future - Blogs - DPG Community2024-03-28T10:44:47Zhttps://community.dpgplc.co.uk/blog/feed/tag/futureHow Future Proof is HR? Help us find outhttps://community.dpgplc.co.uk/blog/how-future-proof-is-hr-help-us-find-out2018-10-05T09:21:44.000Z2018-10-05T09:21:44.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/127864814?profile=RESIZE_400x&width=400"></div><div><p>Predicting what tomorrow’s world of work will look like has become even tougher in recent years. Already technology, Brexit, globalisation and the increasingly volatile nature of politics are having a profound impact, requiring HR directors to be more flexible, agile and innovative than ever before.</p>
<p>But are tomorrow’s HRDs equipped to deal with such radical and constant change?</p>
<p>That's the question being explored by <a href="http://bit.ly/HRBPStudy" target="_blank" rel="noopener">Gream People Inside</a> who are conducting a <a href="http://bit.ly/HRBPStudy" target="_blank" rel="noopener">study into the question</a>. The research will explore whether current HR business partners (HRBPs) have the potential to cope with new environments. They need the help of you and the rest of the DPG Community in exploring this vital topic.</p>
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<p><strong>What's in it for you?</strong></p>
<p>Completing survey's of course does take some time. But that's easily balanced with the benefit of getting your hands on an individual report sent to the email address you provide, giving you food for thought on your own future development. They won't share your report with anyone else.</p>
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<p><strong>Get involved</strong></p>
<p>So do get involved by taking their <a href="http://bit.ly/HRBPStudy" target="_blank" rel="noopener">20 minute psychometric assessment which you can find by clicking here</a>. </p>
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<p><strong>Heres's some more information for you...</strong></p>
<p><strong>A</strong>ll psychometric dimensions, used in this research, are validated for the UK working population and have validation and reliability scores that exceed those required by the British Psychological Society.</p>
<p>We want HRBPs from any type of organisation, regardless of sector, to complete this. But please <strong>don’</strong><strong>t complete it if this isn</strong><strong>’</strong><strong>t your role</strong> as we may not be able to share your report with you and your time and effort could be wasted.</p>
<p>When you register you’ll be asked your gender. This is solely so that when reports are produced, the reports refer to he/she, her/him etc rather than Susan and David all the time. This information is not used anywhere else in the process.</p>
<p><strong>Data privacy -</strong> No one but Martin Goodwill, CEO of Great People Inside (who will analyse the data), will see any individual results. They will not be shared with anyone, including <em>HR</em> magazine. For the purposes of the research and any subsequent article in <em>HR</em> magazine, all relevant responses will be aggregated.</p>
</div>The Fs of Learninghttps://community.dpgplc.co.uk/blog/the-fs-of-learning2018-08-07T07:09:56.000Z2018-08-07T07:09:56.000ZChris Hallhttps://community.dpgplc.co.uk/members/ChrisHall325<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/71048149?profile=RESIZE_400x&width=400"></div><div><p> </p><p>What does learning look like? If I were to ask you what learning looks like in your organisation, what would you say?</p><p>Would you show me a facilitated workshop with engaged participants? Someone engrossed in the latest E-learning package? Perhaps a lunch and learn session?</p><p>The truth is learning takes all these forms and so many more.</p><p>But when we come to design and create our learning, with all the myriad solutions available, where do we start?</p><p><strong><em>What the F?</em></strong></p><p>When it comes to learning there are two reasons for people to want to learn. For interest and For function.</p><p>For interest learning happens when you just want to learn more. Something has gripped you and you want to explore it and know the detail behind it, the contrasting views and opinions, the different angles and sub-plots.</p><p>For Function learning is different, we do this to solve a problem. That problem might be how to make a pivot table in Excel (or something less 1990s), it might be how to conduct an appraisal, how to complete an expenses order, or even how to install a child's car seat. In these cases we don't need or want to know the detail, we don't want to attend seminars about these things. We just want to get it done.</p><p><strong><em>Which F do you design for?</em></strong></p><p>When you create learning in your organisation, which F do you imagine you are designing for?</p><p>It strikes me that the majority of learning at work falls into the For Function category. People just want to know how to do it so they can get it done.</p><p>Yet, the solutions created to meet these needs range from half day face to face courses to 6 week programmes. They confuse For Function learning with For Interest learning.</p><p>The inconvenient truth is that if I want to learn something for function, my first port of call is YouTube and not L&D. When I need to create a pivot table, I search YouTube, I don't want a half day course, I want a 5 minute video.</p><p>And I'm not alone. In all the recent surveys I've seen on learning technologies, YouTube wins hands down.</p><p><strong><em>Implications for L&D</em></strong></p><p>So where does this leave L&D? realistically, our businesses primarily, if not solely, want us to handle For Function learning. They don't need their people to know the origins or history of something, the main theorists and their models. They need them to be able to do something they can't currently do.</p><p>So how do we support and encourage For Function learning? The key to this is exactly that - support and encourage it. Teach people how and where to find their own solutions. Teach them that it's ok to be on YouTube while your at work (though maybe cut back on the cute cat videos - you know who you are!).</p><p>We need to shift our attention from courses to resources. To look to curate content, to provide resources to people at their point of need and which specifically address their need.</p><p>There is still a future for L&D in For Function learning. It's just going to look quite different to how it looks now.</p><p>What do you think? Am I barking up the wrong tree or do you agree?</p></div>What is the future of work?https://community.dpgplc.co.uk/blog/the-future-of-work2016-10-20T13:16:18.000Z2016-10-20T13:16:18.000ZLucy Boltonhttps://community.dpgplc.co.uk/members/LucyBolton<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217105?profile=RESIZE_400x&width=400"></div><div><p>I only started my first fulltime job just over a year and a half ago, I didn’t expect it to be in the technology / HR / learning arena but here I am. I’m loving it. I have heard people talking about the future of work since the day I started, but I hadn’t really asked the question, what is the future of work and what could it mean for me?</p>
<p>A colleague sent an article over to me the other day called “<a href="http://joshbersin.com/2016/09/the-future-of-work-its-already-here/">The Future of Work: It’s Already Here… And Not As Scary As You Think</a>” and asked for my opinion, so here are some thoughts. </p>
<p>Statistics show that the average mobile phone user checks their phone 150 time a day with 60% checking every hour. We live in a society where people are constantly looking for ways to tell others about what they have been doing, to talk about their success and achievements both in and out of work. More importantly (to them) to also get validation of this work/success from others.</p>
<p>Simon Sinek talks about a whole generation that is growing up addicted to notifications and short term hits of dopamine due to social media. Take a look at this video <a href="https://www.youtube.com/watch?v=gvzHe0_TgBc">https://www.youtube.com/watch?v=gvzHe0_TgBc</a> and watch from 55 minutes </p>
<p><b>Are social tools the future of work?</b></p>
<p>With everyone having a mobile and more organisation’s looking to use social enterprise apps such as Slack, Facebook at Work and even email (which now seems so last year) we can be contacted anywhere, meaning we take work home every day. This has made work disruptive and overwhelming to some; although this isn’t a new concept, new apps and technologies do make it easier to work with more flexibility which ‘should’ give us a better work life balance. Does work life balance even exist anymore? Well worth <a href="http://www.forbes.com/sites/jacobmorgan/2015/02/10/does-work-life-balance-really-exist/%22%20%5Cl%20%22662f92e979e0">reading this article</a> in Forbes to get an idea. Perhaps it’s just a concept and the reality is very different.</p>
<p><b>Is always being ‘on’ the future of work?</b></p>
<p>The article goes on to discuss how people don’t follow the typical path of study, then work, then retire – we now learn work and enjoy leisure throughout our lives and how this is all part of the future of work. I hadn’t considered studying while at work a new concept, but corporate training has been around for years, so my question, is this really classed as the future of work? The concept of a job for life is something that has now evolved as organisations are changing and adapting so quickly they need a skilled workforce or bring in the skills they need on a shorter term basis. <a href="https://www.theguardian.com/education/2014/nov/27/could-a-portfolio-career-be-for-you">Portfolio careers</a> supports this and seems to be growing in popularity as the world in which we live rapidly changes around us.</p>
<p><b>Are portfolio careers the future of work?</b></p>
<p>Jobs are changing, with technological advances providing the ability for organisations to use artificial Intelligence to complete more and more complex tasks.  We have seen a revolution in the manufacturing industry over the last 20 years because of technology. Is the next revolution going to be robots replacing knowledge workers? Sounds like something out of a science fiction movie <a href="https://dupress.deloitte.com/content/dam/dup-us-en/articles/the-future-of-knowledge-work/DUP416_The-future-of-knowledge-work.pdf">but it’s happening now.</a>  </p>
<p>Are the advancements in science and biology going to create a new super human? It might not be that far away until we have USB ports in the back of our heads – <a href="http://learnmore.economist.com/story/57a849c338ba0ee26d98a68d">check this out</a></p>
<p><b>Are ‘robots’ the future of work?</b></p>
<p>Everywhere you look technology is driving change. Disrupting whole industries and re-inventing products and how people use and buy them. If organisations can’t keep up with this, they will go the same way as Blockbuster or Kodak. What sits behind these changes though are knowledge, skills and behaviours of PEOPLE. So how do organisations continue to prepare their people for the next product, the <a href="http://www.gartner.com/smarterwithgartner/gartners-top-10-technology-trends-2017/?cm_mmc=social-_-rm-_-gart-_-swg">next technological advance</a> – how do we keep evolving the skills and mindset to ensure they can keep up. How can they keep up with consumer buying trends and what customers need and want in the 21<sup>st</sup> century?</p>
<p>How do we prepare ourselves and continue to develop skills for jobs that might not <a href="https://www.monster.com/career-advice/article/cool-future-jobs">necessarily exist today</a>? </p>
<p>The title of the article really does sum it all up – the future of work really is here, it’s no longer this concept people need to talk about to end, it here, it’s now and it’s time to embrace it. Some will see the change as scary others will see this as an opportunity.</p>
<p><b>Which side are you on?</b></p>
<p>I hope this has given you some food for thought and the links / resources are useful.</p>
<p>I’d love to hear about your thoughts on the subject –what is your understanding of the future of work and how it has and will change your working life? </p>
</div>Should the middle classes use their employment status to help their children?https://community.dpgplc.co.uk/blog/should-the-middle-classes-use-their-employment-status-to-help-the2015-07-26T11:15:16.000Z2015-07-26T11:15:16.000ZHamish Charles Victor Brucehttps://community.dpgplc.co.uk/members/HamishCharlesVictorBruce<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216758?profile=RESIZE_400x&width=400"></div><div><p>The BBC posted an article today on how middle class parents are creating a 'glass floor' for their children, by using their influence to give them the skills and career boost to help them become higher earners. The article, at  <a rel="nofollow" href="http://www.bbc.co.uk/news/education-33655791" target="_blank">Glass Floor Protecting Middle Class</a>, uses the report from the Social Mobility and Child Poverty Commission to highlight how 'parental help may start with providing a good home-learning environment in the early years, and continue with seeking out better schools, offering help with homework and exam preparation. Parental education level and attendance at a private or grammar school all had a significant impact over and above the influence of academic attainment.'But isn't this a knee-jerk reaction to blame parents for doing their job well? Wouldn't any loving parent want to seek out the best for their child and use whatever connections they can to seek their improvement or benefit?</p>
<p>The Commission does call on the government to introduce policies that would benefit children who are deprived of the benefits that children with 'educated parents' receive.<br />
But how effective would these policies be and would they truly produce a level playing field for children from all different backgrounds?<br />
Is legislation the best answer?</p>
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</div>The future of eLearning is now - the bar continues to risehttps://community.dpgplc.co.uk/blog/the-future-of-elearning-is-now-the-bar-continues-to-rise2014-03-12T20:51:23.000Z2014-03-12T20:51:23.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p><strong><span class="font-size-4" style="color: #008000;">What's your perception of eLearning right now?<a href="http://community.dpgplc.co.uk/video/food-safety-intro" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357401?profile=RESIZE_320x320" width="276" class="align-right"></a></span></strong></p>
<p>I would imagine the majority of the population when asked this question would cringe and think back to that moment when they first experienced eLearning. I remember it well. Half asleep, listening to the most boring narration of a million words on the screen. The most exciting part was the "click next to continue" phrase, exciting only because it meant I was one step closer to the finish line and the pain would soon be over. At least in 473 pages time! (I love exaggerating sometimes!)</p>
<p>Then the end of course test came along, and by process of elimination often with some rubbish multiple choice questions with some obviously incorrect answers I would fudge my way through to a pass mark. Maybe I learned some things along the way. How much content slipped past me however I have no idea.</p>
<p>Sound familiar?</p>
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<p><strong><span style="color: #008000;" class="font-size-4">The reason I got into eLearning is I despised it so much!</span></strong></p>
<p><span class="font-size-2" style="color: #000000;">Yep that's right. Despite my slightly geeky nature and love of technology that's exactly the reason I got into eLearning. I just hated it so much. It's probably because whilst I love technology, I also love people too. That's where the issue was. On one side of the scale you have technology and on the other you have people. The scales can't tip too much towards technology at the cost of dis-engaging people; that's not right by the standards of any sane L&D professional I feel. But historically, that's what eLearning has done. All we have had across every industry has been mind-numbingly boring and disengaging eLearning.</span> <span style="font-size: 10pt;">I figured all those years ago there had to be some better, more engaging ways of delivering eLearning. After all, we can't really ignore the COST, TIME, CONSISTENCY benefits that eLearning brings about. There had to be a better way... L&D professionals working in collaboration with the clever technical developers had to be the way forward.</span></p>
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<p><font color="#008000"><span style="font-size: 19px;"><b>Ten Years Later...</b></span></font></p>
<p><span style="font-size: 10pt;">That was almost ten years ago now and my view hasn't changed. Actually, neither has <em>most</em> eLearning. It's seems to be <em>slowly</em> creeping in the right direction, but not at a pace that is quick enough to keep up. </span><span style="font-size: 10pt;">Ok, learning from a computer is never going to be as engaging as learning face to face, I get that. But if we're seriously going to continue using eLearning, particularly for future generations, the production of it needs to be so much better than it has been and on a whole different level. Better visuals, better sound and much better interaction. </span></p>
<p><span style="font-size: 10pt;">If you can see it on TV that's the standard of video production eLearning producers should be aiming for. If you can hear it on the radio that's the standard of audio production that eLearning should contain. If you can play it on a games console that's the standard of interaction eLearning producers strive to reach. All of these elements working together to deliver a modern, stunning, relevant and cutting edge experience for our much more demanding generation of learners.</span></p>
<p><span style="font-size: 10pt;">And at the heart of this production and at every stage of every course development should be an L&D professional who guides the entire production on the learning aspect and learner experience. </span></p>
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<p><strong style="font-size: 10pt; color: #008000;"><span class="font-size-4">The future of eLearning now?<a href="http://storage.ning.com/topology/rest/1.0/file/get/1357427?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1357427?profile=original" width="295" class="align-right" height="161"></a></span></strong></p>
<p><span class="font-size-2" style="color: #000000;">Over the past couple of years, I've been fortunate enough to direct the production of several eLearning packages. I've worked with professional broadcasters to raise the bar on audio production. I've worked with video directors and animators to raise the production of visuals. I've worked with creative designers to raise the bar on interactivity. It's been about finding the right expertise and learning from the best and I'll continue to do so.</span></p>
<p><span class="font-size-2" style="color: #000000;">It's all been really interesting and I've been pleased with the output of each course. </span><span style="font-size: 10pt;">But keeping my critical eyes and ears open, there's always one question we ask.</span> <strong style="font-size: 10pt;">How can we make this better next time?</strong><span style="font-size: 10pt;"> How can we make the next course the best ever? And that is what keeps the bar moving higher and higher.</span></p>
<p><span class="font-size-2" style="color: #000000;">Most eLearning producers are still very old school. Most are playing catchup up. I'm just lucky enough to be working with the best. And when you do work with the best, <strong>the future of eLearning really is now....</strong></span></p>
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<p><span class="font-size-4"><strong><a rel="nofollow" href="http://community.dpgplc.co.uk/video/food-safety-intro" target="_self">Click here and watch this video</a> - </strong><span class="font-size-2">It's a short introduction to a course, but when you consider this is the style that features throughout, you'll see exactly what I mean.</span></span><strong><br></strong></p>
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<p><span class="font-size-4"><span class="font-size-2">Let me know what questions you have.....</span></span></p></div>