Talent Development Innovating Organisational Learning and Development (TPH12011)
|Event Date/Time: Jun 20, 2012||End Date/Time: Jun 21, 2012|
|Registration Date: Jun 19, 2012|
|Early Registration Date: May 15, 2012|
|Abstract Submission Date: May 15, 2012|
|Paper Submission Date: May 15, 2012|
As the pace of change continues to increase, learning plays, or should play, a vital role in ensuring organisational success.Yet although fashions in learning support may come and go, one thing remains constant: organisations generally do a poor job of helping their people learn. Organisations also face a similar problem in helping people transform what they do learn into improvements within their job. Is it any wonder therefore if learning budgets remain under threat?
You may consider it to be yet another fashion but some organisations believe the solution is now in sight. Understanding of the brain and how individuals and groups learn and work are leading to wider deployment of new approaches, often supported by new technologies.
Social media and mobile IT systems are enabling people to learn from and with each other, regardless of function, level or location. They are also enabling individuals to take greater responsibility for their own learning, and are helping teams, communities, networks and whole organisations to learn together, providing a much more effective way to change.
Organisations are also trying to create more value through their investments in learning and development â€“ often by linking these to the development of unique organisational capabilities which differentiate firms from their competitors (or, in the public / voluntary sectors, lead to significant transformations in their services).
Organisations using these approaches are reporting significantly improved results in their peoplesâ€™ learning and in organisational performance too.
Attend this seminar to learn more about how learning works, in theory and in practice. Understand the approaches your organisation can implement to increase both the rate and amount that people learn, and ensure the effective learning of your organisation as a whole. Also understand how to justify your investments in learning and development, and ensure you are able to provide your people with the learning support that their current and potential contributions deserve.