The Talent Hub International provides the following solutions to organisations to ensure that it has a proficient and productive workforce:
1. Learning and Development Strategy Development
The Learning and Development landscape is changing constantly and the needs of the organisation to have the best skilled people to deliver on its objectives are increasing exponentially. The Talent Hub International has the experience and the foresight to help organisations to build learning and development frameworks that will help them to achieve their current and future objectives and at the same time facilitate the engagement and commitment of staff. We support the strategies and frameworks with change management, policies, procedures and processes.
2. Learning needs analysis
The Talent Hub International utilises the 6 D’s approach to the design of training and development. This ensures that a thorough front-end analysis is done before any intervention is developed. The 6 D’s are:
D1 – Define Business Outcomes
D2 – Design the complete experience
D3 – Deliver for application
D4 – Drive learning transfer
D5 – Deploy performance support
D6 – Document results
(Source: The Six Disciplines of Breakthrough Learning, 3rd Edition by Roy Pollock, Andrew Jefferson, Calhoun Wick)
We also use assessment centre technology and psychological instruments to identify individual training needs.
3. Learning Paths
Through its association with The Talent Hub we have access to the Learning Paths International’s methodology to design learning paths. According to Williams and Rosenbaum in their book “Learning Paths” (2004) a Learning Path is the chronological series of activities, events and experience that goes from Day 1 to proficiency. They define proficiency as the measurable outcomes and observable behaviour of doing a job or task correctly at the desired level of performance. The Learning Path is not completed until the person demonstrates proficiency in all the required outputs of the role. This helps to ensure that the employee gets proficient as quickly as possible to ensure the achievement of business results. Accelerated proficiency achievement is a pre-requisite in today’s workplace. As Pollock, Jefferson and Wick write in the Field Guide to the 6D’s: “We knew that learning speed and effectiveness would become even more important in an increasingly competitive, global and knowledge-based business climate”.
The Talent Hub, partner of Learning Paths International in South Africa presents Learning Path certification workshops that will help you to design learning blueprints to accelerate learning and achieve business results more effectively.
The Talent Hub International designs Proficiency Definitions and Learning Paths for all levels of roles in organisations.
4. Gamified Learning Interventions
The Talent Hub International has experience in the integration of game characteristics and mechanics into training programmes and tasks to promote change in behaviour and to motivate and engage learners. Gamification elements may include achievements, badges, levels, rewards, points, and leaderboards.
Some of the learning interventions based on game principles that some of our consultants have designed are:
- A mentoring game
- A gamified simulation for internal investigators
- Several board games to teach product knowledge
- A talent management board game
- Several other types of games to enhance learning
5. Learning Centres based on simulations
The Talent Hub helps to develop managers and professionals by evaluating them against an agreed set of competencies by administering a Learning Centre. This method is based on the principles of experiential learning and continuous feedback, using assessment centre technology. The typical process followed during a Learning Centre is the following:
- The participant participates in a simulation
- The participant and his/her dedicated facilitator discuss and collaboratively assess the participant’s performance during the simulation
- The facilitator counsels and coaches the participant regarding the identified development areas in an environment in which trust and confidentiality are guaranteed.
- The participant participates in the next simulation so as to explore the new behavioural skills that have been acquired.
- The participant, with the assistance of the facilitator, writes a report reflecting the individual strengths and development areas of the participant. In addition, the participant, with the assistance of the facilitator, formulates a development plan. (Sandra Schlebusch and Gert Roodt in the book “Assessment Centres: Unlocking Potential for Growth” (2008).
The learner may participate in several simulations that are specifically designed to elicit the behaviour required to demonstrate competence. The simulations may include:
- An analysis exercise implications
- A proposal presentation
- Group meetings
- One-on one-meetings with various objectives, e.g. coaching, performance management, problem-solving
- An inbox
- Custom-made simulations as agreed with the client
6. Learning Experience Management
Through our association with Learning Paths International we also have access to the Learning Experience Management System TREK designed by Cognitive Advisors. “People develop proficiency and mastery through a balanced blend of learning activities, including a combination of formal, informal, and experiential learning. But traditional Learning Management Systems are designed to support only formal learning, which accounts for approximately 10% of the real learning that happens. Without support for the other 90%—the informal and experiential learning—learning professionals have no easy way to manage and support the entire learning process. Now, there’s a way to manage all the learning in your organization: formal, informal, and experiential: TREK™ Learning Experience Manager.
TREK Learning Experience Manager (LEM):
- Manages, tracks and reports on the full range of learning
- Is built from the ground-up with the Experience API (Tin Can) to capture learning outside the LMS
- Offers cloud-based software designed for today’s mobile workforce
- Aligns all learning experiences to competencies
- Supports personalized learning paths to tailor learning for each learner
Our consultants are trained in mapping learning experiences on this system.
The Talent Hub International offers the following mentoring services:
- Design of mentorship programmes
- Design of mentorship training
- Training of mentors
- Training of mentees
- Facilitating the mentor/mentee contracting sessions
- The Mentoring Game
- Design of Learning Paths for Mentorship Programmes
- Using the Learning Experience Manager System (TREK) to structure the mentoring programme
- Managing mentorship programmes for organisations
- Designing and administrating 360 degree evaluations as part of the mentorship programme
8. Competency and Proficiency Audits
The Talent Hub International uses various methods to conduct Competency and Proficiency Audits, for example:
As a basic method, a multi-rater evaluation of the relevant competencies per role is recommended, e.g. the Smart360 system. Smart360 is highly flexible, user-friendly and intuitive. Internal employees AND external parties (such as external customers) can be involved as raters. All raters (internal and external) receive a system-generated email containing an embedded hyperlink that opens the 360 questionnaire directly (no need to log into any system). The system further provides easy monitoring of rater response progress—presented in real-time, online. The system keeps a permanent record of employee 360 appraisals in a click-accessible database, so improvement progress can be tracked over time.
Role-relevant simulations are designed that elicit the relevant behaviour to be able to identify proficiency gaps. Each person usually participates in a mini-assessment centre of 2 -4 hours during which they will participate in short simulations. Some of these simulations can be done electronically.
If certain knowledge components are viewed as critical for a specific role, standardised knowledge tests could also be used as part of the Proficiency Audit, e.g. Kenexa ProveIt!
Where certain personality attributes form part of the competency framework, relevant psychometric tests, e.g. the 15FQ+ could be used to identify the employees’ preferences.
It is strongly recommended that career discussions with all employees are conducted to establish their career aspirations, experience, rotational preferences, career plans, potential personal career derailers and views on barriers to their careers as part of these audits.
9. The design of professional development plans
The Talent Hub International has extensive experience in the design of customised development plans for learners at all levels, from senior management to the lowest level. These plans are competency and –proficiency based and is unique to each learner.
10. The evaluation of training
The Talent Hub International assists clients in evaluation training at the various levels Kirkpatrick four-level evaluation model (reaction – level 1, learning – level 2, behaviour – level 3 and results – level 4) formed the basis for others to build on or use as a reference point in building their own training evaluation models. Dr Jack Phillips added a fifth level, Return on Investment (ROI), which is designed to quantify performance improvements, measure financial benefits and compute precise investment returns. We also evaluate scrap learning.