their Assets! People are the experts and if we are able to build capabilities and help them to innovate, problem-solve – that will certainly drive performance and results.
How can the organizations effectively leverage on the knowledge that their people acquired at the job to drive performance?
It certainly is easy to organize trainings. But, there is much fuzziness for Learning & Development practitioners when challenged with questions such as
1. Is the Return of Investment (ROI) of an intervention achieved?
2. Is there application of the learning in the field?
3. Is there retention of learning along with transfer and management of knowledge?
*Knowledge has been defined as “information possessed in the minds of individuals” (Alavi and Leidner, 2001),
As L&D practitioners we know it is not always possible to measure monetary benefits over a specified time period in return for a given investment in a training intervention. Many organizations today are adopting “70-20-10” as the Learning & Development (L & D) Model. It holds that people obtain 70% of their knowledge from job-related experiences, 20% from interactions with others and 10% from formal educational events/training. This concept highlights the majority of learning happens via on-the-job training and through coaching. When learning happens in the field, it means knowledge is retained and transferred. Finally when the transformation has taken place, this becomes the real Return of Investment.
In the digital economy we can certainly leverage technology to innovate the way our people acquire, retain knowledge and apply it in the field. We can effectively validate that learning is getting transferred.
Trainings are easily organized. Attending a one-time intervention is clearly not effective in retaining what’s learnt and easily transfer knowledge at workplace. A robust mechanism for knowledge retention and transfer of knowledge ne
Articulate organization expectations
Contextualize workplace challenges
Explore OJT solution-ing
This programme is for professionals in:
• Adult Education: trainer, coach, facilitator, educator, assessor, instructional designer
• Training Management: e-learning specialist, programme manager, training manager, business development manager, education technologist, training consultant
• Learning & Development: HR
Topics and agenda
1. A Warm WelcomeFacilitate and Experience Digital On boarding | 15 Minutes
Greetings/Introduction. Set expectations. State Objective of the session. Overview of Wiztango features and usage to set expectations on understanding of digital engagement through wiztango
To set context for understanding what to expect in a digitally-blended learning environment.
2. BackgroundVideo | 5 Minutes
Learn the evolution of 3 roles namely Sales Training Managers, Sales Managers and Learner's Role and how each role is being challenged.
To understand evolution of Sales Trainer's, Manager's and Learner's role since the launch of Certified International Specialist (CIS) Sales Programs in 2011
3. Setting the ContextFacilitate via Wiztango and Video | 25 Minutes
Gather opinions, views to understand internal and external 'L & D' Landscape and its impacts and Watch Video to understand DHL goals.
Know where we want to be and identify challenges, gaps to reach our goals.
4. SolutioningFacilitate and Discuss | 20 Minutes
Explain history of Learning Circles, what are Learning Circles. State the benefits of LC to enterprise and nation and what it means for DHLE.
To understand the background of Learning circles and How Learning Circles can benefit nation and enterprises and DHLE.
5. RoadMapVideo with facilitation | 15 Minutes
Look at the needs of next generation and digital disruption, know that change is required as L & D Practitioner and realized what can be done to focus on 70 of the 70-20-10 learning model
Recognize the change that is already happening and what L & D practitioners can do to prepare for the change.State future goals and know what can be done as a training community to achieve it
6. Review and ReflectDiscussion | 15 Minutes
Understanding where we want to go and seek inputs on solution-ing
To know how Learning circle and their experience and can be replicated to drive pro active learners and performance focusing on '70' of 70-20-10 and permeates COP in the region
CEO, Entrepreneur, Chief Architect Learning Circles
PJ is the Chief Architect of Learning Circles and creator of Wiztango.com a Digital Facilitation Technology Platform for Content Originators. He is an American with a global background as an entrepreneur in technology and education management.
In 2002, he founded and for fourteen years successfully managed an in-residence corporate university for Japanese employees of Hitachi Corp, Toshiba, Fujitsu, Yokogawa, Panasonic and 30 global Japanese corporations. The Singapore-based company achieved $8.9M revenue at its peak and had 1,000 Japanese graduates from 25 global-skill development programs.
In the past 25 years, PJ has had pioneering leadership roles in the digital transformation of multiple industries including Pre-Press (Israeli-based Scitex Corp), Photography (Boston-based Leaf Technologies), Printing (Dutch-based Indigo Corp) and Advertising (Boston-based Engage Technologies)
International express deliveries; global freight forwarding by air, sea, road and rail; warehousing solutions from packaging, to repairs, to storage; mail deliveries worldwide; and other customized logistic services – with everything DHL does, we help connect people and improve their lives.