26/02/2017

Skills development

Skills development remains a major focus area in most organisations. At the same time the landscape of corporate learning/ talent development/learning & development, whatever it is called at your organisation is changing rapidly. All these developments mean that the Learning & Development function in organisations has to ensure that its strategy and structure allow it to be effective in ensuring that learning and development form "part of the entire employee value proposition, not merely a way to build skills" (Deloitte). As Sunder Ramachandran states “We need to rethink L&D’s value proposition at both the functional and organizational levels. At a functional level, we need to evolve from designing and deploying content to managing the supply chain of knowledge. At an organizational level, we are expected to understand and respond to the factors affecting business today—digital trends, fragmentation of work, and the arrival of the Millennial generation to the workforce, for example”.

According to Bersin by Deloitte, Learning and Development should embrace “self-directed learning” and truly build a “learning experience” that helps individuals at all levels to learn all of the time. This means:

  • Adopting microlearning and an open video learning platform
  • Highlighting the issues of learning culture for leaders
  • Prompting people to look at job rotation and continuous onboarding programs
  • Helping leaders to understand that coaching, developmental assignments, and career conversations are the foundation of building a learning organization

The Talent Hub helps organisations to develop best-in-class learning and development solutions within this context.

Learning Paths

The Talent Hub is the official partner of Learning Paths International to introduce the Learning Paths methodology to South Africa. Learning Paths is a business performance improvement approach to learning originally developed by Steve Rosenbaum and described in the book Learning Paths (authored by Steve and Jim Williams in 2004). It has been proven to reduce time to proficiency by 30 to 50 percent in more than 400 job functions, increasing business results and productivity while also increasing employee engagement. For more information on learning paths go to www.learningpaths.com


Proficiency and Skills Audits

The Talent Hub adapts the following generic proficiency and skills audit process according to the client’s specific circumstances:

Multi-Rater Assessments
View our Smart 360 brochure

Mentoring and coaching

Almost all effective leaders report that they benefited from a coach/mentor at significant stages in their careers. Coaches and mentors work with individuals to enable them to achieve their full potential. The common element uniting all types of coaching and mentoring is that these services offer a vehicle for analysis, reflection and action that enables the individual to achieve success in one or more areas of their work. Although manager-report coaching should happen as a matter of course in companies, it is often useful to appoint external coaches as part of the organisation’s learning and development strategy for key talent (those employees who will make the difference between the success and failure of the business). The external coach assists the key talent in particular skill areas that have been identified as needing improvement. It is also often used to bridge the gap between the theory and practical implementation.

The Talent Hub assists clients in building key processes and frameworks for external coaching. These processes include:

  • Diagnosing: Assessing development needs
  • Matching: Referring suitable external coaches to key talent
  • Contracting: final selection of coach and agreement on objectives and measures
  • Planning the coaching process: How and when will the end-user, sponsor, external coach and HR be involved. When will the coaching be closed? How will the learning be captured? Identify measurement goals and how the results of measurement will be used.
  • Implement coaching: Facilitate the coaching sessions over the agreed period
  • Measure effectiveness: Various areas are measured:
  • Stakeholder perceptions and satisfaction
  • Behaviour change and business results
  • Coach observations to uncover systemic issues within the organisation

 
With regards to mentoring, The Talent Hub assists in establishing the framework for effective formal mentoring programmes within the client company. This entails:

  • Developing the business case for mentoring in the company
  • Designing the framework
  • Selection of mentor/mentees
  • Mentor/mentee training
  • Facilitating mentor/mentee contracting sessions
  • Monitoring the implementation of the programme
  • Facilitating refresher sessions
  • Ending the programme
  • Evaluation and follow-up

The Talent Hub also uses “The Mentoring Game” to facilitate the bonding between the mentor and the mentee.

HR and Manager Training

It has been known for many decades that companies must invest in their leaders to survive and thrive. Senior executives consistently state that leadership development is one of their strategic priorities. The same leaders however also state that they are not always happy with the results of the leadership development interventions.

The Talent Hub will assist your company with the design and implementation of customized, effective and revolutionary leadership development interventions. The design will ensure that all three elements of effective leadership development are present, namely, assessment, challenge and support. The design also ensures that leadership development takes place within the right context and that learning takes place with regards to the self, the relationship with the immediate team, the bigger organization, as well as external influences.

The assessment activities will typically involve personality measures, 360 feedback, leadership instruments and interviews. The challenge activities involve the formal part of the programme and could entail projects, lectures, simulations, learning partners, etc. The support part could involve various self-development tools, coaching, and alumni groups.

The Talent Hub further presents several workshops to enable HR and Line Management to manage people effectively.

Training Design

The shortage of unique skills in an economy where convergence of technologies, co-optition and new ways of doing things are commonplace is made worse by the fact that tertiary institutions are not delivering the exact skills needed by companies.

The Talent Hub has a unique ability to design programmes that will assist you in building the skills that you need and that are not available in the marketplace. The process will involve a thorough needs analysis, the identification of the competencies needed, the design of the development programme and associated systems and processes, selection of candidates, monitoring the development of the candidates, evaluation and follow up. We also use game-based principles to enhance the engagement of the learners.