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Why on demand learning is a must-have for business Viewpoint careers advice blog

Why on demand learning is a must-have for business Employees increasingly want a more individualised approach to their education in the workplace. In the latest Hays Journal, we looked at how businesses can respond. In the modern workplace, traditional learning models designed around structured programmes are giving way to a more flexible style of knowledge acquisition. These are based on self-directed, social and informal learning platforms that underpin life-long learning in a way that is continuous, consumable, relevant, and available on demand. “Self-directed employee learning is not only the future, but is very much the here and now,” says Michael Pye, Business Analyst at HR, payroll and analytics software firm MHR. “Whereas in the past, staff training was pushed from top to bottom, there is a growing desire for it be driven from the bottom up, by employees themselves.” Self-learning empowers staff to create a more personalised training journey â€" one that they find continually stimulating and motivating, compared with sitting in a classroom environment, which can be disengaging and often boring. Kevin Lyons, Senior HR Manager at Pearson, says: “Longer courses that cover every conceivable area of management training and even longer sabbaticals are becoming less relevant to the modern age; they are not even proven to actually work. Today the focus really is on the bespoke tailoring of an individual’s specific learning and development needs and on encouraging them to take more responsibility for it.” Employees want accessible, bite-sized learning The trend towards self-led learning is driven in part by a new generation of workers â€" digital natives who have grown up never having known life without the internet. They are comfortable with online learning in a real-time, bite-sized format. One aspect of self-learning growing in popularity is microlearning, examples of which include podcasts, video clips, apps and short text explanations. They can be accessed via dedicated microlearning platforms, but equally can be found on social media platforms such as LinkedIn and Twitter. These bite-sized pieces of learning can accommodate different learning styles and media preferences, enabling everyone in the workplace to learn quickly, easily and effectively. At the same time, however, workplace demographics are changing. Because people are living longer, they are likely to stay in work longer and will almost certainly need to learn new skills. Will self-learning resonate with older employees as easily as it does with younger generations? “These days everybody uses a smartphone,” says Lyons. “Technology is an integral part of modern life and is not extraordinarily complicated to use. However, what employers can do is ensure that if they are providing this real-time, bite-sized content to their employees then guide them around it, and explain it to them well.” Learning must become flexible and personalised Aware of the growing pressures on their employees to expand their knowledge and expertise on a near constant basis, organisations are recognising the benefits of a flexible approach that hands much of the responsibility for learning to the employee. Leasing and business mobility company Alphabet employs people with a spectrum of skills and experience, who join the company at various stages of their lives and careers from very different backgrounds. People are time-poor these days, so shorter, intensive, bite-sized face-to-face and online sessions equip people with the resources they need to develop further HR Director Adam Lupton says: “For us it is about finding people with the right attitude and mindset and empowering them to develop themselves. By taking this approach people can develop their own skills and their careers in the ways that suit their needs and lifestyle. However, for employees who prefer not to go down the self-driven learning route, the company provides conventional opportunities for guidance and development as well as the on-demand options.” Through the company’s PACE programme, which stands for Perfecting the Alphabet Customer Experience, managers and employees have access to an online and a physical toolkit of materials, including exercises, presentations, guides and online tools. “Some people created their own learning programmes for themselves or their teams, while others drew on these resources on a purely on-demand basis,” says Lupton. “People are time-poor these days, so shorter, intensive, bite-sized face-to-face and online sessions equip people with the resources they need to develop further in their own time and at their own pace.” Help staff apply new learnings at work Organisations are also allocating financial resources to support their employees’ self-directed learning and personal development. Customer generation specialist MVF employs 400 people, all of whom are offered a £1,000 training budget per year, an unlimited book allowance and twice-monthly ‘lunch and learn’ sessions. The company also runs department academies through which new starters can get the skills they need in a way that is best suited to their preferred learning style. However, as Chief People Officer Andrea Pattico explains, the ability to accurately measure things like usage and outcomes of real-time learning is still in the early stages. She says: “We are still learning but, ultimately, the results that count are whether the learning is being applied on the job, increasing productivity and hitting the bottom line, and that takes time to realise. “However, practical applications, such as creating opportunities that allow team members to use their new skills or knowledge, asking the individual to pass the knowledge on to others, as well as frequent evaluation methods, are helpful.” Empower employees to take control of their own learning Other companies may measure and benchmark self-learning outcomes through increased customer satisfaction and sales, but there is a longer-term and arguably more valuable measure of real learning. “Empowering individuals to take control of their training content and supporting them in that endeavour fosters a learning culture built on trust, a foundation for higher levels of employee engagement and motivation, and overall greater job satisfaction, which are essential for increasing attracting and retaining talent,” adds Pye. Ultimately, for self-directed learning to deliver maximum benefits for individuals and organisations, HR must not only take a lead role in supporting such a strategy, but also make learning and development (LD) part of its core activities. “The LD department may provide the actual content and the training, but HR has a key role to play in bringing it into the business and making it relevant to employees,” says Lyons. “You can roll out a development strategy based on real-time microlearning, with high-quality online content and targeted actions and interventions, but you have to put the onus on the employee to think about their own development and where they want it to go. HR can then support them by helping them to explore and select the learning content they will need.” Consider going bespoke By taking responsibility for their own learning, people will also think more about their personal brand: what excites them and what motivates them. The result will be employees who are motivated by their own development â€" music to the ears of any HR professional. While growing numbers of well-educated migrants have provided a flow of skilled labour across countries, the latest Hays Global Skills Index reveals that businesses around the world continue to struggle to find skilled professionals in a number of specialist roles and sectors. With its flexible and tailored approach to skills and knowledge acquisition, real-time learning could potentially offer a solution that closes gaps in technical and sector-specific skills. It could also play a role in enhancing soft skills, such as communication, problem solving and teamwork. For this reason, many experts expect to see traditional training programmes, lasting several days and covering many topics at the same time, give way to the embedding of bite-sized soft skills training. These will fit in with people’s everyday work as an effective way of tackling skills shortages and helping employees to fulfil their true potential at work. Lyons says: “If you approach people’s personal development in a more bespoke and tailored way, you are going to be addressing particular skills and capabilities, and that has to have an impact on skills gaps. You are not simply taking a vanilla, one-size-fits-all approach, you are focusing on developing everyone as an individual.” HOW DO EMPLOYEES PREFER TO LEARN? 68% of employees prefer to learn at work 58% prefer to learn at their own pace 49% of employees prefer to learn at the point of need Source: LinkedIn’s 2018 Workplace learning Report If you enjoyed reading this Hays Journal article, here’re other blogs that might be of interest to you: The jobs and skills to seek out in 2018 How can you hire people who mirror your brand values? Are you selling your employer brand short?

The Hidden Treasure of Catering Resume

The Hidden Treasure of Catering Resume Writing the perfect food administration continue goal or outline can be testing. Specific Food Service Resume Samples If you only need to see general food administration continue models and thoughts, continue perusing! An eminent Line Cook should be in a situation to maintain control inside her or his station. Far and away superior, you're probably going to figure out how to create such food administration continue yourself. Diverse providing food business will be scanning for various things in a server, so ensure you study the work depiction and tailor your resume to your proposed position. Hotspot for new segments, providers or sub-temporary workers when the need comes up. By concurring you acknowledge utilizing treats as per our providing food strategy. In case you're running your own providing food association, individuals trust a butcher will know more on the subject of good cuts of meat for specific applications. Proficient resume must be engaging and different. The person continue must show your ability and how you can add to the association. The Basic Facts of Catering Resume By beginning with your most recent or present work, you can be sure the enrollment specialist will be in a situation to watch your most grounded focuses. On the off chance that you don't comprehend what sort of employments you're probably going to apply for, you can't use the correct wording and stating to ensure that you line up with the basics of the activity. In light of your level of understanding, instruction and range of abilities, you are going to need to start your bartending resume with whatever looks the absolute best. The resumes must be utilized for the sole reason for which they're expected. Ready to fight About Catering Resume? The underlying one fundamentally says I need a work cause I might want to gain from you. How gifted you're in your activity would be determined to the grounds of your resume. Transforming into a Line Cook is more than essentially work you'll have the option to appreciate. To place in an application for work in any of the previously mentioned positions, you would require an actuarial resume that could assist you with getting your dream work. Shouldn't something be said about Catering Resume? Use thecareer summarywhen you have bunches of providing food experience behind you. The most significant issue is to remain quiet and make certain the visitors are ignorant that anything has gone astray. Having a foundation in some specific type of food can similarly be an or more. The piece of a providing food administrator regularly includes associating with clients to find out their interesting prerequisites and to help them in meeting it. Right hand directors are additionally responsible for various authoritative undertakings which are frequently assigned by the general supervisor. The work portrayal of a providing food associate incorporates many assignments and obligations expected to meet c ustomer food requests and flexibly a thorough occasion support. Must be a cooperative person and ready to take on extra assignments to complete it. Top Choices of Catering Resume Professional resume must be clear and whatever you should introduce must be incorporated. The person in question continue must be exact. Providing food administrations would should be among the most well known independent company openings right now. There are heaps of chances to get associated with exactly what the association is doing and to propel your profession. As a rule, no proper instruction is mandatory for a vocation in the food administration business, and a great deal of the intelligence and aptitude expected of Catering experts is picked up grinding away. Providing food organizations offer you gainful openings for work to servers as well. In this manner, some providing food organizations have moved towards full-administration independent company model prominently associated with occasion organiz ers. It is a mainstream profession decision for eatery gourmet specialists who choose to start a new business for themselves. In the event that you stagger from an industry separated from cordiality, it's easy to overlook the specific explicit language spoken in the friendliness area. A providing food pro or organization is anticipated to figure out how to prepare food and to make it very alluring. Top Catering Resume Secrets Your likelihood of landing the position can turn out to be exceptionally thin when it occurs. Resume and standing are required the rest of the working day. The absolute initial step ought to consistently be getting your resume all together. Guarantee you produce exceptional and eye-getting resume all together improve your chances of getting took note.

How to Answer Why Have You Had So Many Jobs

Instructions to Answer Why Have You Had So Many Jobs You're sitting in the meeting, and things are going fine, when the employing chief gazes upward from your resume, eyebrow raised, and poses the inquiry you've been fearing: You've had a dreadful parcel of occupations, haven't you? Would you be able to walk me through that? googletag.cmd.push(function() { googletag.display('div-gpt-advertisement 1467144145037-0'); }); DO comprehend why this is a potential red flag.You likely had explanations behind each employment switch on your resume. The questioner doesn't realize thatâ€"all the person in question knows is what's imprinted in high contrast on that extravagant cream-shaded stock. The individual in question doesn't have the foggiest idea whether you've been terminated from each position you've at any point held, or in case you're a sequential weakling whenever a shinier new open door goes along. Before they can recruit you, they have to get a strong feeling of your work history to help decide if you're a decent wagered for this organ ization. In the event that you appear as though a flight hazard, the organization probably won't be happy to make that interest in you.DON'T expect this makes you look terrible by default.The reality that the questioner is pointing out your, uh, changed history isn't intended to cause you to feel embarrassed, similar to an occupation floozy. In case you're approached to explain (or even simply given an opening to do as such), take a full breath and ensure you have a lift pitch-style explanation.DO ensure you have setting for all of it.A shoulder shrug or a long, uncomfortable silence is the least supportive reaction you can give here. Be set up to discuss why you have an assortment of occupations recorded over a short(ish) measure of time.DON'T make stuff up.If you're gotten some information about the employments you've recorded on your resume, be straightforward. You don't need to give each violent insight concerning why you left a specific activity, yet on the off chance that you adhere to the expansive frameworks you ought to be alright. For instance: I was given up because of an organization rebuilding at XYZ Corp, and it wasn't until I arrived at the Elite Agency the next year that I had a feeling that I was in the groove again, professionally.It's alright to concede that you left employments in the past on the grounds that they weren't an incredible fit for your expert objectives, yet make certain to emphasize that you consider this to be open door as having long haul potential.DO consider modifying your resume to alter out some occupation change details.Do you truly need each and every one of your employments on there? In the event that you have sections on your resume that kept going not exactly a year, consider whether that activity truly adds pertinence to your history. In case you're not utilizing anybody from that activity as a source of perspective and it was certifiably not a significant foundation of your applicable experience, at that point con sider dropping it.For model, this square of your resume… Edgy.com Marketing Coordinator, March 2010 February 2012 Whirlwind Inc. Promoting Coordinator, February 2012 November 2012 MakeAMatch.com Social Media Director, November 2012 June 2014… could be limited to this:Edgy.com Marketing Coordinator, 2010 2012 MakeAMatch.com Social Media Director, 2012 2014This way, you've streamlined a between time work that resembles an odd blip, without leaving a hole. This can likewise dodge cumbersome clarifications concerning why you left that center employment so soon.If this inquiry comes up in your meeting, cheer upâ€"it's not really a dealbreaker. It's a conversational opening to give setting and clarify how those occupations transformed you into the heavenly competitor you are today.