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

Aditi Sharma Kalra
Regional Editor
Human Resources Online

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