Agenda
Day 2 | 2021
8.50am - Login to the online platform
9.00am - Opening address
Aditi Sharma Kalra
Regional Editor
Human Resources Online
TRACK 2: LEARNING MANAGEMENT & MEASUREMENT
9.15am - Proactive HR approach: Utilising integrated analytics to remove data biases in learning programmes
- Moving away from passive reporting to identify objective of learning outputs.
- Ensuring accuracy of data and being aware of data biases to prove and disprove hypothesis.
- How can line management gain visibility into the learning needs of their teams and the impact of learning on team performance?
10.00am - Establishing learning fundamentals: Shifting the focus from technology to the management of gamified learning
- Rethinking the strategic planning of learning gamification.
- Utilising supportive materials, feedback and rewards to segment learner types.
- Enhancing the learning experience in corporate training through leadership direction.
10.40am - Screen break
10.50am - Driving learner engagement and perception of employer brand: Creating mobile-enabled learning platforms
- Ensuring anytime-anywhere access, with conversational, interactive apps and interfaces for personalised learner experience.
- Keeping it convenient and efficient with the use of the latest technologies and well-planned learning processes.
- Focusing on keeping it fun through gamification, with better access to mobile learning with easier, reporting, tracking and assessments.
11.30am - Facilitating a learning culture for organisational development
- How to identify the learning patterns of your current workforce?
- What are some industry best practices to benchmark your measurement tools for your L&D?
- Apply different perspectives of competency based approach for effective learner outcomes.
12.10pm - Lunch
LEARNING FOR PROFESSIONAL DEVELOPMENT
1.10pm - Closing the feedback loop: Leveraging on competency-based approach to provide future-based, people-centric learning
- Involving employees to curate their own digital learning experience.
- Creating an inclusive environment that enables continuous learning.
- Producing greater results through targeted learning interventions.
1.50pm - Crowd-sourcing techniques: Reinforcing action-learning to sieve out high potential champions
- Charting learning programmes only after understanding an employee’s learnability pattern.
- Driving process change and inspire results at both the management and executives level through action-learning opportunities.
- Garnering the full commitment from senior management to pilot the solutions.
2.30pm - Screen break
A LEARNING CULTURE FOR THE BUSINES, BY THE BUSINESS
2.40pm - On-the-job application: Measuring employee’s behavioral change post learning programmes
- What’s next after employees complete the course of learning programmes?
- Educating line managers for an open and visible communication to the behavioural changes.
- Balancing the cost and benefit analysis for the L&D programme through a talent management lens.
3.20pm -Return of expectations vs return on investment: Enhancing leadership capabilities through soft skills approach
- Continuous management of critical skills for the future through L&D.
- Harnessing the change mindset to manage expectations of leadership development for employees.
- How do you design learning paths supporting career growth for employees who don’t see the need to learn and grow?
4.55pm - Closing remarks and end of Learning and Development Asia Singapore 2021
Regional Editor
Human Resources Online
Day 1
Day 2
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