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Infusing Quality in Learning Interventions Design

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Infusing Quality in Learning Interventions Design George Katsouranis Senior Manager Learning & Development – PowerPoint PPT presentation

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Title: Infusing Quality in Learning Interventions Design


1
Infusing Quality inLearning Interventions Design
  • George Katsouranis
  • Senior Manager
  • Learning Development

2
A brief agenda
  • A quick glance to Piraeus Bank Group
  • Tools practices for learning design
  • Food for thought

3
A quick glance to Piraeus Bank Group
4
A quick glance to Piraeus Bank Group
  • Key Information and Figures
  • Universal Bank with focus on high margin segments
    (SMEs and Retail Banking)
  • Fourth largest Bank in Greece, grown both
    organically as well as through MA
  • 12,357 employees and 744 Branches in 10 countries
  • Successful management track record combined with
    young very well-trained workforce.
  • Assets of 46.4 bn

5
A quick glance to Piraeus Bank Group
  • Strategic Financial Targets for the period 2007 -
    2010
  • After tax profit from 435 mn in 06 to 1,2 bn
    in 10
  • Sustainability of after tax ROE at 25 for the
    period 2007-2010
  • Reduction of Cost to Income ratio below 42 by
    2010
  • Improvement of NPLs ratio below 2.5 by 2010
  • Branch network expansion to 1177 branches by 2010
    (360 Greece 817 abroad)

6
Piraeus Bank Strategic HR Toolkit
  • Identification of talents and personal
    development plan design
  • Human Resources Planning
  • Selection and Recruitment Tools and Policies
  • Advanced Performance Appraisal Systems
  • Coaching culture cultivation

ContinuousLearningand KnowledgeSharing
Attractingthe best ofthe Market
ActivelyManagingPeoplePerformance
RewardingPeople
Retaining andDevelopingTalents
Supporting Work LifeBalance
  • Complete Training Curriculum
  • Modular Schools and Academies
  • Local Knowledge Sharing Initiatives
  • e-Learning
  • Competitive compensation and benefits program
  • Attractive sales bonus schemes
  • Support Policies, Wellness Programs

HR Metrics, Systems Internal Communication
7
Who we are and what we haveLearning
Development in PBG
  • A highly experienced and motivated team of 13
    people
  • 5 Learning Consultants 6 Learning
    Administrators 1 Development Manager
  • 50 Internal Experts - Trainers
  • Our resources and infrastructure
  • 2 main training centers and 4 regional
  • 2 e-learning dedicated servers with Net
    Dimensions ekp 4.6
  • PeopleSoft HRMIS
  • Intranet pages

8
Tools practices for learning design
9
Basic tools practices for learningTraining
Needs Identification
Screening Prioritization
TrainingBudget
Draft Recording of Training Needs
New Business Initiatives
Screening Re-Prioritization
Action Planningtranslation
C
Training Program
F
Training NeedsEstimation
F
F
New Training Requests
Open line ofcommunication
10
Basic tools practices for learning Course
design process
F
Training Request
Project Initiation Document
Project Approval Document
Initial Sponsor Approval
Final Approval
C
  • Contents
  • Business goals
  • Intervention Objectives
  • Our initial suggestion
  • Draft project plan
  • Initial cost estimation
  • Resources needed
  • Priority
  • Contents
  • Business goals
  • Learning Objectives
  • Success indicators
  • Project metrics
  • Project plan
  • Final budget
  • Project team members

11
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12
Basic tools practices for learning Course
design process
HRMS
Course Analysis Design Document
Blueprint Approval
CourseMaterial
  • Contents
  • PID
  • Course Design Team
  • Course Objectives
  • Course detailed instructional blueprint
  • Course Support issues

Course Deployment
13
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14
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15
Basic tools practices for learning Course
design process
  • Customer oriented approach
  • Sponsor
  • Communication loops
  • Subject matter experts Best Performers
  • Specific and measurable business and training
    goals
  • Project team
  • Sub teams
  • Roles
  • Deliverables

16
Basic tools practices for learning HRMS Full
Scale Exploitation
  • Full exploitation of PeopleSoft
  • Process alignment
  • Built-in workflows
  • Multiple Control Points and Rules
  • Large scale project deployment capacity
  • Reporting

17
Basic tools practices for learning Evaluation
of training value added
  • Specific and measurable goals at the design stage
  • Evaluators
  • Delegates
  • Instructors
  • Supervisors / Managers
  • Evaluation
  • Level I for 90 of inhouse training activities,
  • Level II for 50,
  • Level III for selected interventions

18
Basic tools practices for learning Evaluation
of training value added
  • Recording of evaluations and active utilization
    on
  • Quality improvement
  • Reporting
  • Redesign
  • Design of additional supplementary interventions

19
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20
Food for thought
21
Food for thought
  • Processes vs Responsiveness
  • Processes vs Resources
  • Analyze - Paralyze
  • Customers commitment
  • Evaluation depth
  • Smart Reporting
  • Constraints on improvement

22
Infusing Quality in Learning Interventions Design
Thank you for your attention at your disposal
for questions
  • George Katsouranis
  • Senior Manager, Learning Development
  • Piraeus Bank Group
  • t 302103288522 f302103288539
  • katsouranisg_at_piraeusbank.gr
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