Value is defined as continuously developing the needed competencies and proficiency levels that help the company be successful and an employee to remain relevant.
"I really enjoined the class and it opened up my mind to give VLE another try. Also helped me to be more proactive in recreating and updating our training department. Blended learning is something we will be implementing in the near future. Mike, keep up the good work and thank you for everything."
"A few years ago when Michael joined BOSE company our training department was an average organization with average results and so-so accomplishments. Under Michael's leadership BOSE joined the ranks of the companies with World Class Training Organization and the program that made significant difference in our workforce performance."
"I have had the pleasure working with Michael as he drove organizational training to a level I had never experienced. His passion for developing learning across varied work functions and topics was only matched by the innovation he applied to the delivery of the training."
"He single handedly brought e-learning to the Company. We all learned from Mike. His energy, commitment and interest in learning and development is contagious. I miss working with him." "Mike was the driving force behind the creation of the on-line learning environment that supported the company's growth over the past 6 years. The highly recognized training program was honored in 2006 as one of Training Magazine's Top 100 programs."
"Michael is organized, efficient, extremely knowledgeable, and has an excellent knowledge of learning systems and programs to facilitate learning."
"I have come to know Mike as very nice and one I can trust, who I have truly enjoyed working with."
"He developed and implemented a remarkable, ground-breaking measurement strategy to assess the efficiency, effectiveness and alignment of a global management program."
"Michael has vast expertise in the areas of adult learning theory and design/delivery of learning solutions in multiple formats"
"Mike is highly passionate and thoughtful in all he does, which was an inspiration to me personally and to many other team members as well"
Talent Management is about developing appropriate learning strategies to support the employees from hire to retire. It is a more comprehensive view of learning than the traditional Training & Development functions.
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Strategic Learning Initiatives
Understanding the strategic priorities of the business, these are transformed into competency gaps. A comprehensive learning strategy is developed to consider a make or buy decision for content and/or delivery. OD resources are used to develop a change management plan to ready and engage the target audience and their management, to set up the learning for success.Click here to Read More
Program and project management disciplines are used to manage the initiative, along with defining the analytics that will be used to measure the results. A desired goal should be to develop the participants into the teachers, by providing them with basic facilitation and presentation skills, and creating a learning organization.
The work here focuses on transforming learning functions into high performance learning organizations, by developing the talent management and learning leaders. An assessment is made using my Training Manager Competency Matrix to identify strengths and development areas, used as input to their development plan.Click here to Read More
If we are making an impact, then let’s be proactive and share the story with others using the language of business, analytics. We are in an age of continuous data, which is then transformed into meaningful information and used to make quick decisions as the pace of work environments quickly escalate. The field of HR Analytics has grown significantly, which includes the focus on how competent our employees are to meet the new challenges and changes. The foundation for creating your learning analytic measures is first understanding training as a core process.Click Here To Read More
The power of learning analytics is not only in sharing the story, but also in gaining accountability on the key players’ parts by tying the KPI’s to their individual performance goals. Consideration of new analytic frameworks along with the traditional Kirkpatrick measures is recommended.
Consider this: five years ago, TA was an after-thought, often seen as merely a necessary business process, but now, in 2014, TA is a business-critical partner. With a strategic focus on how organizations attract and engage talent, TA professionals are moving quickly to reinvent themselves so they can keep up with the ever-changing talent landscape. Bersin Research, 2014
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Companies use Onboarding to welcome new hires, but it can be SOOO… much more than that. Onboarding is a strategic tool for companies to attract, ready, engage and retain new employees so that they achieve high performance levels in the shortest period of time.
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