The L&D Academy is an online educational space for beginner Learning and Development practitioners. We create useful resources, practical blog posts, self-paced online courses and a community that helps L&D practitioners learn the basics of their trade and grow their careers.
Пікірлер
Vry excellent vdo lecture as a professional in my opinion.Nice tips.Virtual training Methodologies is vry.effective nd gives good feedback nd generate confidence between communication skills from grassroot level to Top lavel managers with all perceptive nd exposing the individual to all aspects like social nd other innovative practices etc.in HR in my views in brief.Vry inspiring tips and lecture.Thanx.
Thank you ☺️
R - Result (Immediate results) O - Outcome (changes to sustain your investment) I - Impact (long term, social cost)
🤩🚀
emotion intelligience in action think feel act share foundation characteristics social skills motivation self awareness.
🚀
andragogy adult self-directed larger amount of life experence social role pedagogy learner dependent on teacher decision
🤩
حلقة جميلة شكرا
🤩
Vry excellent vdo lecture bt as as a professional in my opinion T&D helps the HR employee through different Training Methodologies which helps in skill development through top executives.A manager is is the back Bone of any Organization.It is continuous process nd vast field....HRM to achieve goals in nutshell in my views.Vry.inspiring nd outstanding lecture.Thanx.
Thank you!
Thanks for sharing so much….
Thank you for watching! 😊
OMG..this is so helpful! it brought me back the the times when I was a trainer for L&D...we did almost all of the things you mentioned! Esp when our manager would gather us all and we talk about creative problem solving and we collaborate on how to better the current modules we have. L&D is so important that there is no value one can place on the services this department brings to the organization!
That’s so cool, thank you for sharing! 😊
Very well designed clip thank you
Thank you 😊
Excellent vdo lecture bt.as a professional in my opinion face to face execution skills is quite important for effective training like discussing planning nd monitoring skills, cultural sensitivity, persuasive skills, behaviour modification techniques nd group dynamics, ability to craft interventions for implementation nd cost nd quality sensitivity in brief in my views . Also open space meetings, meeting opportunities provided including committe rooms, seminar etc.makes the difference in real sense.Vry inspiring and informative lecture nd inspiring too.Thanx
Thank you 😊
Loved it!! 💯👌👏
🥰❤️
Thanks, I am in my final months of college, and I am completing an assignment and this video helped me bunches.
Yay! 😀 good luck with your assignment! 🚀
Great tips! Thank you
You’re welcome! ☺️
How to make virtual training more engaging?
That’s a cool idea, thank you! We do have a couple of blog posts on designing and delivering engaging virtual training sessions, we just haven’t turned them into videos yet. Here they are if you want to learn more: www.thelndacademy.com/post/how-to-design-an-engaging-virtual-training and www.thelndacademy.com/post/how-to-deliver-an-engaging-virtual-training
Thank you so much!
@elveenasimon1465 if you have any other questions or ideas for a video, please let us know 😊
@@TheLnDAcademy I have many questions. Thank you for providing a platform where I can openly ask such questions and get genuine help. Really appreciate it! 🙏
Of course! You’re welcome to browse our website, we have probably already answered some of the more commonly asked questions there. But if not, you can find ways to reach out to us and ask some more.
I took training and development in management course. It was very helpful and very educational. I love learning about training and development.
That’s a great topic to explore!
Vry excellent vdo lecture on e learning bt.as a professional in my opinion new ideas, research techniques nd Methodologies, innovative mind nd power to sense the problems internal or external in any situation nd solving those task reflects the talent acquisition of candidate nd how fast he resolve the problem makes a real sense for any organization nd this is possible if hos or her skills r perfect as a over all perspectives nd all basic fundamentals r clear.. Update with technologies pros nd cons zhud b clear.Vry effective vdo lecture nd worth praising.
Thank you! 🙏
SWOT is in fact a powerful analysis tool but when it comes to evaluating a learning program or any T&D intervention,the four levels Kirkpatrick model remains the most reliable and effective evaluation method! Totally deserve a descriptive video from you ;)
SWOT isn’t normally used for evaluation, it’s more of a needs analysis tool. And yes, Kirkpatrick’s levels are usually the gold standard in learning evaluation.
@lnd academy .. can u practical show step by step how to make strategies in excel or word .. globally
A strategy is a plan, you can use any kind of document to record the steps in as much or as little detail as you want. If you want some practical document templates, you can check out the digital resources on our website, specifically under the L&D Strategy section: www.thelndacademy.com/digital-downloads?Category=L%2526D%2520Strategy
Really insightful video! 👏
Thank you! 🙏
You are amazing! The real life examples are dope!
Thank you 😊
Thank you from Bangladesh.
🤩🚀
Hi. Very informative but I have two follow up questions. You mentioned isolating the event directly impacting the ROI, but these days, employee learning is an ongoing journey. So much of the training is OJT, mentoring and coaching, self-paced learning, etc. how do you weight the ROI when there are multiple initiatives or modalities impacting the performance or behavior change? And secondly, when you calculate, how do you account for training that’s developed once but used to train dozens or hundreds of people? Don’t you have to spread your development costs out and account for this? Thanks.
Thank you for your thoughtful questions! 1️⃣ Isolating ROI in a Complex Learning Journey: You’re right that modern employee learning is multifaceted, involving OJT, mentoring, coaching, and self-paced learning. To address this complexity, it's crucial to use a blended evaluation approach. One effective method is to use control groups or pre- and post-assessments to measure the direct impact of each learning modality. Additionally, you can attribute weights to different modalities based on their influence on the performance or behavior change observed. For instance, if mentoring sessions are known to significantly impact employee performance, a larger weight can be assigned to them in your ROI calculations. 2️⃣ Accounting for Development Costs Spread Over Multiple Uses: Great point! When calculating ROI for training programs developed once but used multiple times, you should amortize the development costs over the expected number of uses or participants. This means dividing the total development cost by the number of training sessions or participants expected over the program's lifespan. This way, the per-session or per-participant cost reflects a more accurate measure of the investment, ensuring your ROI calculations are precise. I hope this helps! Feel free to ask any more questions.
@@TheLnDAcademy thanks for the quick response. So many factors in this process, making it a tough sell and explains why so many L & D departments don’t do this well. But in many firms, training is part of a cost center, making these steps all the more important.
@catboy721 That’s very true. And to be fair… there’s an argument somewhere in there whether the bother is really needed. At the end of the day learning, training and development can have so many wonderful benefits for the organization. And yet when you try to put them in terms of numbers, it can somewhat devalue the whole thing. We’re not saying you shouldn’t do it, but we can totally understand when someone gives up.
Fantastic video! Thank you for the breakdown and simplicity!
Thank you for being here! 😊
Very helpful. Do L&D practitioners always deliver the learning?
Nope! Depending on the role and company, L&D can be an organizing body that coordinates several vendors.
Very good Irina
Thank you! 😁
Many thanks for this content, do you have any courses on Udemy .
Yes, we have several. You can see all our courses (including on Udemy) here: www.thelndacademy.com/courses
❤
😊🚀
Thanks for sharing. You rock! I have one question. What do you think about Canva? I use it a lot for presentations.
Thank you for sharing that unvaluable content!
You are most welcome! 🙏
Wonderful content! Simple and to the point. Thank you! The Learning Needs Analysis Free Workbook is so well organized and simple. It is also correct!!! The best refresher I have ever had. I am now a Follower!!! I look forward to seeing and participating in everything.
Yay!!! Welcome! 🤗
Vry well explained Ma'am the topic bt in my opinion in Webinar Culture nd values play's important role in L&D nd HR as in my opinion they are correlated.In me opinion as a professional culture dimension should hb.Octapace values in webinars like openness, collaboration nd team work, trust nd trust worthiness, authenticity, proactivity nd initiative, autonomy, confrontation, motivation, communication, shared values, learning orientation, openness to change, health, safety nd empowerment.This will help Organizational culture too in brief Rationale for Assessment system will prove to be a boon for the webinar.vry.innovative nd outstanding vdo lecture.sincerely appreciated the lecture.Thanx
Thank you!😊
Vry well explained Ma'am Training objectives which is correlated with areas of skills r acquired through education nd Training.The skill is highly necessary at the lower level of management nd as one moves to higher level of management, the relative importance of technical skills usually diminishes.This is so because unlike first level supervisors, managers at higher level hv.less direct contact with technical operating problems nd activities.HR skill is the ability to work with other employees nd top level executives in a cooperative manner.It involves understanding patience, trust nd genuine involvement in interpersonal relationships which is related to skills nd r necessary at all levels of management.employees with good human skills build trust nd cooperation as they motivate nd leadnd this become successful managers.This skill is gaining more imp.as the work place is becoming more and more ethnically diversified nd manager has to be aware nd become adaptive to cultural differences.Furthermore since the businesses r more nd more becoming MNC nd global top level executives r required to learn new objective training ways of dealing with people of different countries with different cultures nd value system in my opinion as a professional to fullfill Training objectives in real sense nd related to the positive Productivity for the OD nd OB of any Sector etc.in brief.Vry effective vdo lecture nd sincerely appreciated the lecture.Thanx👍
Spot on - the higher you go up the ladder, the less operational your role should be. Thanks.
I am watching your videos and are helping me a lot. I am just preparing for L&D specialist interview at a large NGO and am sure I enriched my understanding by your videos.
Congratulations on the interview! We’re keeping our fingers crossed for you! Good luck! 🍀
Vry well explained the topic ma'am.In my opinion as a professional planning is future oriented nd determines an organization direction in L&D nd development concept.The directing function is concerned with leadership, communication, motivation nd supervision so that employees perform their activities in the most efficient manner to achieve the desired goals through different Training Methodologies.The controlling function consists of those activities that r undertaken to ensure that the events do not deviate from the prearranged plans.In my opinion L&D is a subsystem of HR .The interpersonal roles that a coach or Trainers or Executives is expected to perform r those of a figurehead,a leader nd a liaison.The different types of skills that managers or leaders need to possess r technical,human, conceptual, diagnostic, communicational,a conflict handler,a resource allocator,a negotiator nd political skills etc.for effective outcome of results in any field in brief in my point of view.Human skills nd conceptual skills r also important factors for the top executives.Vry.Inspiring nd outstanding vdo lecture.sincerely appreciate the knowledgeble lecture.Thanx.
Thank you! 🙏
Treat to watch the explanation of the topic maam bt as a professional in my opinion there is a system nd statedset of guidelines nd a policy write upor document of training and learning which ultimately leedsto development.The guidelines should be comprehensive nd explain all aspects including the role of the trainee.Guidelines for learning nd development as such that there r no ambiguities.Efforts hv.been made to b clear nd documentation accessible to all concerned.If the approach of L&D structure is weak than many people r not aware of the process nd mechanisms of development in brief as a professional in my opinion.If the chain bonding is strong than effectiveness r bound to come.vry.useful nd inspiring vdo lecture nd sincerely appreciated the innovative Lecture.Thanx
Thank you!😊
Thanks for sharing your knowledge 🌹🤝
It's our pleasure!
❤ excited to watch
YAY! 🥳 🎉🎊
Nice vdo.lectture related to topic bt as a professional I personally feel the stories should b designed in such a Innovative nd practical ways which is beneficial to the Organization nd shud impact Training Methodologies of any Sector for the Development of the skills nd overall productivity for the success of employees nd employers.Useful approach towards training is the need of the time.Appreciate the innovative idea maam.Thanx
Thank you! 🙏
😊
🤩🚀
If a learner requested training for a workshop, would these be suitable questions to ask them directly?
Absolutely! Though you’d need to tailor the questions to the specific training context.
Thank you Madame for this beautiful content :)
You are most welcome! 🙏
Well explained ROI.Thanx
Thank you! 😊
I will practice this when shadowing professionals in my field
That’s a great way to take advantage of the theory 🚀
Vry well explained the topic bt in my opinion earlier in large organisations it was difficult for the Trainer's or manager's to assemble the data fragmented into separate system in order to present an overall picture of the organization's operations nd take firm wife decision.To overcome such difficulties in recent years many organization's hv.opted to replace the several distinct information system with a single integrated system that can support the business activities for different business system.Vry.frequently new technologies r emerging which is good for HR field in my opinion in brief for effective results of any Sector or organization or Industries as it saves the time value in management concepts nd OB.Data stored can b sorted out with in no time by trainers or managers for analysis of employees performance appraisals which is related to the productivity nd skills development through different Training Methodologies, strategy, orientation programme, evaluation etc.AI also plays a vital role in HRM for effective Development of Productivity of any field in brief in my views in nutshell.Vry.Innovative nd outstanding vdo lecture.Sincerely appreciated the lecture as overall.Thanx
In our experience there’s rarely an HR or a learning system that can accurately measure the impact of learning in the organization.
I've just invented your channel and immediately subscribed. As L&D specialist your channel gave me lots of information about my profession. Thanks a lot for your time and energy. Looking forward for new videos about L&D. Regards 🤝🌹
That is so awesome! Thank you for subscribing and for your very kind words! :)
Vry well explained the topic impact of Learning nd Evaluation ma'am.In my opinion as a professional pooling of opinion with in group Team of any Sector or organization is very important.The members or Trainers bring in different background, values, view points nd abilities.These wife ranging abilities results in greater knowledge base that leads to better quality decisions.Additionally group deliberation generally ensure a thorough consideration of problems from all angles nd alternative points of view before arriving at a decision in HR as overall including evaluation in my opinion in brief.This would not be Possible if the same problem was looked at by a single executive of any Motivation gives subordinates some degree of recognition nd importance.They rtly.feelthat they r integral part of the decision making process which boosts their morale nd motivates them to do better for OD nd OB.T&D methodologies r important as after well skills they aquire results r bound to come for any field.Its a continuous chain which affects the quality of the organization behaviour nd management concepts.Vry.Innovative nd outstanding vdo lecture.Formulatingof policies should be as such they are useful in handling grievances nd interdepartmental problems with creativity is involved.Follow up nd Periodic evaluation check for any deviations nd unnecessary waste of time in my opinion maam as a professional in nut shell.Sincerely appreciate the lecture.Thanx
Thank you! 😊