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Do you like workplace learning?

Workplace Learning

Do you like workplace learning?

Workplace Learning

We adapt and spread these new forms of communication not just because they are useful and efficient, but because they are fun.

- ​​​Excerpt-

Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as engaging with the desires and needs of the market. These actions have to be conducted throughout all levels and spheres of education. Surveys and polls serve as invaluable tools in order to gauge the feelings of those who engage with the industry as learners, facilitators, or several other roles.
In our webinar Learning Adaptation 4.0 [part 1], a poll was conducted to find out whether those who worked in the education industries enjoyed workplace learning. In total, 38 members of the audience responded. 36 respondents (95%) responded "yes", while only two respondents answered "maybe". Nobody indicated a clear dislike for workplace learning.

The implications for these results are undeniably positive as it shows that those involved in workplace learning want to take part as opposed to doing something only because it is unavoidable or compulsory. Asking this question leads us to another very predictable question:


What is it about workplace learning that makes it enjoyable?

Of course, there are numerous answers to this question. Many of these answers, however, will have a common thread which relies on the fact that human beings are social animals. We enjoy interacting with other people. Technological innovations over the past few decades have provided us with many new ways in which we can interact with other people. As a species, we are naturally curious. We adapt and spread these new forms of communication not just because they are useful and efficient, but because they are fun. We follow people on Twitter because we are interested in what they have to say. We enjoy checking Facebook to see what our friends are up to.

Of course, technology isn't the only factor in assessing how to improve workplace learning. All that is required is activities in which learners will be required to communicate. Using fun activities or "gamification" in workplace learning will almost always, on some level, use communication as the key to success. This fact is a golden thread and a foundational necessity for the enjoyment of workplace learning. It certainly isn't the only factor, but it is always an excellent starting point in considering how to create workplace learning success and enjoyment.

Contributor: Greg Beyer
Researcher at Omni Academy for Education, Training and Development


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Training programmes to up-skill and re-skill your workforce

Hi JM Please can the highlighted parts be linked to: 1) http://www3.weforum.org/docs/WEF_EGW_White_Paper_Reskilling.pdf 2) https://omnihrc.com/development-stack/ _________________________________________________________________________________________________ Training programmes to consider putting in place for your workforce in terms of upskilling and reskilling? The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation and as a result, so too the skills in the workplace need to adapt accordingly. According to the World Economic Forum White Paper: “Accelerating Workforce Upskilling for the Fourth Industrial Revolution”, approximately 35% of the skills demanded for jobs will have changed by 2020. The current mismatch and skills ‘change’ have increased the need for adult skilling, reskilling and upskilling. Currently there is no singular system that addresses the diverse needs of learners, and public and private adult learning institutes are not aligned to address the needs of individuals and business. The growing awareness of the impact of the Fourth Industrial Revolution (4IR) creates a new opportunity for reviewing what and how we invest in the skills and potential of the workforce of the future. Here are some considerations to make, when determining the training programmes you should put in place for your workforce: 1. Take stock and recognise existing skills 2. Understand the skills demand 3. Adopt the right mix of financing instruments 4. Build and sustain motivation for adult learning 5. Create shorter modules that foster continued learning 6. Determine the role of different stakeholders 7. Recognise and promote on-the-job training opportunities, maximizing informal learning 8. Reach those that need it most 9. Customise learning for adults 10. Harness the power and scalability of blended and online learning A final and exceptionally important consideration is to choose to work with training partners who are able to understand, support and help you drive your skills and talent development strategies.

Training programmes to up-skill and re-skill your workforce

Hi JM Please can the highlighted parts be linked to: 1) http://www3.weforum.org/docs/WEF_EGW_White_Paper_Reskilling.pdf 2) https://omnihrc.com/development-stack/ _________________________________________________________________________________________________ Training programmes to consider putting in place for your workforce in terms of upskilling and reskilling? The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation and as a result, so too the skills in the workplace need to adapt accordingly. According to the World Economic Forum White Paper: “Accelerating Workforce Upskilling for the Fourth Industrial Revolution”, approximately 35% of the skills demanded for jobs will have changed by 2020. The current mismatch and skills ‘change’ have increased the need for adult skilling, reskilling and upskilling. Currently there is no singular system that addresses the diverse needs of learners, and public and private adult learning institutes are not aligned to address the needs of individuals and business. The growing awareness of the impact of the Fourth Industrial Revolution (4IR) creates a new opportunity for reviewing what and how we invest in the skills and potential of the workforce of the future. Here are some considerations to make, when determining the training programmes you should put in place for your workforce: 1. Take stock and recognise existing skills 2. Understand the skills demand 3. Adopt the right mix of financing instruments 4. Build and sustain motivation for adult learning 5. Create shorter modules that foster continued learning 6. Determine the role of different stakeholders 7. Recognise and promote on-the-job training opportunities, maximizing informal learning 8. Reach those that need it most 9. Customise learning for adults 10. Harness the power and scalability of blended and online learning A final and exceptionally important consideration is to choose to work with training partners who are able to understand, support and help you drive your skills and talent development strategies.

Approximately 35% of the skills demanded for jobs will have changed by 2020

- World Economic Forum -

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation and as a result, so too the skills in the workplace need to adapt accordingly.

According to the
World Economic Forum White Paper: “Accelerating Workforce Upskilling for the Fourth Industrial Revolution”, approximately 35% of the skills demanded for jobs will have changed by 2020. The current mismatch and skills ‘change’ have increased the need for adult skilling, re-skilling and up-skilling. Currently there is no singular system that addresses the diverse needs of learners, and public and private adult learning institutes are not aligned to address the needs of individuals and business.  
 
The growing awareness of the impact of the Fourth Industrial Revolution (4IR) creates a new opportunity for reviewing what and how we invest in the skills and potential of the workforce of the future.

Here are some considerations to make, when determining the training programmes you should put in place for your workforce:

  1. Take stock and recognise existing skills
  2. Understand the skills demand
  3. Adopt the right mix of financing instruments
  4. Build and sustain motivation for adult learning
  5. Create shorter modules that foster continued learning
  6. Determine the role of different stakeholders
  7. Recognise and promote on-the-job training opportunities, maximizing informal learning
  8. Reach those that need it most
  9. Customise learning for adults
  10. Harness the power and scalability of blended and online learning

A final and exceptionally important consideration is to choose to work with training partners who are able to understand, support and help you drive your skills and talent development strategies.

Let's unpack over coffee to start crafting your strategy?  


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The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

What skills may a business need to manage Gen Alpha?

What skills may a business need to manage Gen Alpha

What skills may a business need to manage Gen Alpha? 

What skills may a business need to manage Gen Alpha

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and some of the wealthiest individuals to ever exist. In joining the workforce, they will be disruptive and could even be coined “earth-shattering”.

Is your business prepared?  Does your business have the skills needed to manage Gen Alpha?

Here are some tips to help evaluate your potential readiness:

  • Technology
    We are not talking phones, tablets and fancy computers – these will be expected as standard. They will expect businesses to change their systems to be quick and efficient.
  • Systems and applications
    They will not want to operate antiquated systems. They will expect software that operates and
    runs reports simultaneously.  In the Gen Alpha world, mundane tasks will be completed by AI and Machine Learning.


  • Personal assistants
    They will all want one – they have had one all their lives in the form of Siri or Alexa.  Business will need to fully integrate AI and apps into the work environment making it easier and more convenient.
  • Changing job roles
    With a workforce so technologically advanced, more emphasis will need to be placed on cyber-based technology to streamline business models. 
  • Working hours
    Gen Alpha will continue the trend of wanting flexibility. This will mean the freedom to work anywhere and anytime, be it 2am in the morning, from home, at the nearby coffee shop or hot seating at the office.
  • Embrace change
    Gen Alpha is used to rapidly changing technology and will become bored and frustrated quickly if organisations take too long to change.  They are used to operating in a fast-paced world. 

Gear your business ahead of time by learning more about our purpose-driven development model, Development Stack,  intended to not only meet your current Skills Development needs but also prepare your teams for the future world of work.

Let's unpack over coffee to start crafting your strategy?  


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Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

How should Managers gear for the new generation?

How should Managers gear for the new generation

How should Managers gear for the new generation? 

How should Managers gear for the new generation

For the 1st time in history, 5 generations will soon be working together.

- Industry Leaders -

Whether this multi-generational workplace functions in an atmosphere of happiness and productivity or is stressful and challenging, is very dependent on the culture created by management.

Consider how we relate to employees of different ages that think and operate so differently? How do we motivate someone older or younger than ourselves? And how do we encourage employees of different generations to share their knowledge and ideas?

As leaders it is our responsibility to be aware of the ‘generational tension’ – defined as a lack of respect for someone who is of a different generation from you – among colleagues. We need to help employees recognise that they each have a unique set of skills, different knowledge and experience to share.

Here are some tips for managing generational tension:

  • Don’t dwell on differences – recognise them | celebrate them | get to know each person individually
  • Build collaborative relationships – encourage debate | listen to input and advice | understand each one’s perspective
  • Study your employees – understand the demographics of your team and what each one needs for job satisfaction
  • Create opportunities for cross generational reciprocal mentoring – mixed aged teams help colleagues to learn from each other; establish a culture of coaching
  • Consider life paths – think of yourself as an anthropologist; consider where employees are in their lives and what their needs are. 

Gear your business ahead of time by learning more about our purpose-driven development model, Development Stackintended to not only meet your current Skills Development needs but also prepare your teams for the future world of work.

Let's unpack over coffee to start crafting your strategy?  


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Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

How do we benefit from On-Demand learning?

How do we benefit from On-Demand learning?

How do we benefit from On-Demand learning? 

We cannot prepare for a future of the unknown.  We can, however, prepare our people with the necessary skills to deal with the "unknown".  Through On-Demand Learning this becomes both possible and more viable.

How do we benefit from On-Demand learning?

On-Demand Learning commonly referred to as ‘just-in-time’ learning, is a training strategy related to a learner gaining access to what they need to learn in real-time, anywhere, any time.

Development and growth are expected as part of the contract between employee and company.  Investing in the success of your company means investing in your people.

Here are the top 8 benefits that individuals and your organisation will get out of On-Demand learning:

  1. 24/7/365 – Self-paced content available immediately

  2. Expert partners – Ongoing access to subject matter experts

  3. Easily updateable – Ensures the currency and accuracy of the content

  4. Global collaboration – Training is not geographically limited

  5. Flexible – Meets the demands of busy schedules

  6. Quick and efficient - Bit learning allows you to focus on the topics you need

  7. Scalable – Allows for large numbers in short periods of time

  8. Saves costs – Eliminates the time and costs attributed to classroom training

Let us help you towards the agility needed to deal with the fast pace that is demanded in the workplace.  Learn more about our Development Stack model and how partnering with us can give you a competitive advantage in your industry. 

Let's unpack over coffee to start crafting your strategy?  


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Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

Preparing for evolving job functions in the Fourth Industrial Revolution

Preparing for evolving job functions in the Fourth Industrial Revolution

Preparing for evolving job functions in the Fourth Industrial Revolution

Preparing for evolving job functions in the Fourth Industrial Revolution

According to the World Economic Forum, White Paper of December 2019, HR4.0: Shaping People Strategies in the Forth Industrial Revolution, a four-step approach to achieving the optimal combinations of humans and machines, and ensuring the continued relevance of the workforce includes:

Deconstruct Jobs

Re-evaluate

Optimise work & Reconstruct Jobs

Re-skill Talent

Here are a few of the ways that structured job functions will change in the future and how we can prepare for it:

  • The ‘gig’ economy
    Positions in business will become fluid with organograms being overlooked in favour of project-based teams.  This is especially appealing for the Generation Z who want greater exposure and diversity in their daily operations.  Determine how the organisation can best work with contractors and freelancers as part of this new ‘gig’ economy.  

  • Decentralised workforces
    Thanks to mobile technology and readily available access to the internet, anybody can now work anywhere.  Consider the need and relevance of the formal office structure and the options of flexible workplaces and working hours.

  • Motivation to work
    People will need more than a monthly paycheck as motivation to work.  The future workforce wants to know that they are part of a bigger mission and purpose that they believe in. Ensure that there are relevant reward and incentive initiatives.

  • Life-Long learning
    Not only will the future workforce want to continue to grow and learn throughout their career, the rapid evolution in industry will require them to continuously be upskilled to adapt to change. Having talent development strategies that focus on the skills required of the 4th Industrial Revolution will be critical.

Even though we can’t predict all the changes of the future, we can agree that there are decisions we can make to prepare for it.  Employers will need to think differently about who they recruit and their potential to adapt to the changes of the future organisation.

Let's unpack over coffee to start crafting your strategy?  


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Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

Creating retail experiences that keep customers coming back

Creating retail experiences that keep customers coming back

Get closer than ever to your customers. So close that you tell them what they need well before they realize it themselves.

Customer retention refers to a business’s ability to attract and retain customers.  In retail, customer retention helps us to understand how positive the customer experience was in relation to meeting a customers’ expectations.  Loyal customers turn into brand advocates, with word-of-mouth being the most influential factor in a purchase decision.


The level of disruption in the retail industry has never been greater. Customers have so much influence on what others will buy or use which makes customer retention and loyalty more important than ever.


Here are some tips for creating customer retail experiences that keep customers coming back:

  1. Automate for ease; but never forget or underestimate the power of the human engagement.

  2. Creativity – continuously wow customers with something new and exciting.

  3. Create a community – engage | connect | share ideas.

  4. Product building – customers love to personalise their purchases.

  5. Bundle products and services – offer a related product / service that adds additional value to your customer.

  6. Create social media opportunities – customers love sharing their experiences.

  7. Retail-tainment – how can you integrate customer entertainment into retail experiences.

  8. Customer Loyalty Programmes – we all love getting a little something back.

Let's unpack over coffee to start crafting your strategy?  


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Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

Recommendations to prepare staff to deal with the transformed customer

Recommendations to prepare staff to deal with the transformed customer

Recommendations to prepare staff to deal with the transformed customer

Recommendations to prepare staff to deal with the transformed customer

Customer Experience (CX) is your customers’ holistic perception of their experience with your business or brand - from your website, to customer engagement and receiving the product/service purchased.

​Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.

​Knowing that your employees play a critical role in delivering your CX strategies is one thing. Knowing how to prepare and equip them to shift to a customer-centric approach that meets the demands of a transformed customer is something else.


Based on a number of thought-leaders in the field of CX, here are ​eight combined tips we can recommend to manage and engage with the transformed customer:

  1. ​​Create a CX vision aligned to the organisations values and brand promise
  2. Establish a service orientated company culture
  3. Treat employees well – they in turn will treat clients well
  4. Make the right hires - not all of us our customer centric naturally
  5. Ensure that training is implemented to support and develop the required skills and attitudes
  6. Use technology to optimise operations
  7. Place high value on customer feedback
  8. Encourage employees to take ownership 

In order to keep up with radical changes within the retail industry, it is essential to ensure that your business is customer-centric.

Connect with us over coffee to craft an organisational strategy that meets the demands of industry and your consumer!


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Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

Want to make Coaches and Mentors’ part of your talent pipeline?

How to make Coaches and Mentors’ part of your talent pipeline

​​​Want to make Coaches and Mentors’ part of your talent pipeline?

How to make Coaches and Mentors’ part of your talent pipeline

Mentoring as a talent development strategy is growth-oriented and promotes knowledge sharing within your organisation. Mentoring satisfies the first 2 of Forbes’s Top 5 Talent Trends for 2019: employee-led learning and an everyday performance approach.

Increasingly, organisations are realising the many benefits of developing talent through coaching and mentoring programmes.  

When deciding whether to implement coaching, mentoring, or both, consider the 5 C’s:

  1. Contract: How directive does the organisation want to be over the individual’s development?

  2. ​Context: What is the business objective of the development plan?

  3. ​Culture: Does the organisational culture support coaching and mentoring? Do you have Executive buy-in and support?

  4. Circumstance: What is the budget allocated for the development programme?  Will it be in-sourced or outsourced?

  5. Content: What type of content will be discussed within the coaching and mentoring relationship? Identifying these parameters upfront will ensure that the most appropriate coaching and mentoring plans are put in place.

​To ensure human capital sustainability, explore our Development Stack model or chat to us about how to create a talent development programme for your organisation.



Reference:  How Coaching and Mentoring can drive success in your organisation, by Lis Merrick, Managing Director, Coach Mentoring U.K.


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Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

How to go about ensuring a talent pipeline for aspiring Managers?

management pipeline

​How to go about ensuring a talent pipeline for aspiring Managers?

​The late Steve Jobs of Apple summed up talent’s importance with this advice:

“Go after the cream of the cream. A small team of A+ players can run circles around a giant team of B and C players.”

Management guru Jim Collins concurred:

“… the single biggest constraint on the success of my organization is the ability to get and to hang on to enough of the right people.”
management pipeline

So how do we ensure a talent pipeline of aspiring Managers?

Plan – make sure this is aligned to the company’s strategy and values
Attract - individuals who align to your brand
Assess - a leader’s performance and values before placement
Develop – an integrated overall development plan for all employees, rather than singling our individuals
Reward - non-cash forms of recognition can serve as a powerful retention tool

Learn more about our Development Stack model and how we can partner together to craft an organisational strategy that meets the demands of industry and your consumer.


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Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and

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