Senior Learning & Development Manager - Commercial

Description

From a secret recipe to a bold idea and very proud traditions, we build the future. Coca-Cola Enterprises (CCE) manufactures, distributes, sells and markets some of the world’s strongest brands in non-alcoholic beverages. We are part of Coca-Cola Enterprises Inc, the leading Western European marketer, distributor, and producer of bottle and can non-alcoholic refreshments and the world’s third-largest independent Coca-Cola bottler. Some of the brands you will find in our portfolio are Coca-Cola®, Fanta®, Powerade®, Glaceau Vitaminwater®, Monster® and Caprisun®.

Leading brands, great people, growth and the reward that comes with it: the raw materials for success are right here. But still, success depends on our skilled management sharing thirst: a thirst for getting more and better from our people and systems, a thirst for pushing limits, and a thirst for the rigour and challenge of a fast moving business.

Do you have a personality with the power to influence and connect?
Can you sustain the pace to keep on growing?
Will you make an impact with your desire to win?

Senior Learning and Development Manager

Permanent

What you become a part of

• Leading a team to consult, design & deliver learning solutions for the Commercial Function across Europe
• To design solutions through internal or external methods that delivers a performance improvement through effective learning and development.
• To lead the deployment of quality learning solutions for the Commercial Functions
• Front Line Account Manage the Commercial HRBP teams as appropriate
• Line Manage a team of European L&D Managers

What to expect

• Consult and design solutions through internal or external resources to deliver a quality solution for our customers
• Work with L&D Services to review effectiveness of solution and evaluate ROI.
• Line management of L&D Managers to ensure all solutions are delivered on time and to agreed objectives
• Proving a first class L&D service to the European Sales and Marketing Team
• Delivering the budget and management of vendors
• Full implementation of the L&D Commercial Plan
• Managing design feedback from facilitators/L&D Managers
• Managing relationships with HRBPs and Commercial Stakeholders
• Delivery of quality L&D projects on time, in budget and meeting the business needs
• Performance management of L&D Managers
• Budgetary management

Job Activities

• Partner the HRBP for Commercial European Teams to deliver key projects and initiatives from a professional L&D perspective
• Using internal consultancy methodology, design and deliver a learning solution that delivers the requested business need and raises performance/capability.
• Lead key internal L&D projects to improve business performance and build the capability of our people
• Lead work with the L&D Services/ field L&D team to ensure an effective implementation plan for rollout.
• Build and maintain positive external contacts to keep up to date with the external market and latest trends in L&D.
• Apply project management methodology to manage and monitor progress on development solutions.
• Be responsible for the budget in line with design/implementation costings and travel expenditure
• Identify and evaluate future trends within the Development ‘market’.
• Liaise with the Instructional design team where required
• Lead the L&D Design to deliver quality L&D solutions with pace, efficiency and creativity
• Deliver senior training where required.
• Manage queries from facilitators on course content and feed through to the relevant L&D Manager
• Ensure sufficient supplies of materials are available to meet the plan
• Review evaluation feedback, define appropriate actions and progress
• Line manage and deliver the ‘My Development Experience’ for L&D Managers and ensure appropriate resource and capability levels within the team
• Continuously assess the quality assurance activities to ensure the standard of delivered training is in line with requirements. Coach as appropriate to improve standards
• Act as point of reference for, and supply expert advice to facilitators with regard to course delivery
• Identify where learning products may require update/maintenance, action or feed through as appropriate
• Deputise for the AD Commercial as necessary

Qualifications

What we expect of you

Experience in applying organisation development solutions in a cross matrix organisationExtensive L&D design and delivery expertiseExperience in leading large scale, complex projects from an L&D perspectiveStrong theoretical understanding of Learning development and how to apply in a pragmatic way to deliver an effective result for the customerProven track record of large scale, remote team managementExcellent internal consulting skillsProject management skillsExcellent communication and facilitation skillsPsychometric assessment tools - advantageousCIPD or country equivalent – preferredEuropean Travel 15-30%

Application

If this role is of interest to you, please upload a recent copy of your CV below and a member of the Talent Acquisition team will be in touch.

www.cokecce.com/careers

We believe that equal opportunities means inclusion, diversity and fair treatment for all.

Apply now

View the original article here

Senior Learning & Development Manager - Commercial

Description

From a secret recipe to a bold idea and very proud traditions, we build the future. Coca-Cola Enterprises (CCE) manufactures, distributes, sells and markets some of the world’s strongest brands in non-alcoholic beverages. We are part of Coca-Cola Enterprises Inc, the leading Western European marketer, distributor, and producer of bottle and can non-alcoholic refreshments and the world’s third-largest independent Coca-Cola bottler. Some of the brands you will find in our portfolio are Coca-Cola®, Fanta®, Powerade®, Glaceau Vitaminwater®, Monster® and Caprisun®.

Leading brands, great people, growth and the reward that comes with it: the raw materials for success are right here. But still, success depends on our skilled management sharing thirst: a thirst for getting more and better from our people and systems, a thirst for pushing limits, and a thirst for the rigour and challenge of a fast moving business.

Do you have a personality with the power to influence and connect?
Can you sustain the pace to keep on growing?
Will you make an impact with your desire to win?

Senior Learning and Development Manager

Permanent

What you become a part of

• Leading a team to consult, design & deliver learning solutions for the Commercial Function across Europe
• To design solutions through internal or external methods that delivers a performance improvement through effective learning and development.
• To lead the deployment of quality learning solutions for the Commercial Functions
• Front Line Account Manage the Commercial HRBP teams as appropriate
• Line Manage a team of European L&D Managers

What to expect

• Consult and design solutions through internal or external resources to deliver a quality solution for our customers
• Work with L&D Services to review effectiveness of solution and evaluate ROI.
• Line management of L&D Managers to ensure all solutions are delivered on time and to agreed objectives
• Proving a first class L&D service to the European Sales and Marketing Team
• Delivering the budget and management of vendors
• Full implementation of the L&D Commercial Plan
• Managing design feedback from facilitators/L&D Managers
• Managing relationships with HRBPs and Commercial Stakeholders
• Delivery of quality L&D projects on time, in budget and meeting the business needs
• Performance management of L&D Managers
• Budgetary management

Job Activities

• Partner the HRBP for Commercial European Teams to deliver key projects and initiatives from a professional L&D perspective
• Using internal consultancy methodology, design and deliver a learning solution that delivers the requested business need and raises performance/capability.
• Lead key internal L&D projects to improve business performance and build the capability of our people
• Lead work with the L&D Services/ field L&D team to ensure an effective implementation plan for rollout.
• Build and maintain positive external contacts to keep up to date with the external market and latest trends in L&D.
• Apply project management methodology to manage and monitor progress on development solutions.
• Be responsible for the budget in line with design/implementation costings and travel expenditure
• Identify and evaluate future trends within the Development ‘market’.
• Liaise with the Instructional design team where required
• Lead the L&D Design to deliver quality L&D solutions with pace, efficiency and creativity
• Deliver senior training where required.
• Manage queries from facilitators on course content and feed through to the relevant L&D Manager
• Ensure sufficient supplies of materials are available to meet the plan
• Review evaluation feedback, define appropriate actions and progress
• Line manage and deliver the ‘My Development Experience’ for L&D Managers and ensure appropriate resource and capability levels within the team
• Continuously assess the quality assurance activities to ensure the standard of delivered training is in line with requirements. Coach as appropriate to improve standards
• Act as point of reference for, and supply expert advice to facilitators with regard to course delivery
• Identify where learning products may require update/maintenance, action or feed through as appropriate
• Deputise for the AD Commercial as necessary

Qualifications

What we expect of you

Experience in applying organisation development solutions in a cross matrix organisationExtensive L&D design and delivery expertiseExperience in leading large scale, complex projects from an L&D perspectiveStrong theoretical understanding of Learning development and how to apply in a pragmatic way to deliver an effective result for the customerProven track record of large scale, remote team managementExcellent internal consulting skillsProject management skillsExcellent communication and facilitation skillsPsychometric assessment tools - advantageousCIPD or country equivalent – preferredEuropean Travel 15-30%

Application

If this role is of interest to you, please upload a recent copy of your CV below and a member of the Talent Acquisition team will be in touch.

www.cokecce.com/careers

We believe that equal opportunities means inclusion, diversity and fair treatment for all.

Apply now

View the original article here

Learning & Development Business Partner - North East

Learning & Development Business Partner - North East Home Based, Areas covered: Felling, Northumberland, County Durham, Tyne & Wear, Teeside, and North Yorkshire.

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the Learning & Development Business Partner for the North East you will provide high level Account Manager consultation support for this region. Working alongside senior local HR Business Partners you will be responsible for developing and implementing L&D strategic plans for each business.  You will analyse skill gaps, gain insight of key development needs and challenges and formulate plans to improve internal capability, people engagement and performance.  As the Subject Matter Expert on a country-wide basis for Commercial L&D Capability, you will partner with global and local commercial excellence teams to provide high level L&D consultation to drive people capability within UK Commercial functions. 

Degree qualified (or equivalent experience) you will have proven high level experience in L&D strategy at senior level and be a competent high level facilitator.  Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will champion and drive the transition to a learning culture and self-managed development.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Business Partner in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

LocationHome Based, Areas covered: Felling, Northumberland, County Durham, Tyne & Wear, Teeside, and North Yorkshire.SalaryCompetitive Salary & Benefits - up to 10% company bonus, company car, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063EContact NameN/A

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the Learning & Development Business Partner for the North East you will provide high level Account Manager consultation support for this region. Working alongside senior local HR Business Partners you will be responsible for developing and implementing L&D strategic plans for each business.  You will analyse skill gaps, gain insight of key development needs and challenges and formulate plans to improve internal capability, people engagement and performance.  As the Subject Matter Expert on a country-wide basis for Commercial L&D Capability, you will partner with global and local commercial excellence teams to provide high level L&D consultation to drive people capability within UK Commercial functions. 

Degree qualified (or equivalent experience) you will have proven high level experience in L&D strategy at senior level and be a competent high level facilitator.  Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will champion and drive the transition to a learning culture and self-managed development.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Business Partner in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

Apply now

View the original article here

Senior Learning & Development Manager - Commercial

Description

From a secret recipe to a bold idea and very proud traditions, we build the future. Coca-Cola Enterprises (CCE) manufactures, distributes, sells and markets some of the world’s strongest brands in non-alcoholic beverages. We are part of Coca-Cola Enterprises Inc, the leading Western European marketer, distributor, and producer of bottle and can non-alcoholic refreshments and the world’s third-largest independent Coca-Cola bottler. Some of the brands you will find in our portfolio are Coca-Cola®, Fanta®, Powerade®, Glaceau Vitaminwater®, Monster® and Caprisun®.

Leading brands, great people, growth and the reward that comes with it: the raw materials for success are right here. But still, success depends on our skilled management sharing thirst: a thirst for getting more and better from our people and systems, a thirst for pushing limits, and a thirst for the rigour and challenge of a fast moving business.

Do you have a personality with the power to influence and connect?
Can you sustain the pace to keep on growing?
Will you make an impact with your desire to win?

Senior Learning and Development Manager

Permanent

What you become a part of

• Leading a team to consult, design & deliver learning solutions for the Commercial Function across Europe
• To design solutions through internal or external methods that delivers a performance improvement through effective learning and development.
• To lead the deployment of quality learning solutions for the Commercial Functions
• Front Line Account Manage the Commercial HRBP teams as appropriate
• Line Manage a team of European L&D Managers

What to expect

• Consult and design solutions through internal or external resources to deliver a quality solution for our customers
• Work with L&D Services to review effectiveness of solution and evaluate ROI.
• Line management of L&D Managers to ensure all solutions are delivered on time and to agreed objectives
• Proving a first class L&D service to the European Sales and Marketing Team
• Delivering the budget and management of vendors
• Full implementation of the L&D Commercial Plan
• Managing design feedback from facilitators/L&D Managers
• Managing relationships with HRBPs and Commercial Stakeholders
• Delivery of quality L&D projects on time, in budget and meeting the business needs
• Performance management of L&D Managers
• Budgetary management

Job Activities

• Partner the HRBP for Commercial European Teams to deliver key projects and initiatives from a professional L&D perspective
• Using internal consultancy methodology, design and deliver a learning solution that delivers the requested business need and raises performance/capability.
• Lead key internal L&D projects to improve business performance and build the capability of our people
• Lead work with the L&D Services/ field L&D team to ensure an effective implementation plan for rollout.
• Build and maintain positive external contacts to keep up to date with the external market and latest trends in L&D.
• Apply project management methodology to manage and monitor progress on development solutions.
• Be responsible for the budget in line with design/implementation costings and travel expenditure
• Identify and evaluate future trends within the Development ‘market’.
• Liaise with the Instructional design team where required
• Lead the L&D Design to deliver quality L&D solutions with pace, efficiency and creativity
• Deliver senior training where required.
• Manage queries from facilitators on course content and feed through to the relevant L&D Manager
• Ensure sufficient supplies of materials are available to meet the plan
• Review evaluation feedback, define appropriate actions and progress
• Line manage and deliver the ‘My Development Experience’ for L&D Managers and ensure appropriate resource and capability levels within the team
• Continuously assess the quality assurance activities to ensure the standard of delivered training is in line with requirements. Coach as appropriate to improve standards
• Act as point of reference for, and supply expert advice to facilitators with regard to course delivery
• Identify where learning products may require update/maintenance, action or feed through as appropriate
• Deputise for the AD Commercial as necessary

Qualifications

What we expect of you

Experience in applying organisation development solutions in a cross matrix organisationExtensive L&D design and delivery expertiseExperience in leading large scale, complex projects from an L&D perspectiveStrong theoretical understanding of Learning development and how to apply in a pragmatic way to deliver an effective result for the customerProven track record of large scale, remote team managementExcellent internal consulting skillsProject management skillsExcellent communication and facilitation skillsPsychometric assessment tools - advantageousCIPD or country equivalent – preferredEuropean Travel 15-30%

Application

If this role is of interest to you, please upload a recent copy of your CV below and a member of the Talent Acquisition team will be in touch.

www.cokecce.com/careers

We believe that equal opportunities means inclusion, diversity and fair treatment for all.

Apply now

View the original article here

How open source development processes impact software quality

This article is part of a series of blog posts reviewing academic studies into open source software quality.

Exploring the Effects of Process Characteristics on Product Quality in Open Source Software Development, Koch and Neumann, 2008

Koch and Neumann from Vienna University published this paper in 2008. It built on prior published research into open source development processes and was a landmark study in terms of scale, extracting metrics from over 2 million lines of code. Prior published research in this area analysed data from code repositories and bug trackers, however Koch and Neumann were concerned that the resulting metrics focused too much on product rather than process. Their study would review both product AND process, with the particular aim of  assessing the impact of software processes on product quality.

12 Java presentation frameworks were selected as the focus of the research including Cocoon, Struts, Maverick and others. Product metrics were taken by running code analysis tools on downloaded stable releases, while process metrics were extracted from the CVS versioning logs relating to the same versions they had downloaded. As the various metrics all related to respective filenames, both product and process metrics could be merged into a single record in a database, following which queries could be run on the merged data. It was the largest study of its kind to date and analysed over 6,000 Java classes containing 2 million lines of code. No prior study had reached more that 700 classes at that time so it’s a significant study in its field.

Cutting to the chase (and through twenty pages of detailed methodology and analysis) some of the interesting results from a software practitioner’s perspective included:

A high number of programmers and commits is associated with problems in quality at class levelThe most important negative impact was on code complexity and class sizeOpen source projects often bypass important aspects of design, common violations include failing to refactor designs and large class size.

The authors suggested that some of these pitfalls can be avoided by setting up a design that will cope well with increasing numbers of classes and complexity. They also suggest striving for more equal distribution of commits by organising programmers into small teams to keep quality high. Of course that’s easier said than done in open source development where large numbers of programmers may be active on a project but with a tendency to choose what they work on rather than be allocated tasks.

What is particularly interesting is that Koch and Neumann also proposed thresholds for a set of metrics relating to software quality and suggest that ranking software projects against these thresholds would assist in comparing software quality among projects. Such a thing would be a really useful tool. We already have tools such as Ohloh which publish various metrics through codebase analysis but none of the Ohloh metrics relate to quality. Using some of the methods applied in this research, a tool like Ohloh could be extended to reveal some really insightful data on open source code quality.

View the original article here

Trainee Development Adviser

Trainee Development Adviser London - City

Client -
My client is an international leading law firm, looking for a Trainee Development Advisor on a permanent basis.

Role -
As the specialist Graduate Development Adviser you will be the main point of contact for trainees throughout their training contract within the firm. This will involve managing seat changes, organising inductions, ensuring the smooth running of their delivery, monitoring trainees performance, managing any secondment coordination, working with Partners and Law Schools, overseeing appraisals and managing the Trainee Development Assistant.

You -
Experience of working in Trainee Development and on projects is essential. The candidate will have preferably worked within a law firm and be a team player.

IMPORTANT NOTICE

It is Career Legal’s policy, as a matter of courtesy to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Career Legal is a Recruitment Agency and is advertising this permanent vacancy on behalf of one of its Clients. Thank you

LocationLondon - CitySalary£30,000 - £40,000ReferenceSS105413Contact NameSam Stafford

Client -
My client is an international leading law firm, looking for a Trainee Development Advisor on a permanent basis.

Role -
As the specialist Graduate Development Adviser you will be the main point of contact for trainees throughout their training contract within the firm. This will involve managing seat changes, organising inductions, ensuring the smooth running of their delivery, monitoring trainees performance, managing any secondment coordination, working with Partners and Law Schools, overseeing appraisals and managing the Trainee Development Assistant.

You -
Experience of working in Trainee Development and on projects is essential. The candidate will have preferably worked within a law firm and be a team player.

IMPORTANT NOTICE

It is Career Legal’s policy, as a matter of courtesy to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Career Legal is a Recruitment Agency and is advertising this permanent vacancy on behalf of one of its Clients. Thank you

Apply now

View the original article here

Learning & Development Innovation Manager

Learning & Development Innovation Manager Slough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

LocationSlough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)SalaryCompetitive Salary & Benefits - up to 10% company bonus, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063AContact NameN/A

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

Apply now

View the original article here

Talent & Development Manager - eCommerce

Talent & Development Manager - eCommerce West London

Creative and fast growing international eCommerce business have an exciting opportunity for a Talent and Development Manager to develop a function in line with the business and its unique culture. This is a truly entrepreneurial and forward thinking environment and an amazing chance for someone to really put their own stamp on a role and inspire the business!

Initial focus will be scoping out training needs requirements throughout the business - from entry level roles right up to the senior management team and across all business areas from Creative, Customer services through to Technical.

You'll develop a strategy and propose the best solutions for delivery against these needs, driving the leadership and management development program forward and designing a program of effective and engaging training activities to cover everything from core business skills, soft skills and everything in between.

The ideal candidate will have:-

Extensive experience working in Learning & Development and strong experience of designing, managing and delivering a variety of development programmes.
Extensive experience of working in Learning & Development including recent experience in an L&D business partnering/management role
A strong network and proven relationships with relevant L&D providers and suppliers
Proven experience in a fast paced, growing organisation where you have had to design and deliver new training programs
Industry-relevant accreditation's in psychometric tools such as MBTI, Firo-b and able to offer profiling and coaching sessions with individuals and teams to support their continual development
Excellent presentation and facilitation skills demonstrating the ability to communicate, engage and inspire
Proven strategic ability, and pride yourself on effectively partnering with your business areas in line with their training need to support delivery of their goals.
A creative approach, and are always looking to identify new ideas but you are also super organised, structured and comfortable with change and facilitating transformation.

If this sounds like something which would excite and inspire you, and you fit the above then please apply.

PLEASE NOTE: Due to the high volume of applications we receive we are unable to respond to everyone. If you have not heard from us within 5 working days of sending your CV then unfortunately you have not been shortlisted for the position you have applied for.

LocationWest LondonSalary10% bonus, fantastic benefitsReferenceBBBH42849Contact NameEmma Richardson

Creative and fast growing international eCommerce business have an exciting opportunity for a Talent and Development Manager to develop a function in line with the business and its unique culture. This is a truly entrepreneurial and forward thinking environment and an amazing chance for someone to really put their own stamp on a role and inspire the business!

Initial focus will be scoping out training needs requirements throughout the business - from entry level roles right up to the senior management team and across all business areas from Creative, Customer services through to Technical.

You'll develop a strategy and propose the best solutions for delivery against these needs, driving the leadership and management development program forward and designing a program of effective and engaging training activities to cover everything from core business skills, soft skills and everything in between.

The ideal candidate will have:-

Extensive experience working in Learning & Development and strong experience of designing, managing and delivering a variety of development programmes.
Extensive experience of working in Learning & Development including recent experience in an L&D business partnering/management role
A strong network and proven relationships with relevant L&D providers and suppliers
Proven experience in a fast paced, growing organisation where you have had to design and deliver new training programs
Industry-relevant accreditation's in psychometric tools such as MBTI, Firo-b and able to offer profiling and coaching sessions with individuals and teams to support their continual development
Excellent presentation and facilitation skills demonstrating the ability to communicate, engage and inspire
Proven strategic ability, and pride yourself on effectively partnering with your business areas in line with their training need to support delivery of their goals.
A creative approach, and are always looking to identify new ideas but you are also super organised, structured and comfortable with change and facilitating transformation.

If this sounds like something which would excite and inspire you, and you fit the above then please apply.

PLEASE NOTE: Due to the high volume of applications we receive we are unable to respond to everyone. If you have not heard from us within 5 working days of sending your CV then unfortunately you have not been shortlisted for the position you have applied for.

Apply now

View the original article here

Learning & Development Innovation Manager

Learning & Development Innovation Manager Slough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

LocationSlough, Berkshire SL2 5DS (Occasional travel to UK sites & Amsterdam (Corporate Head Office)SalaryCompetitive Salary & Benefits - up to 10% company bonus, 25 days annual leave, pension, BUPA health insurance, 50% discount on our products.DurationPermanent full timeReference1400063AContact NameN/A

With extensive experience of best practice L&D delivery solutions, you are ready to develop your career in a business that will encourage your insight and input, welcome your ideas and act on them. That business is AkzoNobel. Home to the Dulux Super Brand and world class products including Sikkens, Cuprinol and Polycell, we are looking for a senior level L&D professional to lead and manage the deployment of our UK L&D strategy. This is a high profile role within our business, part of a new global L&D operating model combining global aligned programs with local bespoke initiatives.
We operate in a number of important market segments ranging from buildings and infrastructure to transport, industrial and consumer goods. We’re also the sector leader in sustainability and number one in the renowned Dow Jones Sustainability Index. We are also named amongst the Top Employers in the UK.  You can’t make a great impact like this without having great people. We want to be the best – to use our leading market positions to deliver a leading performance – and for that, we need the best.  Is that you?
As the L&D Innovation Manager for all UK businesses you will be the Subject Matter Expert for Learning Delivery Solutions or Architectures.  Working with senior stakeholders you will introduce new approaches that enhance learning transfer, build engagement and maximise impact.  You will be a key change agent towards creating a new learning culture.  You will also be key contributor to the global L&D innovation agenda and partner with local L&D/HR senior teams to identify potential areas of improvement and drive through implementation.  You will also lead the selection of 3rd party learning partners to ensure global and local programs are successfully delivered.

Degree qualified (or equivalent experience) you will possess proven high level experience in L&D strategy at senior level.  You will have expert knowledge of industry leading best practice L&D delivery solutions and latest thinking on sharepoint learner portals, rich media scenarios, interactive gaming, social media, mobile and learner communities. Ideally a CIPD (or equivalent) member with a recognised coaching qualification would be an advantage. You will be commercially astute, results focussed and a team player.  You will be effective at analysing needs and devising cohesive solutions, great at motivating and engaging diverse audiences and be a skilled influencer.

At AkzoNobel, we believe we can only grow our business as fast as we grow our people, so if you want to be L&D Innovation Manager in a business that will invest in you and give you the opportunity to develop please apply below.

AkzoNobel. Where your ideas go far.

Apply now

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Personal Development and Communication courses

  Please find below the list of courses in the field of Personal Development and Communication which are scheduled before the end of July.

In addition, the following courses are scheduled in French:

For more details about a course and to register, please go to the Training Catalogue.

If you need a course which is not in the catalogue, please contact your supervisor, your Departmental Training Officer or HR-LD at Communication.Training@cern.ch.

 

View the original article here

Personal Development and Communication courses

  Please find below the list of courses in the field of Personal Development and Communication which are scheduled before the end of July.

In addition, the following courses are scheduled in French:

For more details about a course and to register, please go to the Training Catalogue.

If you need a course which is not in the catalogue, please contact your supervisor, your Departmental Training Officer or HR-LD at Communication.Training@cern.ch.

 

View the original article here

“Are we there yet?” Determining eLearning Development Time

Published on June 3, 2013, 1:27 pm Written by Ben Saunders

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In the world of eLearning development, one of the single most elusive concepts to understand and work around, is the question of how long will the development of any given piece of content take. Developers struggle to quantify it and Clients, Stakeholders and SME’s struggle to understand and support it. In this post we will pull apart the development life cycle and see if we can start to piece together  a framework for how to better define your development time and also communicate that timeframe to your Clients/Colleagues/Stakeholders to make the journey a little smoother.

Many eLearning developers would be familiar with the concept of development or interactive levels, as a way of describing the overall complexity of course. These levels are usually described in an ascending scale of 1 to 3 or 4, with 1 being the most basic level of content based on interaction and 3 or 4 being the highest level.

It normally looks a little like this (I am using a three level system to simplify the image):

When using this model the idea is to ascertain the “level” of the content being built, then to multiply the time taken to develop and average screen at this level with the number of screens that are to be built.

This is all well and good but it does make a number of assumptions that can very easily and often do alter the parts of the development estimate equation.

Assumptions

The content levels are mutually exclusive. The biggest and most obvious issue with the content levels concept is that, even though in broad terms these provide a generic description of most content that gets built, the simple fact is that the line between levels is almost always blurred. You can build a course that contains 75% linear text based screens but for the remaining 25% you need to incorporate a large and complex simulation that requires branching logic normally siloed in level 3.The number of screens (or seat time) of the final piece is known from the start. This is the largest random element in determining your overall development timeframe. Purely because the content seems to always change with time. In all my years in the eLearning industry, I could count on both hands, possibly just one hand, the number of projects where the source information provided at the start of the project, the graphic look and feel and the requested interactive concepts have been exactly the same at the point of publishing the content. These changes are most often caused by external factors that are completely out of your control.You will be developing the content in a vacuum. When providing an estimate for development one of the first things forgotten is that we live in a dynamic and changing world/office. What is true today in terms of availability and capacity may well be completely out the window tomorrow, or even this afternoon.

In reading the above assumptions, there are a couple more than this but I am focusing on the ones I see as the biggest, you might notice one similarity. Each one of the above is directly affected by external factors that you will have little or no control over. As such it might seem that we will be defeated even before we get started but this is not the case, since once you understand these issues you can communicate them to your stakeholders and effective communication is the foundation for any successful development project scoping.

Communication

“Every content development project is unique and even though you may have been involved in such projects in the past and even though I may have been the developer for some or all of those projects, let’s take some time to review and discuss what it takes to build a piece of eLearning in general, then we will talk about this piece of content” – This, more or less, is my opening line at every content scoping meeting.

The details following this statement will vary depending on who I am addressing. If it is a group of people I have worked with before then I still cover all of the steps to development at a high level and where possible reference pieces we have built together to illustrate key points or concepts. However if there is anyone present who I do not know or who I have not worked with before I will go into each concept in detail. It’s through this process that you are able to introduce the above assumptions, not to get answers on the spot, but more to have the stakeholders recognise and accept that scoping of a piece of content is not an exact science and the best way to do this is by showing examples. If you can get permission off your clients to show their content or develop your own examples for each of the assumptions above then show these to your stakeholders along with an explanation of factors that affected that particular piece of contents’ development, you will give your stakeholders a tangible point of reference for the rest of the scoping exercise.

A couple more tips for effective communication before we move on. Firstly, you DO NOT have to be a great public speaker to be able to communicate effectively. The key word here is “effectively”. To achieve this effective communication you must:

Know your message – simple but often over looked, if you know what you are talking about then you can make other people understand tooProvide relevant examples of key points – the tell me/Show me principleWatch and listen to your audience – you can tell almost immediately if someone does not understand from their body language or expression. And you can confirm this by asking that person questions related to the concept.Elicit feedback – by directly questioning the understanding of people in the group (In a polite passive way of course) you will ensure that A) they are paying attention and B) they are grasping the concepts and consequences of the points you are outlining.

Breaking Down the Levels

Next we will tackle the central concept to the majority of content scoping, the levels of content and how they should be discussed and applied to the scoping of a new content build.

Using the concept of levels of content complexity, whether it’s three, four or seven levels, is an excellent way to describe the broad scope of what’s possible when building a piece of eLearning. However as mentioned earlier, it is often the case that lines between these levels become easily blurred as the types and numbers of interactions, graphic and media elements and navigation functions can vary across the course under development.

In this sense quoting the entire piece across only one level will give an unrealistic outcome. Similarly estimating the percentage of development at each level can also lead to unreliable timeframes as the mixture of interactivity is not always clear cut. For instance the on screen content may still be text and image based but the navigation could utilise intricate branching logic and navigation, so the screens may look like level 1 but behave like level 3.

The best method I have found for dealing with these inconsistencies is to use the levels only as an aid to understanding for the stakeholders but when It comes down to actually aligning the content with an estimate for development I use the scoping meeting to break down the whole piece into its component inclusions. In doing this you achieve a much more accurate view of what the build will look like and if you run through the inclusions with your stakeholders like a checklist, you are then able to advise them at each inclusion, which items will require more or less development time.

Continue to page 2. . .

About Ben Saunders:
For the past 10 years Ben has been immersed in the world of learning and communication (and training and development), from planning and design to build and implementation, from both the client and vendor perspectives. His experience bridges the gaps between business expectation, technology and learning theory, importantly this allows Ben to translate and articulate business needs into defined learner outcomes. He has experience with various LMS implementations including Moodle, Docebo, Plateau, SABA, DOTS as well as bespoke solutions. Ben is an Articulate Trainer/Developer with B Online Learning.

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