technology - Blogs - DPG Community2024-03-28T15:12:33Zhttps://community.dpgplc.co.uk/blog/feed/tag/technologyThe Competitive Landscapehttps://community.dpgplc.co.uk/blog/the-competitive-landscape2019-06-28T11:33:40.000Z2019-06-28T11:33:40.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/3149338371?profile=RESIZE_400x&width=400"></div><div><p>Learning & Development can be guilty of being too tech focussed. Although if you look at the way HR Tech market has developed over the last couple of years you’d be forgiven for thinking that HR is also now obsessed with technology. In the <a href="https://ss-usa.s3.amazonaws.com/c/308463326/media/5c9494325e16e/JB_Tech_Disruptions_Final.pdf">HR Technology Market 2019 ‘Disruption Ahead’</a> by Josh Bersin, you can see just how much technology is impacting every aspect of the employee lifecycle, with so many solutions available, many organisations are struggling with ‘technology fatigue’.</p>
<p>It’s prompted me to think about technology and what if we didn’t have the latest and greatest technology solutions in place. This tweet caught my eye this with by <a href="https://twitter.com/neilmorrison">Neil Morrison</a>.</p>
<p><a href="{{#staticFileLink}}3149283709,RESIZE_710x{{/staticFileLink}}"><img class="align-full" src="{{#staticFileLink}}3149283709,RESIZE_710x{{/staticFileLink}}" alt="3149283709?profile=RESIZE_710x" width="583" /></a></p>
<p>I’ve written recently about <a href="https://community.dpgplc.co.uk/blog/are-l-d-slow-to-change">L&D being slow to adapt</a> and the <a href="https://community.dpgplc.co.uk/blog/is-your-team-a-premium-or-a-discount-brand">brand of your team</a> and whilst technology has a role to play undoubtedly, one thing that doesn’t require an API or a plugin or huge investment and sign off - is a smile. OK ‘cheese alert’ is sounding now but bear with me.</p>
<p>OK not just a smile but good, wholesome, friendly, customer service. Making people feel like human beings, making them feel welcome, respected and included and helping them when they need help and supporting them when they are at that point of need.</p>
<p>It’s putting the customer first rather than process and the customer first before tech. yes tech can improve some processes but it should NEVER be the sole focus and a magic bullet. In a recent post I talk about <a href="https://community.dpgplc.co.uk/blog/the-role-of-data-and-analytics-in-evaluation">data and analytics</a> and asking the right questions. Again, this is part of providing a good service, putting the customer first. Too many teams hide behind technology and processes and as Neils’ tweet alludes to, fail at the basics in treating people like people rather than a number or a service ticket or ‘talent’ or a candidate or just an employee.</p>
<p>Recruitment in general, do seem to have developed a reputation over the years as being a little bit heartless and the ‘war for talent’ seems to be raging still. Thinking about the brand of your recruitment team could be a useful exercise – getting feedback from those who <strong>aren’t successful</strong> as well those that are, could open your eyes to the experience people are getting from your ‘talent’ team. I imagine many people who apply for a job in organisations don’t hear anything back at all.</p>
<p>The practices from recruitment teams coupled with real challenges in attracting and keeping the right people has shifted to a <a href="https://sevensteprpo.com/surviving-todays-candidate-driven-market-the-3-most-critical-employment-branding-strategies/">candidate driven market</a>, meaning that employers have to work harder than ever to attract and retain their employees. Gone are the days when potential employees will take what’s on offer first time round and now consider many other things, with salary no longer being the <a href="https://www.forbes.com/sites/alankohll/2018/07/10/what-employees-really-want-at-work/#22a278a15ad3">most important thing</a>, Instead, things like a sense of purpose and flexibility being considered more important. Organisations need to adapt, but not just in recruitment across the whole employee lifecycle and I think in order to adapt we need to look at the competitive landscape.</p>
<p>Look outside of our own teams, departments and industries to truly see who is adapting, evolving and providing the best service and experiences.</p>
<p>These experiences as a consumers, make us spend more money, buying goods and services whether it’s ordering online and fast delivery, great customer service in store, dealing with a complaint quickly and effectively, interacting on social media, sales people who genuinely want you to get the right product not necessarily their products. The competitive landscape is important to keep your eye on and whilst the focus here in on ‘consumers’, I genuinely believe the principles here need to apply to our internal thinking and how we approach delivering the services from HR and L&D to create great employee experiences.</p>
<p>You can look at what forward thinking organisations are doing in terms of delivering great customer experiences here <a href="https://blog.smile.io/top-10-best-customer-experiences">https://blog.smile.io/top-10-best-customer-experiences</a></p>
<p><strong>Just remember it’s not all about the technology</strong>.</p>
<p>I’d love you to look through the list and think about other organisations that are providing great experiences.</p>
<p><em>What can we learn from them, how can we apply them to what we do and how we do it?</em></p>
<p><em>What organisations have you experienced great service from recently and remembered the experience?</em></p>
<p>Let’s see if we can share some ideas <em> </em></p>
<p><em>I’d love to hear what you’re doing to create those connections and experiences whether there are original or ‘borrowed’ and developed from somewhere else.</em></p></div>The Robots are Coming!https://community.dpgplc.co.uk/blog/the-robots-are-coming2018-11-22T11:41:18.000Z2018-11-22T11:41:18.000ZRichy Campbellhttps://community.dpgplc.co.uk/members/RichyCampbell921<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/136498153?profile=RESIZE_400x&width=400"></div><div><p>Automation is either going to ruin or save the world.</p>
<p>Depending on who you speak to, of course. It’s a hot topic currently. There are many articles on how it’s going to render jobs obsolete, and leave thousands out of work. <a href="https://www.theguardian.com/technology/2017/mar/24/millions-uk-workers-risk-replaced-robots-study-warns">A report by consultancy firm PwC</a> states that 30% of jobs in the UK are under threat from Artificial Intelligence (AI). Specifically, retailing/wholesale, administrative/support services, and manufacturing jobs are at risk. The report warns that action is needed from governments and businesses to prevent accelerated inequality.</p>
<p>There are also plenty of arguments for the other side. That it will increase productivity, and reduce laborious, repetitive tasks. This claim is made by the CEO of Zalaris, Hans-Petter Mellerud. <a href="https://www.hrgrapevine.com/content/article/2018-10-30-zalaris-ceo-automation-will-make-hr-more-strategic?utm_medium=email&utm_campaign=HRM%20-%20211118&utm_content=HRM%20-%20211118+CID_c7e6a6a071c8cc4ebec8337a0f5bf6a6&utm_source=HR%20Grapevine%20Campaigns&utm_term=Zalaris%20CEO%20Automation%20will%20make%20HR%20more%20strategic" target="_self">In an interview with HR Grapevine</a>, he explains how it’s making HR more efficient. On data-entry, Mellerud writes:</p>
<p>“Repetitive data entry and other routines can now be proficiently handled through interactive portals allowing management and employees to securely access and update information on demand from virtually any location. These efficiencies – inherent in today’s human capital management solutions – enable HR leaders and their teams to concentrate on activities that help create a more competitive workforce, for example”.</p>
<p>With such logical arguments on either side, it’s rather difficult to make one’s mind up on the matter. Ultimately, we just don’t know what the long-term effects are going to be.</p>
<p>When I first researched automation, my first reaction was fear. Particularly regarding employment. AI leaving thousands of people out of work seemed dystopian to me. What will these people do for employment? Will it be a disaster for the UK, nay, the world?</p>
<p>After that dramatic reaction, I calmed and read on.</p>
<p>I think humans can immensely benefit from automation. In a workplace context, as stated by Mellerud, it will reduce repetitive tasks and allow focus on more important work. From another aspect of efficiency (and lifestyle), who knows, maybe it will help us get to that <a href="https://www.bbc.co.uk/news/business-45463868">elusive four day working week!</a> That would be marvellous, wouldn’t it?</p>
<p>Ultimately, I agree with arguments from both sides. Automation is happening now, and it is the way the world is turning. Preparation is required, from everyone. From political leaders, to companies, to individuals. I just hope it is executed by all in a responsible manner, that is kind to humanity.</p>
<p><strong>Where do you think about automation? Comment below!</strong></p>
</div>10 apps to help you work and study smarterhttps://community.dpgplc.co.uk/blog/10-apps-to-help-you-work-and-study-smarter2017-06-15T12:27:04.000Z2017-06-15T12:27:04.000ZLucy Boltonhttps://community.dpgplc.co.uk/members/LucyBolton<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217286?profile=RESIZE_400x&width=400"></div><div><p>We are always helping you with new ways to study and tips to boost your productivity. Studying and completing your CPD is such an important thing to keep track of, so we have taken up the challenge of coming up with the top 10 series in and around studying and CPD. This week… Studying apps!</p>
<p>These apps are perfect for those of you who are looking to modernise your learning and productivity. They have been designed to help you manage your time, be more focused and make it easier for you to reach your qualification goals.</p>
<p>Have you used any of these apps? How have you used them effectively? Are any missing? Let us know in comments below </p>
<p><b>1. SelfControl (MAC) / Freedom (Windows)</b></p>
<p>Struggle to stay focused on one thing at once? Let your mind wonder to Facebook a little bit too often? Well this is the app for you… </p>
<p>These web apps allows you to block some websites for a set amount of time, that means no more nipping onto Twitter, no checking your emails, no distractions! And the best thing? Once the blocks have been put in place for a certain amount of time, you can’t access anything until the block expires, there’s no flick of a switch to make everything come back… you might as well just study! </p>
<p><a href="https://selfcontrolapp.com/">Check out Self Control for iOS</a> </p>
<p><a href="https://freedom.to/">Check out Freedom for Windows</a></p>
<p><a href="https://freedom.to/"></a><b>2. Noisli</b></p>
<p>We love this web app as it allows you to create an environment that helps you focus and concentrate. Want a fire crackling in the background or wind blowing...or do you even want to feel like you’re in a coffee shop. Mix and match your background noises and put your head phones on to focus, concentrate and be as productive as possible. Let us know what your favourite combinations are in comments.</p>
<p><a href="https://www.noisli.com/">Check out Noisli</a></p>
<p><b>3. Timetable</b></p>
<p>Save your timetable, your webinar and workshop dates, your assessment deadlines and all the other bits in-between into this handy little app and say goodbye to your worries. This app syncs across all your devices so you only have to add them once and you will know where you need to be and when. Plus, it’s all colour coded and lets you know all the details such as location and time! Could you ask for more? Side-note this app is only on Android currently.</p>
<p><a href="https://play.google.com/store/apps/details?id=com.gabrielittner.timetable&hl=en_GB">Check out Timetable</a> </p>
<p><b>4. Milanote</b></p>
<p>Milanote is a place for you to add your research, notes and ideas side by side. It’s fantastic for more creative projects or presentations, and for planning your work as the interface allows you to connect your notes, move images, text and links around to organise your thoughts. Milanote lets your work evolve naturally.</p>
<p><a href="https://www.milanote.com/">Check out Milanote</a></p>
<p><b>5. Trello</b></p>
<p>If you need something a bit different to keep on top of your to-do-list then Trello is for you. It can be used from simple reminders to full on project management. This nifty list-writing, not only gives you the satisfaction of ticking off the jobs you’ve done, but you can share lists – so it’s great for organising collaborative work. It integrates with Google Drive and Dropbox to upload files, as well as adding links and photos to your tasks, and setting alarms for assignment submissions or workshops. </p>
<p><a href="https://trello.com/platforms">Check out Trello</a></p>
<p><b>6. Tinycards</b></p>
<p>Is it exam time? Well Tinycards is the app for you. Tinycards is basically just a set of flashcards on your phone which can be used to help you memorise your notes before a big exam. Tinycards allows you to create your own decks of cards which you and your friends or colleagues can share with one another. </p>
<p><a href="https://tinycards.duolingo.com/">Check out Tinycards</a></p>
<p><b>7. Evernote</b></p>
<p>As well as note-writing, you can take photos, record audio and share your saved items with other mobile devices. One of our favourite features is the camera function which lets you photograph pages from text books. Check out this great discussion on tips to use <a href="http://community.dpgplc.co.uk/learning-professionals/evernote">Evernote here.</a></p>
<p><a href="https://evernote.com">Check out Evernote</a></p>
<p><b>8. Dragon Dictation (iOS) / Speech to Text (Android)</b></p>
<p>Some people retain information better by speaking out loud, if that applies to you, it may be time to try a dictation app. With Dragon Dictation you just have to speak directly into your phone, and it converts your voice into text, you can then copy and paste this into anything and log it somewhere safe! One of the best Android equivalents is Speech to Text.</p>
<p><a href="https://itunes.apple.com/gb/app/dragon-dictation/id341446764?mt=8">Check out Dragon Diction</a></p>
<p><a href="https://play.google.com/store/apps/details?id=appinventor.ai_xenom_apps.SpeechToText&hl=en_GB">Check out Speech to Text</a> </p>
<p><b>9. Slack</b></p>
<p>Slack is a app that we love here at DPG and use it all the time. It’s a place to communicate with your colleagues with real-time messaging. It’s quick and effective, especially with a remote team! Slack allows you to create different threads for different projects, so everything you need is all in one place. But Slack is great for studying too, create a thread for each assessment you have, and post in there all the links you might need, any articles or blogs, and even add in your personal notes. Everything you need, all in one place. Check out this blog and video about <a href="http://community.dpgplc.co.uk/blog/slack-a-tool-for-your-cpd">using Slack for CPD</a></p>
<p><a href="https://slack.com/one">Check out Slack</a> </p>
<p><b>10. Neil’s toolbox</b></p>
<p>If you struggle with writing your references properly Neil’s toolbox could be of great help for you. You have to add in the details of your resource and the toolbox will generate a Harvard reference for you to add in to the end of your assessment. It’s great for checking you have the order down correctly, and all the information correctly stated....and saving time.</p>
<p><a href="http://www.neilstoolbox.com/bibliography-creator/">Check out Neil’s Toolbox</a></p>
<p></p>
<p>So, there you have it, 10 apps that will help you boost your productivity and become a study ninja. </p>
<p></p>
<p></p>
</div>3 take-aways from the Learning Technologies Conferencehttps://community.dpgplc.co.uk/blog/3-take-aways-from-the-learning-technologies-conference2016-02-05T13:09:24.000Z2016-02-05T13:09:24.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216884?profile=RESIZE_400x&width=400"></div><div><p>Thousands of <a href="https://www.dpgplc.co.uk/cipd-courses/cipd-level-5-certificate-or-diploma-in-ld-management/" target="_blank">L&D professionals</a> descended on London’s Olympia this week for the Learning Technologies Conference and Exhibition. Over two days, the event provided an opportunity to meet vendors and attend a wide range of talks on learning and learning technologies.</p>
<p>With 70 conference speakers and 150 free L&D seminars in the exhibition, there was a feast of learning on offer. Out of all this, we have pulled out three themes that have, and will have, a big impact on how L&D does its job. They are technology, how we learn and the future roles of L&D.</p>
<p><strong>1 L&D needs to be the pioneers of tomorrow, today</strong><br />
In his day-two opening keynote, futurist Ben Hammersley took a look at the future of technology and how it will impact on how we learn. He used two models to help the audience understand why technological advances are having such a big impact. They are Moore’s Law and Metcalfe’s Law.</p>
<p>Moore’s Law tells us that technology will double in speed and power every year. That means that new technological advances now are likely to be common place in the years to come. Metcalfe’s Law is used to describe the growth of the internet, and the network effects of communication technologies. He urged the audience to take seriously any digital threats that they see impacting on their business. Why? Because it is likely that that technology will be a serious disruptor in the years to come. Take Kodak, for example, which invented the digital camera, only to go bankrupt 30 years later due to digital photography.</p>
<p>Hammersley said that <a href="https://www.dpgplc.co.uk/cipd-courses/cipd-level-3-certificate-or-diploma-in-ld-practice/" target="_blank">L&D professionals</a> need to reimagine the future by looking at how they could deliver learning with the technology that is currently available – pushing to one side the ways they have previously delivered training. This is about embracing new technology and understanding how it can transform learning. Hammersley said that L&D needs a mindset that is open to exploring the future of learning and the role technology will play in that.</p>
<p><strong>2 Understand the role of biases in learning and how we see the world</strong><br />
Dr Tesia Marshik, Assistant Professor of Psychology at the University of Wisconsin-La Crosse in the US provided insights into how humans learn and the flaws in some of our learning processes. Understanding these flaws will enable learning professionals to achieve better learning outcomes she said.</p>
<p>Her starting point was that our brains miss important information all the time. This is a natural limitation. Added to this is the fact we all see the world differently which means that in a learning environment we cannot know what other people are thinking and feeling and how they are interpreting things.</p>
<p>We also create shortcuts to manage information and one of those shortcuts – biases, and in particular conformation bias – has a big impact on how we learn. Confirmation bias lets us see what we want to see and to look for current information that fits with our world view. At the same time we also dismiss the things that don’t fit with our world view. Humans don’t like to be wrong so we find evidence that fits our beliefs.</p>
<p>This is a challenge in the learning environment as confirmation bias stops colleagues from looking at tasks in new and different ways. So what can L&D professionals do about this? Marshik offered the following advice for learners:</p>
<p>1 Admit you biases, have some humility and reflect on your our beliefs, you could be wrong<br />
2 Expose yourself to different perspectives. But beware of echo chambers that only serve to reinforce what you think.<br />
3 Practise explaining alternative views. Even you do not believe it, practice the thinking as it helps understand different perspectives on the same topic.<br />
4 Rely on quality evidence to back up your opinion. Use research but not blindly. Be skeptical but not defensive.</p>
<p><strong>3 The changing role of L&D</strong><br />
A session on how to use enterprise social networks (ESNs) for social learning provided a glimpse into new and emerging roles for <a href="https://www.dpgplc.co.uk/cipd-courses/cipd-level-3-certificate-or-diploma-in-ld-practice/" target="_blank">L&D</a>. Jane Hart, founder of the Centre for Learning and Performance Technologies, shared ten ways in which organisations could use their internal social networks to enable and support social learning. And for each of these ten approaches she ascribed a role type. These make for interesting reading. Hart describes this fully in this <a href="http://bit.ly/10usesESN" target="_blank">article</a>, but here we list out the approaches and roles, such as community manager, guide, facilitator, which give a flavour of the skills required to support social learning at work.</p>
<p><strong>Approach:</strong> Underpin the work of social teams<br />
<strong>Role:</strong> Collaboration consultant. Someone who supports managers to build social teams and helping people to use ESNs as part of their work.</p>
<p><strong>Approach:</strong> To host online communities<br />
<strong>Role:</strong> Community manager. To support, grow and sustain cross organisational teams.</p>
<p><strong>Approach:</strong> Social on boarding<br />
<strong>Role:</strong> Onboarding community manager. A person who is there to build a social ethos with new starters and prepare them to work with others socially.</p>
<p><strong>Approach:</strong> To support social mentoring<br />
<strong>Role:</strong> Facilitator. This role is about facilitating connections between people.</p>
<p><strong>Approach:</strong> For guided social learning experiences<br />
<strong>Role</strong>: Learning guide. The role includes creating activities to enable teams to do things on their own or collaboratively and to help boost their confidence in working out loud.</p>
<p><strong>Approach:</strong> To host a learning challenge (or campaign)<br />
<strong>Role:</strong> Challenge designer. This person designs short learning challenges using the ESN and guides people through the experience.</p>
<p><strong>Approach:</strong> To provide drip-feed training<br />
<strong>Role:</strong> Curator – to produce a continuous flow of daily micro content to inject into a team space.</p>
<p><strong>Approach:</strong> To support a modern, social classroom<br />
<strong>Role:</strong> Facilitator to support a flipped classroom and provide pre and post-training support.</p>
<p><strong>Approach:</strong> Support a live event<br />
<strong>Role:</strong> – host and facilitator to create and manage backchannels for live learning events or Twitter-like chats to enable real-time discussion.</p>
<p><strong>Approach</strong>: To create a learning network<br />
<strong>Role:</strong> A co-ordinator to manage a series of social and live events for the network</p>
<p><em><strong>Did you go to the conference of exhibition?</strong></em></p>
<p><em><strong>What are your thoughts on the key themes and messages?</strong></em></p>
<p><em><strong>Are the above approaches & roles something you are doing in your organisation?</strong></em></p>
<p>We'd love to hear from you in comments below </p>
</div>HR Software - Are they all they are cracked up to be?https://community.dpgplc.co.uk/blog/hr-software-are-they-all-they-are-cracked-up-to-be2014-03-14T08:17:31.000Z2014-03-14T08:17:31.000ZRebecca Rowehttps://community.dpgplc.co.uk/members/RebeccaRowe<div><p>What do you look for in HR Software Packages?</p><p></p><p>With all the bells & whistles which accompany the newly released and highly efficient databases are we becoming too reliant on these highly technical pieces of kit to direct us through our working week or are they quite simply a modern day miracle. </p><p></p><p>What are you experiences of HR software? Do you feel the systems are too complex or an excellent piece of Kit you wouldn't be without?</p><p></p><p>Are there any packages you would recommend or strongly persuade against?</p><p></p><p>What are your thoughts on the tools HR Professionals need </p></div>Internet Safety for our Young Childrenhttps://community.dpgplc.co.uk/blog/internet-safety-for-our-young-children2013-12-24T07:09:01.000Z2013-12-24T07:09:01.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p>Hi All,</p><p>Hope you are all well and looking forward to Christmas.</p><p>Just before I close down for Christmas, I wanted to share this with you. Given how much this has helped me out, I'm hoping it will be of some use to other parents out there.</p><p>I've been on a steep learning curve over the past few months, getting my head around the world of Android tablets for children. I've had a devil and angel on my shoulder, one saying that this technology is part of life now and younger kids should have some access whilst the other has been nagging me to make sure it's done responsibly. </p><p>What do I mean by responsibly? Well first and foremost, making sure that our little one can't stumble across inappropriate content. After all, I wouldn't let her wander the streets on her own so why would I allow her to wander the world wide web without some form of supervision. Secondly, there are probably some apps installed by default on a tablet that aren't really appropriate just yet at this age. Do I really want my little girl sending emails just yet? And finally, technology is great, but it can have a nasty habit of taking over, so some control around this was also what I was looking for too.</p><p>So whilst I do see that there is some place for this stuff in the lives of our children in terms of their education and enjoyment, I want to make sure it's balanced with other activities, used appropriately whilst protecting innocence.</p><p>Being slightly geeky and fairly technically competent, my lack of knowledge on tablets has just recently made me feel like a novice. And when I went to other parents to ask their advice, it would seem like everyone is in the same boat not knowing what do to do to protect their little ones. So I thought I would share with you what I've discovered and if this helps at least one other parent out there, I'm happy!</p><p>Here are the top apps/programs that I've found to protect our young children when using tablets/laptops. Knowing that technology may feature in the Santa sacks of many young children this year, from one parent to the next, I really hope these help you too. If you know of any others, please comment below...</p><p></p><ul><li><strong>Norton Family Safety</strong> - Works on Android tablets, laptops and PC's. Will block inappropriate web content but you can also customise other actions to prevent - e.g. instant messaging, texting etc. Install it on all devices your child accesses and it will notify you when attempts to access blocked content are made. There's a free version that does everything I need it to. There's also a paid version that does a little more.... <a rel="nofollow" href="https://onlinefamily.norton.com/familysafety/loginStart.fs">https://onlinefamily.norton.com/familysafety/loginStart.fs</a></li></ul><p></p><ul><li><strong>MM Guardian</strong> Set time schedules to block chosen applications at specified times, or even block applications such as Play Store at all times, to ensure that you have control over what applications are installed. Also set time limits when the tablet can/cannot be used. Android App available on Google Play store.</li></ul><p><b> </b></p><ul><li><strong>Windows Family</strong> Safety - Used with Windows PC's and Laptops, will control times computer can be used and what sites can be accessed. You'll need a Microsoft Account to use this. Sign up free if you don't have one... <a rel="nofollow" href="http://familysafety.live.com/%E2%80%8E" target="_blank">http://familysafety.live.com/</a></li></ul><p></p><p>Have a great Christmas</p><p>Ady</p></div>Making the brave step towards learning technologyhttps://community.dpgplc.co.uk/blog/making-the-brave-step-towards-learning-technology2013-11-28T09:30:00.000Z2013-11-28T09:30:00.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div>Technology. How many of us have the privilege of being taught how to use some of this by our young children? I can't imagine many of themeven beginning to consider what was it like before the smart phone, the internet, social media, cloud computing and all that jazz. How many of us though can remember life before the telephone (showing age now!) yet here we are relying in it today like it has always been around?And the fact is the young ones don't even need to worry too much about life before this digital era. The fact is it's here to stay. We all know it even if some of us are still in denial!So what does that mean in the world of HRD and the traditional training approaches? How many professionals fear this new technology thinking that these computers will take over the world and write us off as no longer required? After all, the powers that be recognise the huge cost and time savings of using technology.Well, let me give you my take on this:Number 1: Face to face training will NEVER DIE! Period! It's here to stay. Some situations, some topics absolutely are best delivered face to face. Can you, for example, learn how to drive using a computer? Well yep, some of the theory definitely, but the actual practical aspects of driving er no! There is always a place for face to face.Number 2: Regardless of how training is delivered some HRD expertise is required in designing that to hit the mark. A HRD professional is fundamental in ensuring material in any form is engaging, relevant and effective whether it's on or offline.Number 3: Our society expects technology to be around. Schools, colleges and universities seem to be leading the way. How many of those have got fancy new smart boards compared to us in the business world still with our flip charts and pens? How much more time have we got before people coming into our face to face training in the business world feeling like they're stepping back in time because we haven't kept up?Number 4: We are pressed today, more than ever before, to deliver more, but in less time and with less cost? Surely technology has a place in helping us with those challenges.So is the trick here to continue burying our head in the sand stating that we don't get this technology, have any interest in using it kidding ourselves that we'll never need it anyway?Or is it time that we rise to the challenge, get to understand it, use it, and figure out how we can work with this stuff to be at the cutting edge of leaning provision.I'm even going to go as far as to say if we don't do the latter we're seriously going to be left behind.So what does that mean? How do we even begin to pick through how it all works, what we should look at and what skills we need to develop? After all, if people are leaning using technology, shouldn't we learn about how this impacts on the way we design, deliver and evaluate this content to ensure that we're ready to lead the way?I'm looking at live online learning at the moment as a serious consideration. Given the cost savings associated with a particular project, I simply can't see how it can be ignored. As a trainer I need to get myself ready for that. Whilst my face to face delivery experience and skills will be relevant to the online learning space, I'll be kidding myself if I believe I can move from an off to an online environment and expect it to be exactly the same. I need I learn about new and different ways of interacting with my online audience.So what's the first step in learning online live learning delivery skills? Personally I think a great step is to start from the beginning and become an online learner. I will find some time and opportunities to attend some live online sessions. There's loads out there for free. I will make this time, attend, listen, learn, watch, share, participate. I will evaluate them for myself. What did I like? What worked well? If I were leading that session would my approach be the same? How was the interaction in the session? Was it enough to keep me engaged or did I get bored? What would I do differently if I were running it? Let alone what system is being used, what are the best ones out there from a cost and usability perspective.It's just like observing a face to face training session and picking up tips from your fellow trainers but just online instead. I'll pick up many ideas that will help prepare me for the future of learning technology. And when I get started, I'llsoon realise it's not as bad, scary or threatening as perhaps some might have first thought. Oh and I'll no doubt learn new stuff too.My next steps. Well I've already begun this process. I've both attended and facilitated online live leaning sessions. I don't consider myself to be an expert, but I'm getting there! It's a continuous journey.My journey today continues with DPG's online learning event today at 12pm. You'll find details on this site. I'll be grabbing a coffee and taking some time to soak up and learn even more about online learning.Who's with me today?Sent from my iPhone not by carrier pigeon, fax or post!</div>5 technologies trainers might not have thought of usinghttps://community.dpgplc.co.uk/blog/5-technologies-trainers-might-not-have-thought-of-using2013-06-27T08:45:43.000Z2013-06-27T08:45:43.000ZPaul Judgehttps://community.dpgplc.co.uk/members/PaulJudge<div><p>Training just like every other job is becoming more and more supplemented by developing technologies. Although e-Learning and m-Learning is grabbing all the headlines in Learning and Development as being the future – there are a lot more forms of technology that could help you as a trainer. Speaking to our providers – these are our pick of the bunch.<span id="more-5118"></span></p><h2><strong>Tablets</strong></h2><p>What on earth did we do before the invention of tablets? Ever since they entered the market it seems almost everything in life will at one point involve a tablet. Doctors and business people all use them and so do trainers.</p><p>The best thing about using tablets in a training course is that they can dramatically increase crowd engagement as they give the candidates a way to involve themselves in the training. Each candidate can also be given a presentation to scroll through as they want and they allow people to write notes that are much more likely to be read again – not just forgotten about as soon as the training finishes.</p><p>Of course for this technology to be utilised, organisation is required to decide whether candidates are expected to bring their own device, you supply the devices or if the candidate’s company provide the necessary tablets – but once this issue has been resolved a tablet increases what a trainer can do by a considerable amount.</p><h2><strong>Wireless Microphones</strong></h2><p>This one may seem a bit basic and simple but an audience will also respond better to a more interactive, energetic and engaging presenter. What would you prefer from a training presentation – a trainer stood completely still with arms by their side talking at you or a trainer that walks around the room answering questions, reacting to audience members showing energy? Most people would choose the latter – and something as simple as a wireless microphone is integral to make this happen.</p><p>The ability to be heard by everyone even when moving around the audience and responding to questions is very important – as anyone who has ever been sat at the back and listened to a faint murmur for 45 minutes will tell you. Speaking of questions – how do you expect anybody to hear the questions from the audience if your microphone is bolted to the front? As good as your answer is – you need a question for it to make sense. So giving audience members a microphone may also encourage questions as they know they won’t have to yell at the top their voice.</p><p><a rel="nofollow" href="http://www.optimussourcing.com/wp-content/uploads/2013/06/technology.jpg"><img width="386" height="257" class="aligncenter wp-image-5119" alt="technology" src="http://www.optimussourcing.com/wp-content/uploads/2013/06/technology-483x321.jpg"/></a></p><h2><strong>Voting Systems and Messaging Services</strong></h2><p>These pieces of technology are another great way to encourage audience participation and involvement. Most trainers will at one point have been in the situation where you ask a question to the audience, expecting a show of hands to spark interesting debate – but no one answers. This leaves you two options – pick on someone, reverting them to their school days and leading them to dislike and ignore you or pretend it was a rhetorical question all along which makes the training disjointed and awkward.</p><p>How about instead, you ask a question and the entire audience vote using a handset giving you a well-rounded answer within a minute that can then be debated or looked at in detail by you. This way you have all of the audience opinions and it wasn’t awkward for anybody!</p><p>Meanwhile, with a messaging service that allows messages to be sent directly to a monitor in front of you, more qualitative answers can be gathered. Therefore the questions and interests the audience want to hear about can be explored rather than what you think the audience are interested in – which can sometimes be very different things!</p><h2><strong>Software</strong></h2><p>A fairly vague example but there is probably loads of pieces of software out there that you haven’t heard of but would help you deliver training. Linoit, for example helps you create a brainstorm online. This fantastic tool then gives you formatting tools meaning your brainstorms can become far more visual and therefore engaging for your listeners. It also removes the issue of messy handwriting!</p><p>Quizlet meanwhile is a great program that helps you create a quiz. This means you can quiz participants before so you know their strengths and weaknesses as well as after so you can see the progress they have made. It also allows a high score board and flashcards – again raising engagement as well as reinforcing the learning through competitiveness. Finally other tools such as Wordle that allows you to create word clouds from Twitter, whilst not particularly ground breaking, are a good way to make your training more stimulating and therefore more likely to be remembered.</p><h2><strong>Prezi</strong></h2><p>Whilst technically software, we feel this deserved a point of its own. PowerPoint presentations have been a consistent feature of a trainer’s arsenal for years now. They are fantastic for formal presentations where the content may be figure or graph heavy, however if you are looking for something a bit more visually exciting – then a Prezi presentation is for you. Prezi is free to use from their website and offers a lot more dynamic way of presenting information to your audience – we have a guide to it <a rel="nofollow" href="http://www.optimussourcing.com/it-training/what-is-prezi">here</a>.</p><p>Instead of the structured slide approach, a Prezi presentation is run from a ‘canvas’ where you can implement a relevant theme or create one from scratch yourself. The Flash capabilities they offer mean Prezi presentations are far better if you want to include videos or music in your presentation and the multitude of ways information can be transferred means it can be far more interesting for the audience.</p><p>We hope you liked to hear about some of the technologies that you may not have thought of when carrying out your training and maybe you will decide to invest in one of them! We also have several report summaries based on research on Learning Technologies – <a rel="nofollow" href="http://www.optimussourcing.com/training-news/learning-through-technology">Learning through Technology</a>, <a rel="nofollow" href="http://www.optimussourcing.com/training-news/learning-technology-solutions-forecast">Learning Technology Solutions Forecast</a> and <a rel="nofollow" href="http://www.optimussourcing.com/training-news/mobile-m-learning-in-the-uk-key-facts-and-figures">Mobile Learning in the UK</a>. Be sure to consider new technologies in order to keep your training fresh for the audience.</p></div>The Evolution of Man?https://community.dpgplc.co.uk/blog/a-generational-witch-hunt2013-05-09T10:30:00.000Z2013-05-09T10:30:00.000ZLucy Malleyhttps://community.dpgplc.co.uk/members/LucyMalley<div><p></p>
<p><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1357279?profile=original"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1357279?profile=original" width="600"></a></p>
<p>Well, I survived my first blogging experience! A massive thank you to all who read and contributed to the ‘So I’m Part of the Dumbest Generation?’ discussion, I really appreciate your input. There were some great and incredibly thought-provoking points raised, so I want to take some time now to delve a bit deeper into your comments on the Gen-Y debate- and the wider implications that we as individuals, organisations and a society may face as a result.</p>
<p>Let’s start with an excellent point raised by Howard Rose. Howard’s argument was that anti-Gen-Y thinking is really very straightforward, and fundamentally unchangeable; because it comes down to the inherent desire of any given generation to approach the younger one with a certain level of suspicion and disdain, in order to find validation in themselves and the way they were raised. As Howard so succinctly put it, a negative approach is ‘the only way they can justify their own existence’. This response to generational divides is particularly interesting to me because I read an article on <a rel="nofollow" href="http://monitor.icef.com/2013/04/generation-y-poised-to-bring-permanent-change/">Gen-Y- Inspired Change</a> a couple of days ago which really stuck with me- to the point where I started to exhibit the kind of primal ‘my generation’s better than the one to come’ behaviour which I had previously only ever experienced the opposite side of.</p>
<p>I’m wondering if I’m the only one who is slightly concerned that, ‘Among children 2 to 5 years of age who have internet access at home, more know how to play a computer game and use a smartphone than know how to ride a bike or tie their shoelaces.’ Sounds like pretty scary stuff. Or does it?</p>
<p>Before jumping straight to images of a generation of adults stumbling around with untied laces and heads stuck in smartphones, we need to think a bit more about evolution and remove ourselves from the destructive mind-set whereby every other generation is ‘just doing it all wrong’.</p>
<p>Check out this youtube video for a bit more context: is this a horrifying concept, or is a change in internal operating system an amazing and positive leap?</p>
<p><iframe width="560" height="315" src="http://www.youtube.com/embed/aXV-yaFmQNk?rel=0&wmode=opaque" frameborder="0"></iframe></p>
<p>Now: we have two options. We could start a proverbial witch hunt against this generation who will grow up knowing far more about technology than us (and this is regardless of whether the ‘us’ in question is Gen-Y or not!) and potentially will also know more about technology than other things that we currently see as integral parts of the growth process. Or, we could recognise that this is going to happen, to some extent or another; and that the energy expended in the futility of the fight is energy that we could invest, today. We have an opportunity to make real changes and play a part in shaping the future ready for Gen-Z to grow into, a future where we are not quite so challenged by their technological skill-set and way of thinking- because even if we don’t understand quite what makes them tick, we do understand that it’s something we have created.</p>
<p>The key to this? In my mind, it’s as simple as integration. And the great news- it’s already happening!</p>
<p>Dan Walker made a really interesting contribution on my last blog that got me thinking about the fact that some employers, his own included, are already doing some amazing things to engage their new employees. This is especially vital because when you think about it, it’s only logical that the exponential growth of technology within every level of education means that a failure to carry this through to the workplace only serves to disenfranchise Gen-Y employees. There is a massively destructive power in negative labelling and stereotyping, and the fact that some Gen-Y-ers encounter this is concerning. Now this might be a bit of a far-left statement, but it’s interesting to at least consider it as food for thought: going back to the whole idea of generational change, is technology actually becoming a step in our evolution? Are we currently at some mid-stage? And at what point do we draw the line between technology being a part of the world around us… and a part of ourselves? </p>
<p>This inspiring video demonstrates perfectly the extent to which we can merge the body and technology:</p>
<p><iframe width="560" height="315" src="http://www.youtube.com/embed/O4g60zB4Un4?rel=0&wmode=opaque" frameborder="0"></iframe></p>
<p>What do you think? I’d be really interested to hear your thoughts on the idea of a ‘technological evolution’, as well as the things you have encountered or would like to see happening in your own workplace to integrate technology and bridge the generation gap.</p></div>Developing the next generation of social leaders – bridging the skills gaphttps://community.dpgplc.co.uk/blog/developing-the-next-generation-of-social-leaders-bridging-the2013-02-01T09:30:00.000Z2013-02-01T09:30:00.000ZRichard Pedleyhttps://community.dpgplc.co.uk/members/RichardPedley<div><p>On Wednesday I attended Mike Collins’ talk on Social Leaders. This was a really inspiring session so when I returned to work on Thursday I felt it would be useful to share this with my colleagues</p><p>Mike gave a brief overview of how Social tools can help the Leaders of today. (Video below)</p><p><a rel="nofollow" href="https://www.annotag.tv/learningtechnologies/play/18250" target="_blank">Developing the Next Generation of Social Leaders - Bridging the Gap</a></p><p>It was made immediately clear that business need to examine the way that they view Social Media. Businesses see Social Media within the context of Facebook but don’t often examine options that may be useful to them or even consider providing their own internal tools.</p><p>Social Media is first and foremost about Engagement, about providing an open 2 way communication channel.</p><p>Social tools help staff to become aware of the decisions that are being made and the reasons behind these decisions. It provides transparency to the leadership and gives them an opportunity to become more visible to their staff. It makes the leadership human.</p><p>Social tools also provide an excellent opportunity for collaboration especially when businesses are sometimes fragmented across several sites.</p><p><b>My Thoughts...</b></p><p>Social Tools provides a great opportunity to address a perceived issue of Leadership visibility. I appreciate that there is a reluctance to discuss business issues on external sites as this can be seen by anybody. However I do believe that there is a strong case to use a business specific version of something like Twitter.</p><p>If this was taken up by Senior Leaders and used regularly it will help people to understand where they are and what they are doing. When decisions are made live Q&A sessions could be held using social tools so that staff understand the decisions that have been made and become engaged with them. These tools could also be used when running large events or department meetings. It may also be appropriate for some “tweets” to be made from Senior Leadership meetings (although I appreciate that there is a lot that could not be shared).</p><p>All of this will open a whole new line of communication for staff and I believe increase the number of “Great Ideas” that are produced.</p><p>There is also a great opportunity that this can be used to gain instant feedback on an idea or on a question that somebody in the business may have. Projects may be able to use this kind of tool to discuss ideas or bring SME’s in to get extra opinions on a subject.</p><p>There are also great opportunities for this to be used within Learning by posing questions via Social tools to evaluate understanding.</p><p><b>My Question for you.......</b></p><p>The big question for me is how do you convince a business that they should expend money on a Twitter esc internal communications system?</p></div>