민간주도의 세계적 산업교육기관 Korea Management Association (156 -849) 서울특별시 동작구 신대방 2동 395 -65호 (한국컴퓨터빌딩 8층) 대표전화 : (02) 3274 -9200 / FAX : (02) 3274 -9259 ▶경기지부 : (031)258 -5571 ▶대전충청지부 : (042)828 -6730 ▶대구경북지부 : (063)278 -4450 ▶부산경남지부 : (053)429 -6433 ▶울산지부 : (052) 268 -2310 한능 : 제 2005 -34호 2004. 3. 14 수신 : 대표이사 [직인생략] 참조 : 인사, 교육부, 총무부, 경영(전략)기획, 인사조직팀, 비서실관련 임직원 제목 : 제 61회 KMA-ASTD 2005 국제대회 한국대표단 참가 안내 한국능률협회는 ASTD에서 인증한 아시아지역 유일의 Global Network으로서 올해로 11회째 공식 한국대표단을 파견하고 있습니다. 제 61회 KMA-ASTD 2005 International Conference & Exposition 한국대표단 2005년 6월 2일(목) ~ 12일(일) / 10박 11일 플로리다주 올랜도 KMA-ASTD 소개 한국대표단일정 한국대표단특전 참가안내 ASTD Global Network in Korea Conference Highlights
KMA-ASTD 2005 한국대표단 International Conference & Exposition KMA-ASTD 소개 ASTD는 1944년 설립, 전세계 100여 국가의 15, 000 여개 기업, 관공서 및 대학에 ASTD 종사하고 있는 7만 여 전문가 회원으로 구성되어 있는 연합기관으로서 HRD, 직업 훈련, Performance 향상에 그 설립 목적을 두고 있습니다. ASTD는 회원의 연구, 지식 및 경험에서 우러나온 분석자료 및 실질적 정보의 상호교류를 관장하고 있으며, 국제컨퍼런스, 전시회, 세미나, 출판 및 파트너십의 기회를 제공합니다. ASTD 2005 Conference 2005년 6월 5일(일) ~ 9일(목) ASTD 2005 국제회의는 HRD, 직업훈련, Performance 관련 국제 전문가들의 상호 실질적 정보교류 및 Partnership의 기회 제공을 위해 마련되어 수년간 그 권위를 인정 받고 있는 세계 최대, 최고의 HRD Int’l Conference입니다. 2005년 6월 6일(월) ~ 8일(수) ASTD 2005 Exposition ASTD기간에 Exhibit hall에서 열리는 Expo에서는 각종 교육훈련 기자재와 신규 프로 그램 및 기업체 도입을 통해 입증된 여러 Products & Services가 무료로 3일간 소개 됩니다. 세계적으로 유수한 500여 개의 교육 컨설팅 기관과 기업 내 트레이닝 센터, 대학교의 부스가 참가자 여러분들의 안목을 넓혀 드리며, 각종 아이디어와 재미를 선사합니다. 한국능률협회(KMA)는 아시아 지역 유일의 ASTD 공인기관으로 국내 기관으로서는 KMA-ASTD 한국대표단 유일하게 지난 94년이래 매년 KMA-ASTD 한국대표단을 구성, 파견하고 있으며, 현지 독점 동시통역, 국내 최고 HRD, HRM 전문교수의 Debriefing 및 한국 공식 Delegation 자격 인정을 통한 경제적, 효율적 프로그램 제공 등 최고의 ASTD 참가 연수 프로그램을 제공하고 있습니다
KMA-ASTD 2005 한국대표단 International Conference & Exposition 한국대표단 일정 A팀(대한항공) – 2005년 6월 2일(목) ~ 12일(일) / 10박 11일 날짜 지역 교통 5/31(화) KMA 연수센터 개별 1일차 6/2(목) 인천 아틀란타 마이애미 항공 전용버스 2일차 6/3(금) 마이애미 전용버스 3일차 6/4(토) 마이애미 올랜도 전용버스 주요일정 ● 사전 오리엔테이션 -중점 탐구 Session 설명 -주요일정 및 유의사항 안내 ● 인천 ⇒ 아틀란타 ⇒ 마이애미 ● 마이애미 도착 및 현지적응훈련 ◈ 한국능률협회 주최 특별 세미나(Leadership) -지도교수 : St. Thomas University 송석호 교수 ● 이동 : 마이애미 ⇒ 올랜도 ● 올랜도 도착 및 ASTD 대회장 사전 답사 ◈ 한국대표단 만찬 행사 ◈ ASTD 2005 ICE 참가 -Sunrise Sessions -General Sessions 4일차 -Legend Series 6/5(일) ~ 올랜도 전용버스 -International Forums -Conference-Within-a-Conference 8일차 -Expo 6/9(목) ◈ 한국능률협회 코오디네이터 교수 종합 디브리핑 : ASTD 2005 ICE 주요 Trend 및 Total Debriefing 9일차 올랜도 전용버스 ⊙ 올랜도 지역 이문화 체험 6/10(금) 뉴욕 항공 ● 이동 : 올랜도 ⇒ 뉴욕 10일차 6/11(토) 뉴욕 항공 ● 뉴욕 출발 11일차 6/12(일) 인천 ● 인천국제공항 도착 및 개별 해산 ※ 상기 일정은 현지 사정에 따라 다소 변경될 수 있습니다.
KMA-ASTD 2005 한국대표단 International Conference & Exposition 한국대표단 일정 B팀(대한항공) – 2005년 6월 4일(토) ~ 12일(일) / 8박 9일 날짜 지역 교통 5/31(화) KMA 연수센터 개별 1일차 6/4(토) 인천 아틀란타 올랜도 항공 전용버스 주요일정 ● 사전 오리엔테이션 -중점 탐구 Session 설명 -주요일정 및 유의사항 안내 ● 인천 ⇒ 아틀란타 ⇒ 올랜도 ● 올랜도 도착 및 ASTD 대회장 사전 답사 ◈ 한국대표단 만찬 행사 ◈ ASTD 2005 ICE 참가 -Sunrise Sessions -General Sessions 2일차 -Legend Series 6/5(일) ~ 올랜도 전용버스 -International Forums -Conference-Within-a-Conference 6일차 -Expo 6/9(목) ◈ 한국능률협회 코오디네이터 교수 종합 디브리핑 : ASTD 2005 ICE 주요 Trend 및 Total Debriefing 7일차 올랜도 전용버스 8일차 6/11(토) 올랜도 아틀란타 항공 9일차 6/12(일) 인천 6/10(금) ⊙ 올랜도 지역 이문화 체험 ● 이동 : 올랜도 ⇒ 아틀란타 ● 아틀란타 출발 ● 인천국제공항 도착 및 개별 해산 ※ 상기 일정은 현지 사정에 따라 다소 변경될 수 있습니다.
KMA-ASTD 2005 한국대표단 International Conference & Exposition 한국대표단 특전 KMA는 ASTD가 공인한 아시아지역 유일의 Global Network입니다. 또한 KMA-ASTD 한국대표단의 규모는 국내 최고 • 최대입니다. 따라서 본회 한국대표단 참가자들은 경제적효과와 더불어 연수 효과를 극대화 할 수 있는 다양한 특전을 누리게 됩니다. 대회 출발 전 실시하는 한국대표단 사전 오리엔테이션(5/31, 火 )을 통해 대회 전반에 대한 이해를 높이고 효율적인 대회 참가 방법 제공 KMA 주최 한국대표단 만찬행사(6/4, 土 )를 통한 참가자 상호 교류의 장 마련 대회장 내 KMA 한국대표단 전용의 회의 및 휴게 공간 제공 ASTD 고위 관계자와 교류의 장 마련 KMA 주최 현지 유명 교수 초빙 특별 세미나 6월 3일 : Florida International University, Douglas Smith 교수 6월 9일 : Penn State University , Rothwell 교수 전 세계 HR Professionals들과의 교류를 위해 유니버셜 스튜디오에서 개최되는 ASTD Celebration Party(6/7, 火 ) 참가 경비 지원 KMA 제작 한국대표단 기념품 및 귀국 후 대회 종합자료집/디지털 앨범(CD제작) 증정 KMA는 해외연수 전문가들로 구성된 ASTD 대회운영 전담 조직을 갖추고 있습니다. 또한 성공적인 행사 운영을 위해 미국 현지 사전답사를 실시했습니다. 한국대표단 여러분들의 다양한 요구에 부응하며 안전과 편의를 위해 최선을 다하겠습니다.
KMA-ASTD 2005 한국대표단 International Conference & Exposition 한국대표단 코오디네이터 교수 KMA-ASTD 한국대표단 코오디네이터 교수진은 국내 최고 • 최대입니다. 특히 올해는 한국대표단 참가자들의 다양한 Learning Needs를 충족시키기 위해 미국 현지의 저명한 교수진을 영입하여 다양한 프로그램을 준비합니다. ● 심원술 교수 : 한양대학교 경상대학 경영학부 ● 김도헌 박사 : 현대인재개발원 경제연구원 ● 권기술 교수 : 한국능률협회 ● Rothwell교수 : 펜실베니아주립대학 교육대학(ASTD Certificate Program자문) ● Douglas Smith 교수 : Florida International University
KMA-ASTD 2005 한국대표단 International Conference & Exposition 한국대표단 참가안내 A팀 : 2005년 6월 2일(목) ~ 6월 12일(일) / 10박 11일 대표단일정 B팀 : 2005년 6월 4일(토) ~ 6월 12일(일) / 8박 9일 ※ 한 기업의 참가자가 30명 이상일 경우 별도의 팀 구성을 Customizing해드립니다 참가대상 인사, 교육, 총무, 경영(전략)기획, 인사조직, 연수원, 경제연구소, 비서실(인사팀) 산업교육기관 HR 관련 부서의 임직원 구분 신청마감 B팀 회원사 460만원 440만원 비회원사 참가비 A팀 480만원 ※ 포함사항 : 항공료(이코노미), 대회등록비, ASTD 460만원 자료번역비, 지도교수 디브리핑, 여행관련 제비용 (여행자보험, 전용버스, 공항세, 가이드비 등) 2005년 4월 29일(금) 한국능률협회 국제협력팀 ASTD 사무국 신청 및 문의 Tel : 02 -3274 -9290, 9255 / Fax : 02 -3274 -9259 담당 : 선유철 팀장, 홍호진 연구원 ▶ 숙박비 안내 - A팀 : 현지 8박 (조식 및 Tax 포함) $120 X 8박 = $960 - B팀 : 현지 7박 (조식 및 Tax 포함) $120 X 7박 = $840 ▶ 참가비에 포함되지 않은 사항 - 여권 및 VISA 발급비용, 기타 개인성격의 제반비용 - 식사비(중/석식) 참가자가 현지에서 직접 결제하며 식당에 대한 다양한 정보는 출발 전 상세히 안내해 드립니다. ※ 회원사 기준 각 팀별 참가비 계산 방법 A팀 460만원 + $960 = 5, 598, 400 B팀 440만원 + $840 = 5, 273, 600 환율은 $1에 1, 040원을 적용했습니다. (매입환율기준) KMA-ASTD 한국대표단은 타 기관에 비해 평균 1인당 30~40만원의 비용 절감 효과를 누리게 됩니다.
KMA-ASTD 2005 한국대표단 참가신청서 사업자등록NO. 대표자명 회사명 부서명 담당자 TEL 주 업태 종목 FAX 소 ☞ 계산서 발급 및 우송을 위해 필요한 사항이오니 반드시 기재하여 주십시오. 참 가 자 명 단 부서 (한글/영문) 구분 직위 (한글/영문) 유/무 여권 비자 성명 (한글/여권영문) 항공클래스 일반석 (기준) 비즈니스 (옵션) 호텔 Twin (기준) 전화번호 주민등록번호 E-mail 기타요청사항 Single (옵션) 역대 ASTD 대회 참가 경험 : ( 회) 주요 관심 Session : A팀 B팀 ※ 기타 현지 관광 및 친선 골프행사 참석에 관한 부문은 본회 사무국으로 연락 바랍니다. ※ 항공 및 숙박 옵션관계는 본회에 문의 시 별도로 안내해 드립니다. ☞ 위와 같이 참가를 신청합니다. 2005 년 신청인: 월 일 (인) 한국능률협회 ASTD 사무국 귀중 참고 1. 참가신청서는 일단 FAX로 송부하여 주시고 전화로도 신청이 가능합니다. ▶ 보내실곳 : 본회 ASTD 사무국( 담당 : 선유철 팀장 , 홍호진 선임연구원) TEL. (02)3274 -9290, 9255 / FAX(02)3274 -9259 2. 참가비 입금 계좌번호 : 외환 124 -13 -12202 -1 / 국민 827 -01 -0342 -781 (예금주: (사)한국능률협회) 3. 참가신청서가 더 필요하실 때는 복사하여 사용하시기 바랍니다.
KMA-ASTD 2005 한국대표단 International Conference & Exposition SCHEDULE-AT-A-GLANCE
KMA-ASTD 2005 한국대표단 International Conference & Exposition General Session Speakers Bob Knowling 6월 5일(일) , 09: 00 -10: 30 a. m Skilled change agent for Ameritech and USWest, Bob Knowling is now heading the NYC Leadership Academy, turning school principals into agents of change using techniques from corporate America, the U. S. military, and the schools themselves. Rudy Giuliani 6월 6일(월) , 08: 15 -9: 45 a. m Honored and respected the world over, Rudy Giuliani’s strong leadership, personal courage, and deeply felt humanity have made him an international icon. Steve Uzzell 6월 9일(목) , 10: 45 a. m-12: 15 p. m Illustrating his message with striking photographs, Steve Uzzell, former National Geographic staffer, inspires us to make any venture an adventure.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Legends Series World-Renowned Expert on Creative Thinking 6월 5일(일) , 11: 00 a. m. -12: 15 p. m. 6월 5일(일) , 4: 00 p. m. – 5: 30 p. m. (repeated) Edward de Bono is generally regarded as the leading world authority on creative thinking. His key book, The Mechanism of Mind, was published in 1969. In it, he showed how the nerve networks in the brain formed asymmetric patterns as the basis of perception. From this work, Edward de Bono developed the concept and tools of lateral thinking. What is so special about his work is that rather than remaining hidden in academic texts he has made it practical and available to everyone, from five years olds to adults. The term lateral thinking was introduced by de Bono and is now in common usage. De Bono was born in Malta in 1933. He attended St Edward's College, Malta, during World War II and then the University of Malta where he qualified in medicine. He proceeded, as a Rhodes Scholar, to Christ Church, Oxford, where he gained an honors degree in psychology and physiology and then a Ph. D in medicine. He also holds a Ph. D from Cambridge and an MD from the University of Malta. He has held appointments at the universities of Oxford, London, Cambridge and Harvard. Among his popular books are: Six Thinking Hats; Lateral Thinking: Creativity Step-by-Step; Serious Creativity: Using the Power of Lateral Thinking to Create New Ideas. Father of Human Capital Strategy and Analysis 6월 7일(화) , 10: 00 a. m. -11: 15 p. m. 6월 7일(화) , 1: 45 p. m. – 3: 00 p. m. (repeated) Jac Fitz-enz Dr. Jac, as he is known worldwide, is acknowledged as the father of human capital strategy and analysis. An internationally recognized authority on human resource management, Fitz-enz pioneered the field of human capital bench marking and performance measurement. Among his accomplishments: a landmark study of the connection between service, quality, and productivity. Ninety percent of the Fortune 100 companies have applied his benchmarking system. He has authored five books on human capital management. In his latest, The ROI of Human Capital, Fitz-enz demonstrates the benefits of measuring the economic value of employee performance. Fitz-enz has held senior human resource posts at major technology and financial services companies in the United States. In 1977 he founded the Saratoga Institute, recognized as a leader in the field of HR metrics and analysis, dedicated to the premise that intelligent measurement is fundamental to performance improvement.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Legends Series Futurist on Technology, Learning, and People 6월 6일(월) , 4: 00 p. m. -5: 30 p. m. 6월 7일(화) , 8: 15 a. m. – 9: 30 a. m. (repeated) Elliott Masie is an internationally recognized futurist, analyst, researcher, and humorist on the critical topics of technology, business, learning and workplace productivity. He heads The MASIE Center, a Saratoga Springs, New York, think tank focused on how organizations can absorb technology and create continuous learning and knowledge within the workforce Masie’s professional focus has been to demystify the world of technology in order to allow organizations to use their wisdom and resources to make key choices. He has developed models for accelerating the spread of knowledge, learning, and collaboration throughout organizations. Masie is acknowledged as the first analyst to use the term e-learning and has advocated for a sane deployment of learning and collaboration technology as a means of supporting the effectiveness and profitability of enterprises. Leaders in Human Performance Improvement 6월 6일(월) , 12: 30 p. m. -1: 45 p. m. 6월 6일(월) , 2: 15 p. m. – 3: 30 p. m. (repeated) Jim and Dana Gaines Robinson Jim Robinson is Chairman of Partners in Change with experience as a line manager and training director in previous positions. For several years he was vice president of Development Dimensions International and the author of its most successful supervisory training program. Dana Gaines Robinson founded Partners in Change in 1981. Prior to becoming an external consultant, Dana was an internal human resources (HR) manager for nine years. Together Dana and Jim are acknowledged as leaders in human performance improvement. They have co-authored several books, including Training for Impact and Performance Consulting, which was selected as the recipient of the Society for Human Resource Management’s book of the year award when it was published. They also co-edited Moving from Training to Performance, published by ASTD. With Ken Blanchard they co-authored the book Zap the GAPS! Target Higher Performance and Achieve It!. Their most recent book is Strategic Business Partner: Aligning People Strategies with Business Goals. Dana and Jim Robinson have been presented with the Distinguished Contribution Award for Workplace Learning and Performance by ASTD. This award recognizes their landmark work in performance improvement and their sustained impact in the training and human resources industries. They have also been awarded the Thought Leadership Award by ISA.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Pre-Conference Workshops Two-Day Workshops - 6월 3일(금) ~ 6월 4일(토) Workshop A : Creating Your Business-Driven Training and Development Strategic Plan Workshop B : Creating an Environment for Successful Projects Workshop C : Value-Driven Leadership: The Key to a Motivated Workforce One-Day Workshops – 6월 4일(토) Workshop 1 : Changing Attitudes and Behaviors Through Experiential Activity Workshop 2 : Connecting Human Performance Interventions to Business Goals and Metrics Workshop 3 : E-Learning Strategy 101: Designing an Effective Roadmap for the Enterprise Workshop 4 : Fundamentals of Finance & Accounting for Training Managers Workshop 5 : How to Be the Business Survivor! Workshop 6 : Intelligent Disobedience: The Difference Between Good and Great Leaders Workshop 7 : Interactive Instructional Design: 25 Ways To Do It Faster and More Effectively Workshop 8 : Laugh and Learn: How to Use Humor to Boost Training Results Workshop 9 : Linking Organizational Culture to the Bottom Line Workshop 10 : Organizational Creativity, Disney® Style Workshop 11 : Stimulating Learning with Interactive Offbeat Creative Techniques Workshop 12 : The Eight Kinds of Smart: A Revolutionary Design Tool Workshop 13 : Training Design That Drives Business Results
KMA-ASTD 2005 한국대표단 International Conference & Exposition Pre-Conference Workshops Two-Day Workshops Friday, June 3 ~ Saturday, June 4 Creating Your Business-Driven Training and Development Strategic Plan (Workshop A) Track: Learning as a Business Strategy (Experience Level 3) Ray Svenson Consulting, Inc. Major corporations collectively spend billions of dollars on training and development. Training departments are taking on new roles, such as performance consulting. In order to stay in alignment with business goals, strategies, change initiatives, and technology, every company should update its strategic plan for learning and development every few years. The presenter will offer a systematic approach to strategic planning for learning and development based on his more than 25 years working with Fortune 500 companies. Creating an Environment for Successful Projects (Workshop B) Track: Leadership & Management Development (Experience Level 2) Randall Englund, Madeline Learning Many organizational systems that guide management behavior are not consistent with success in current business environments. In this workshop, participants will identify how to support project management as an organizational competency; assemble environmental and behavioral factors to optimize and achieve greater results from project-based work; get feedback about actions that create an environment for more successful projects; and share concepts of alternative approaches to project management and to the stakeholders who in. uence this process. Value-Driven Leadership: The Key to a Motivated Workforce (Workshop C) Track: Leadership & Management Development (Experience Level 1) Egbert Kinds, Yvon Kinds-Hoendervoogt, Core Commit Human potential is fully utilized when a person’s motives are aligned with the task and mission of the division and of the organization in which they work. The Value Commitment Indicator shows the extent to which an organization uses the value potential of its employees. In this workshop, participants will work with this instrument that measures and visualizes value drivers in people and value systems in organizations.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Pre-Conference Workshops One-Day Workshops Saturday, June 4 Changing Attitudes and Behaviors Through Experiential Activity (Workshop 1) Track: Designing and Delivering Learning (Experience Level 2) Mel Silberman, Active Training Nothing is more challenging than trying to change old attitudes and behaviors. Drawing from a menu of 25 experiential techniques, the presenter will show participants how to help clients. whatever their status and function. assess their current attitudes and behaviors, set their own goals for improvement, and try out new beliefs and actions. Session participants will take away a tool kit of exercises designed not only to engage participants at deep levels, but also to expand their own behavioral repertoires, increase their competence as a master demonstrator of key interpersonal skills, and bolster their con. dence as a master facilitator of interpersonal skill development. Connecting Human Performance Interventions to Business Goals and Metrics (Workshop 2) Track: Learning as a Business Strategy (Experience Level 3) Robert Brinkerhoff, Western Michigan University In this one-day workshop, participants will learn a practical process for connecting performance improvement and training initiatives directly to business strategy, goals, and metrics. This organizational development and needs analysis process will enable trainers to partner with their performance improvement and training customers to clarify the top business goals and priorities; identify measurable performance improvement objectives; de. ne competency development needs; and demonstrate the potential returnon-investment of selected interventions. E-Learning Strategy 101: Designing an Effective Roadmap for the Enterprise (Workshop 3) Track: E-Learning (Experience Level 1) Mike Flanagan, Sam Herring, Intrepid Learning Solutions This session will equip participants with a set of planning and consulting tools to develop a strategic roadmap for current and future e-learning implementation in the organization. Participants will learn to de. ne goals for e-learning, select appropriate technology solutions and vendors, assess organizational readiness for e-learning, build a case to gain executive support, and implement and evaluate the program.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Pre-Conference Workshops One-Day Workshops Saturday, June 4 Fundamentals of Finance & Accounting for Training Managers (Workshop 4) Track: Learning as a Business Strategy (Experience Level 1) Gary Steinkohl, The Lumin Group Recent research has shown that core. nancial skills are a requirement for every manager in today’s corporate world, and even more so for those moving into the ranks of senior management. This workshop will include experiential exercises and case studies to support participants’ learning. How to Be the Business Survivor! (Workshop 5) Track: Learning as a Business Strategy (Experience Level 1) Joanne Osmond, The Vision Tree; Claudia Pannell, Abbott Laboratories True or False? Can you succeed in business without trying? The answer is “NO!” So what does it take to succeed in business, whether running a learning and development business or managing a “business in a business? ” Learn how to incorporate service development, marketing, communication, technology, resources, training, and reporting into a successful business plan. Intelligent Disobedience: The Difference Between Good and Great Leaders (Workshop 6) Track: Leadership & Management Development (Experience Level 2) Bob Mc. Gannon, Mindavation, Inc. The ability to successfully challenge, push back, and make suggestions to management that defend the integrity of one’s department or project objectives in contrast with the perceived expectations of others is pivotal to true success as a leader. This fun and informative presentation will provide participants with a different way of addressing the challenges they face as business leaders. Interactive Instructional Design: 25 Ways To Do It Faster and More Effectively (Workshop 7) Track: Designing and Delivering Learning (Experience Level 2) Catherine Mattiske, TPC. The Performance Company Faster, more effective, and more fun! Learn loads of tips, tricks, and techniques for writing and creating sensational training courses. In this workshop, participants will use a proven nine-step process that ensures all learners are catered to while signi. cantly reducing design time and increasing retention. Participants will receive a full-color resource kit containing step-by-step working models, sample forms, and creative learning activities that can be implemented quickly and easily into new or existing programs.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Certificate Programs E-Learning Instructional Design Certificate Program 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ● ASTD/HBSP Training Directors Business Boot Camp (What Every Training Director Should Know) 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ● Coach-Based Consulting Certificate Program 6월 3일(금) , 2: 00 p. m. - 5: 00 p. m. 6월 4잁(토) , 9: 00 a. m. - 5: 00 p. m. ● Rapid Prototyping for E-Learning Design Certificate Program 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ● ASTD’s ROI Certificate Program 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ● ASTD’s Measuring & Evaluating Learning Certificate Program 6월 2일(목) , 9: 00 a. m. - 5: 00 p. m. 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(금) , 9: 00 a. m. - 5: 00 p. m. ● ASTD’s HPI Certificate Program. HPI in the Workplace 6월 2일(목) , 9: 00 a. m. - 5: 00 p. m. 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ● ASTD’s HPI Certificate Program. Analyzing Human Performance 6월 2일(목) , 9: 00 a. m. - 5: 00 p. m. 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ● ASTD’s HPI Certificate Program. Evaluating Performance Improvement Interventions 6월 2일(목) , 9: 00 a. m. - 5: 00 p. m. 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ● ASTD’s Training Certificate Program 6월 2일(목) , 9: 00 a. m. - 5: 00 p. m. 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ● ASTD’s Designing Learning Certificate Program 6월 2일(목) , 9: 00 a. m. - 5: 00 p. m. 6월 3일(금) , 9: 00 a. m. - 5: 00 p. m. 6월 4일(토) , 9: 00 a. m. - 5: 00 p. m. ●
KMA-ASTD 2005 한국대표단 International Conference & Exposition Certificate Programs E-Learning Instructional Design Certificate Program Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. Designed for those new to the incorporation of e-learning technology but not inexperienced in training and performance; those wanting to brush up on newest techniques; instructional designers; curriculum builders; learning managers; courseware producers; sales, safety, healthcare, . nance, higher education, and government trainers. Participants will learn how to shift from instructor-led training to the world of e-learning with this valuable certi. cate content and instruction. ASTD/HBSP Training Directors Business Boot Camp (What Every Training Director Should Know) Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. This two-day preconference workshop, developed in partnership between ASTD and Harvard Business School Publishing, is designed to prepare training directors to address their biggest business challenges. In this workshop, participants will interact with peers to discuss, learn, and build competencies for the future, while increasing their business network. Attendees will work with Harvard Business School Publishing tools and materials to focus on the business skills identi. ed as essential in ASTD’s new competency study, Mapping the Future: Shaping New Workplace Learning and Performance Competencies. Coach-Based Consulting Certificate Program Friday, June 3, 2: 00. 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. This one and a half day preconference workshop, presented in partnership between ASTD and the Independent Consultants Association, is designed to expand the experienced consultants’ skills to assure their clients’ total satisfaction, friction-free projects with minimal unpleasant surprises, and greater personal ful. llment. Participants will learn the skills, techniques, and information for highly pro. cient consultants to establish valued-added, strategic partner relationships with clients. The program will include de. nitions of coaching, distinctions between coaching and consulting, and how coaching enhances consulting outcomes.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Certificate Programs Rapid Prototyping for E-Learning Design Certificate Program Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. E-Learning capabilities are more sophisticated than ever, expectations for impact have grown, and the design challenge for creating new, engaging solutions becomes greater with each project you face. In this dynamic and interactive workshop, you will learn when and how to complement or replace s toryboards by using rapid prototyping in your design process to result in much richer instructional designs, and develop an actionable plan for using rapid prototyping to boost your e-learning designs. In addition, you will learn the critical management considerations of the rapid prototyping process: selecting the right project team, setting/managing client expectations, and avoiding scope creep by knowing “when to say when. ” ASTD’s ROI Certificate Program Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. Participants will experience application of the ROI Process Model. This includes developing application impact objectives, developing data collection plans, collecting various types of hard and soft data, isolating the effects of the program, converting data to monetary values, tabulating appropriate program costs, calculating the ROI, and identifying intangible bene. ts. Participants learn how six types of data, both qualitative and quantitative, are developed from a variety of sources. This workshop has been delivered to thousands of clients worldwide, giving the skills needed measure the impact of learning and change interventions. ASTD’s Measuring & Evaluating Learning Certificate Program Thursday, June 2, 9: 00 a. m. . 5: 00 p. m. Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. In this comprehensive certi. cate program, Jack Phillips addresses critical aspects of evaluation: gathering data, focusing on the impact of individual programs, measuring learning, leveraging. ndings to increase effectiveness and provide recommendations for change. This program focuses on developing the skills for measuring, evaluating, and providing ROI for learning solutions and other interventions. It covers designing effective tests and checking them for accuracy, validity, and reliability, plus the challenges of ensuring that learning is measured adequately, yet remains within the resources available in the organization. Introduction to the various evaluation models are discussed.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Certificate Programs ASTD’s HPI Certificate Program. HPI in the Workplace Thursday, June 2, 9: 00 a. m. . 5: 00 p. m. Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. Interested in becoming a human performance improvement consultant? HPI in the Workplace introduces participants to the fast-paced, results-focused world of HPI. This is the foundation course of ASTD’s highly regarded HPI Certi. cate Program. Understanding HPI is a critical skill for all learning and performance professionals and is a key focus area of expertise in the ASTD 2004 Competency Model. ASTD’s HPI Certificate Program. Analyzing Human Performance Thursday, June 2, 9: 00 a. m. . 5: 00 p. m. Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. This interactive, hands-on workshop introducing attendees to a systematic approach to identifying the real performance gaps and their root causes. Participants will take away the knowledge and tools needed to plan an analysis, interview key performers, identify barriers to performance, compile and analyze data, and link the data to bottom-line results. (HPI in the Workplace is a prerequisite for this course. ) ASTD’s HPI Certificate Program. Evaluating Performance Improvement Interventions Thursday, June 2, 9: 00 a. m. . 5: 00 p. m. Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. This workshop shows learners how to demonstrate return-on-investment for an HPI project. This skill-building class provides practical tools and experiences for building an evaluation process into all HPI projects. Unique to this workshop, participants will practice conducting an evaluation on a non training solution. (HPI in the Workplace is a prerequisite for this course. ) ASTD’s Training Certificate Program Thursday, June 2, 9: 00 a. m. . 5: 00 p. m. Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. This is the trainer’s training program that provides all of the tools needed for delivering world-class training. It covers the key knowledge and actions for delivering training as outlined in the ASTD 2004 Competency Study. The certi. cate program enables training professionals beginning their training careers with the tools to get started and offers fresh ideas and concepts for the seasoned trainer. The workshop focuses on the 4 Ps of training. purpose, preparation, presentation and performance. ASTD’s Designing Learning Certificate Program Thursday, June 2, 9: 00 a. m. . 5: 00 p. m. Friday, June 3, 9: 00 a. m. . 5: 00 p. m. Saturday, June 4, 9: 00 a. m. . 5: 00 p. m. ASTD is pleased to offer its newest certi. cate program in Designing Learning. Following a HPI based approach to instructional design, this course covers the key actions and knowledge from the ASTD 2004 Competency Study for individuals that have had at least one year of training experience and want to gain a better understand of designing learning.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Conference Tracks ● Learning as a Business Strategy (25개 세션) ; 교육기획/연수원 운영 담당자 관련 세션 ● Careers Planning and Talent Management (22개 세션) ; 인사/노무/복지 담당자 관련 세션 ● E-Learning(18개 세션) ; 온라인 웹 기반교육 관련 세션 ● Leadership and Management Development(33개 세션) ; 인사조직혁신/HR기획/경영전략 관련 세션 ● Measurement , Evaluation and ROI (22개 세션) ; 교육훈련 운영/평가 관련 세션 ● Facilitating Organizational Change(32개 세션) ; 조직개발/인사기획/고객지원 관련 세션 ● Performance Improvement(15개 세션) ; 지식경영/역량개발/품질경영 관련 세션 ● Personal and Professional Effectiveness(34개 세션) ; 인사/노무/총무/기획 관련 세션 ● Designing and Delivering Learning (41개 세션) ; 사내교수/교육진행/인재육성 관련 세션
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Sunday, June 5 The Dialogue Continues…Transforming the Industry and Corporate America (SU 201) View from the CLO (Experience Level 3) Rebecca Ray, Comcast; Ed Cohen, Booz Allen Hamilton; James Haudan, Root Learning This session features chief learning of. cers who lead a group of 12 to 15 attendees though a discussion focusing not simply on WHAT role workplace learning professionals play in corporate America but exactly HOW they must execute that role. Supported by an updated learning map, the result of input from ASTD conference attendees in 2003 and 2004 and numerous ASTD chapter members, the discussion promises to be a lively and interactive examination of how to take the competencies and roles of the new ASTD Competency Model and bring them to life. Career Vitality (SU 204) Track: Career Planning and Talent Management (Experience Level 2) Tony Lee, Career. Journal. com Today’s workplace is one of complexity and uncertainty. The presenter will address how participants can market themselves within their company, become more adept at targeted networking for career advancement, communicate their treasure chest of talents to employers, and utilize the Internet to aid in job search. The presenter will also cover ways to overcome such obstacles as job loss, discrimination, and. nding a job in a foreign land.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Squeeze More Into Your Training Sessions (SU 205) Track: Designing and Delivering Learning (Experience Level 1) Elaine Biech, ebb associates inc; Are you caught between the ASTD Competency Study key action, “encourages participation, ” and a department head’s requirement of “less time? ” Join the author of Training for Dummies and ASTD’s Training Certi. cate class as she models and discusses how to increase participation while cutting in-class training time by as much as 50 percent. Participants will leave with a dozen ideas for increasing participation and another dozen for shaving time from training events. and getting out early to boot! E-Learning Maintenance Strategies. Why You Need One (SU 206) Track: E-Learning (Experience Level 2) Coley O’Brien, Thomson NETg. Strategic Services Does your organization design or procure custom-built e-learning? Then a maintenance strategy for custom e-learning courses or programs is important. This session will help answer three important questions regarding e-learning maintenance strategies: How robust should it be? How to “sell” it as a critical part of the methodology? How to build it? Training and Development Professionals’ Role in Leading Constant Change (SU 208) Track: Facilitating Organizational Change (Experience Level 3) Chris Edgelow, Sundance Consulting Inc. This hands-on, practical session will provide real tools to senior training and development professionals who want to add value in a changing organization. Participants will learn how to facilitate an organization through complex change via three key areas: 1) Effective Strategic Leadership, 2) Implementing Successful Change, and 3) Leading People Through Transition. Becoming a Corporate Sage: The Wisdom of the Coach (SU 209) Track: Leadership & Management Development (Experience Level 3) Susan Bethanis, Mariposa Leadership, Inc. In this session, the presenter will engage participants in a dialogue about the role of the coach. Speci. cally, participants will learn how all leaders can use the simple three-step ITM Coaching™ (In-The-Moment) Model to leverage learning opportunities in interrupt-driven cultures by coaching anytime, anywhere. Real-time learning maximizes a leader’s return on the time and energy devoted to “teaching others how to. sh. ”
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session The Fourth Revolution (SU 210) Track: Learning as a Business Strategy (Experience Level 1) Jonathon Levy, Monitor Group Investment in the knowledge workforce is extending beyond knowledge systems to the knowledge workers themselves. A number of top corporations actively promote techniques of expanding human awareness, such as transcendental meditation, for their managers and knowledge workforce. While third revolution increased the amount of knowledge available for the mind, the fourth revolution is increasing the amount of mind available for the knowledge. Evaluating Training Programs: The Four Levels (SU 211) Track: Measurement, Evaluation, and ROI (Experience Level 1) Donald Kirkpatrick, University of Wisconsin This session will explore the 10 requirements for an effective training program, plus three reasons for evaluating. An overall description of the four levels, including guidelines, forms, and procedures will be covered for each level. Performance Architecture and Performance Systems Design (SU 212) Track: Performance Improvement (Experience Level 2) Roger Addison, International Society for Performance Improvement This session will explore the performance consultant’s landscape and provide some proven tips, tools, and techniques for identifying, diagnosing, and prescribing solutions for performance issues in organizations. The diagnostic tools and scans concentrate on structure, motivation, environment, and learning. Participants of this session can add HPI work, worker, and workplace alignment tips, tools, and techniques to their performance tool kits and explore the priciples and practices of performance improvement. What Every Training & Performance Professional Should Know About Copyrights (SU 213) Track: Personal & Professional Effectiveness (Experience Level 1) Francine Ward, n. Compliance, inc. Do you play music as part of your training sessions? Use independent contractors, such as graphic designers, Web consultants, photographers, or copyeditors? Copy cartoons from magazines to use as overheads? Download material from the Internet to use in presentations? Collaborate with other training professionals on projects? If so, join Francine for a content-rich exploration of the basic dos and don’ts of copyrights.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Preparing International Learners for the American Training Experience (SU 214) Track: Designing and Delivering Learning (Experience Level 2) Liese Tamburrino, Camden Partners International, LLC North American economic dominance, as well as current world economic conditions mean that the number of foreign participants in American-designed and led training programs has risen by more than 20 percent since 2002. This session explains how course designers can modify content, methodology, and format in five key ways to improve retention and application of skills and information when training international sales and management professionals. It also provides facilitators with tips for modifying delivery to be more inclusive for global learners. Training the Trainer in Accelerated Learning Techniques (SU 303) Track: Designing and Delivering Learning (Experience Level 1) Adrian Cottin, PCO’s International Aproaches of Bill Potter, Bob Pike, Tom Japp, Donald Schuster, and Mauro Rodriguez will be used, as well as the trainer’s experience in adult learning processes in four continents. At the end of the learning experience, the learning partner will be able to facilitate adult learning processes using accelerated learning techniques, in a frame of freedom and motivation to achieve goals that will keep learning partners interested and will have a positive impact on their new abilities and knowledge. Clients are from Mars, Vendors are from Venus (SU 304) Track: E-Learning (Experience Level 3) Karl Kapp, Bloomsburg University This interactive session features both client and vendor perspectives on e-learning Requests for Proposals (RFPs). Participants will learn what should and should not be included in an organization’s e-learning RFPs and proposals. The results will streamline the e-learning acquisition process and provide a solution that meets both vendor and client needs.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Promoting Intelligent Careers in the Knowledge-Based Economy (SU 305) Track: Career Planning and Talent Management (Experience Level 1) Michael Arthur, Suffolk University; Kirsten M. Poulsen, KMP & Partners Ap. S This session will de. ne and give examples of how the promotion and navigation of intelligent careers can contribute to both individual and organizational adaptation in a changing world and how career navigation is replacing the old concept of career planning. Examples from international organizations will provide links to contemporary ideas about individual and management development, the promotion of teamwork, and career coaching. Leading Enterprise-Wide Change: Superior Results Through Strategic and Systems Thinking (SU 306) Track: Facilitating Organizational Change (Experience Level 2) Stephen Haines, James Mc. Kinlay, Gail Aller-Stead, Centre for Strategic Management; This session uses the research from the Science of Systems Thinking, based on the works of Ludwig Von Bertalanffy and the Society for General Systems Research. The research has been distilled by the presenters and simpli. ed into a model and framework called The ABCs of Enterprise-Wide Change. This session was. rst developed by the presenters and then written as a book at the request of Jossey -Bass/Pfeiffer publishers. Rewire Your Head. New Thinking for Navigating the 21 st Century (SU 307) Track: Facilitating Organizational Change (Experience Level 1) Mike Mc. Allum, Global Foresight Many individuals and organizations. nd themselves in an increasingly uncertain and turbulent world. The Global Foresight Network suggests that the idea of navigation represents a fundamental change in the corporate mindset to encourage new imperatives for innovation, the requirement for multidimensional thinking, and an understanding of the strategic speed at which organizations need to move.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Training Outsourcing: The Boeing Model (SU 308) Track: Learning as a Business Strategy* (Experience Level 2) Christopher Hedrick, Intrepid Learning Solutions; Robert Kelly, The Boeing Company Outsourcing the training function is a fast becoming the next wave of business process outsourcing. The Boeing Company is the largest corporation to systematically outsource major aspects of its employee training. Utilizing a highly effective incremental approach in its partnership with Intrepid Learning Solutions, Boeing has acheived substantial gains in cost effectiveness, speed of training to market, and quality. Learn how in this session. Demonstrating Training Value: Aligning Kirkpatrick’s Four Levels with Balanced Scorecards (SU 309) Track: Measurement, Evaluation, and ROI (Experience Level 1) James Kirkpatrick, Corporate University Enterprises, Inc. Training professionals the world over are feeling pressure to demonstrate to senior executives that training is an effective method to improve pro. tability and retention. This session will deliver a novel yet extremely effective approach to demonstrating the value of training by linking Donald Kirkpatricks’ Four Levels of Evaluating Training Programs with the presenter’s modi. cation of Kaplan and Norton’s “Balanced Scorecard. ” The presenter will give examples of balanced scorecard measures for each of the Four Levels. The Nine Deadly Sins of New Performance Consultants (SU 310) Track: Performance Improvement (Experience Level 2) Joe Willmore, Willmore Consulting Group The movement to performance is growing in our profession. Yet the transition to performance consulting isn’t easy. This session is based insights from a host of HPT luminaries and stars who contributed their “lessons learned” while getting started in HPI, as well as the most common mistakes newcomers make with performance. This session will focus on the most common errors by new performance consultants and how to avoid them. This is an ideal session for new performance consultants and those who are managing training and HR shops in transition.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Prisoners of Our Thoughts: Viktor Frankl’s Principles at Work (SU 311) Track: Personal & Professional Effectiveness (Experience Level 1) Alex Pattakos, The Innovation Group This session not only explores the core principles that underlie the lifework of the world-renown psychiatrist, Viktor Frankl (author of Man’s Search for Meaning , named by the Library of Congress as one of the 10 most in. uential books of the 20 th century), but also applies these principles to work and the workplace. It addresses two key ASTD Competencies (demonstrating adaptability and modeling personal development). Through practical examples and personal experience, the presenter explores how others can. nd authentic meaning in work and in everyday life, so that they are not prisoners of their thoughts! Assessing and Aligning an Ethical Climate: Lived vs. Espoused Values (SU 404) Track: Facilitating Organizational Change (Experience Level 1) K. T. Connor, K. T. Connor Associates, LLC Collins, author of Good to Great , and others have reminded us that ethical companies can be highperforming companies. But recent events remind us that organizational ethics is in crisis. This session takes a scienti. c approach to ethics, moving it from “soft” to “hard” considerations. It explores ethics as a “hard” science, the nine pathways to ethical performance in an organization, the challenge of measuring ethics in an organization, how to escape measurement traps, and preliminary research demonstrating the gaps that can be addressed by the HRD practitioner. The Power of Rituals to Transform People and Organizations (SU 405) Track: Leadership & Management Development (Experience Level 1) Jim Loehr, LGE Performance Systems, Inc. All great performers from professional athletes, surgeons, and pilots to Special Forces teams rely on rituals, not self-discipline, to achieve extraordinary results. In this session, the presenter will share speci. c physical, emotional, mental, and spiritual performance rituals for transforming individuals and organizations. He will also discuss the. ve keys to building successful rituals. Attendees will explore the power of acquiring and following precise rituals to become extraordinary in everything that really matters.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session The Complete Trainer. It’s a Process, Not an Event (SU 407) Track: Personal & Professional Effectiveness (Experience Level 1) Bob Pike, The Bob Pike Group Training is a process, not an event. Being a complete trainer means understanding the underlying processes and being committed to solutions that improve performance, rather than merely to a collection of activities. This session will include models trainers should know and use, questions trainers should ask themselves and others, and a development path for becoming a master trainer and performance improvement consultant. Coaching Olympic & Business Athletes (SU 408) Track: Personal & Professional Effectiveness (Experience Level 1) Tim Vang, Institute for Performance Development A/S in Denmark; Jan Larsen, Making a Difference Denmark Every journey begins with a single step and the journey to changing one’s personal life or work life is no exception. In this “live” coaching session, two participants will have the opportunity to be coached by two Olympic coaches. All participants should expect to be challenged and engaged mentally in the coaching proces. Confessions of a Former Talkshow Host (SU 409) Track: Designing and Delivering Learning (Experience Level 1) Jonathan Halls, British Broadcasting Corporation Broadcasters live or die by their communication skills. What can trainers learn from broadcasters’ abilities to draw audiences and in. uence people? In this session, a former talk show host shares some of the broadcasting tricks he brought from the studio into the training room to make training more exciting. Explore how communication affects technologies, such as Power. Point and online learning, and examine the communication process and what takes place when sending a message.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Monday, June 6 The Five Cs of ROI: Challenge, Credibility, Collaboration, Concentration, and Caution (M 105) ROI Conference-Within-a-Conference (Experience Level 2) Jack Phillips, Jack Phillips Center for Research This interactive session will discuss. ve of the major challenges involved in implementing ROI as part of the measurement mix. It will discuss the credibility of the data and the methodology, the collaboration needed with a variety of stakeholders, concentration on the process, connection to business measures, and caution for how ROI should be calculated. Using the Ordinary to Make Your Presentations and Training Extraordinary (M 107) Track: Designing and Delivering Learning (Experience Level 1) Sharon Bowman, Consultant Discover more than 24 ways to use ordinary objects as retention tools to make your message stick. From of. ce and household objects to quick, hands-on memory techniques, participants will experience over two dozen instuctional strategies to make training and presentations more fun and effective. Plus participants will leave with a handout packet of great ideas and activities that won’t empty the pocketbook. The Real Cost of E-Learning (M 108) Track: Measurement, Evaluation, and ROI (Experience Level 2) Eric Parks, ASK International We all know that e-learning takes time to storyboard, develop, and deploy. But all the time, effort, and cost associated with the design and deployment of e-learning pales in comparison to the hidden costs. This presentation examines the e-learning life cycle from design, development, deployment, and maintenance. It looks at what must be done to identify, manage, and control the hidden costs of e-learning.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Being Phenomenal: Using Professional Development Plans to Promote Individual Growth (M 109) Track: Career Planning and Talent Management (Experience Level 1) Robert Berger, The SCOOTER Store in New Braunfels, Texas, the nation’s largest Medicare provider of powered mobility equipment and one of the “ 100 Best Companies to Work For” in America in 2003, has implemented a companywide professional development planning process. This session will describe the design and implementation of the process and will evaluate its impact. Participants will learn about the signi. cant challenges faced in implementing professional development programs in an environment where such programs did not exist. Passing the Baton: Strategies for Generational Shifts in Leadership (M 110) Track: Facilitating Organizational Change (Experience Level 3) Corey Jamison, Frederick Miller, The Kaleel Jamison Consulting Group, Inc. Baby Boomers make up the core of many organizational structures and maintain the dominant leadership roles in most organizations today. Yet many leaders are resistant to sharing or vacating those positions. This session will create a stimulating space for dialogue, brainstorming, and strategizing around the impending generational crisis. Values-Based Generational Shifts (M 111) Track: Leadership & Management Development (Experience Level 1) Louis Patler, Ph. D. , Near Bridge Inc. Our research shows that much of the data on”generations” is not an accurate predictor of behavior, attitudes, and choices. We have identi. ed. ve Value Populations. age groupings that share a common set of core values. and show understanding these value-sets can enhance leadership, management, sales, and marketing skills.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session HR & Finance: A Strategic Business Partnership at Transitions Optical (M 112) Track: Learning as a Business Strategy (Experience Level 2) Rory Coll, Marge Kane-Klingbergs, Transitions Optical; Catherine Rezak, Paradigm Learning When Transitions Optical, a global manufacturer of the number one recommended photocromic ophthalmic lenses, challenged itself to double its business, senior leaders knew that a focus on. nancial metrics would be necessary to achieve success. Learn how two departments forged their partnership. Review the tools and techniques they used, as well as the results and lessons learned. And experience one of the learning simulations used to engage employees around business results. Beyond Transfer of Training: Enlisting Stakeholders in the Learning Enterprise (M 114) Track: Performance Improvement (Experience Level 2) Mary Broad, Performance Excellence Research shows that managers, supervisors, and others in work settings have a huge impact on ensuring improved performance and results. This session demonstrates proven methods to identify and enlist stakeholders to provide the workplace support essential for learners to fully apply learning and achieve desired results. Learn through case studies, metrics, management tools, and lessons how to. nd stakeholders who really care about performance. What Business Are You In? Facing the Post-Training Era (M 115) Track: Performance Improvement (Experience Level 2) Thomas Cavanagh, Florida Space Research Institute Ask yourself, “If your CEO could eliminate the training function without impacting business performance, what would he or she do? ” If today’s training professionals have any hope of maintaining their relevance in the organizational mission, they must recognize the shifting landscape now before it shakes them completely off their feet. This session will provide an overview of an important trend, as well as offer some concrete suggestions for training professionals about how to maintain their relevance in a post-training era.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Use the Chain of Impact to Leverage Data and Demonstrate ROI (M 203) ROI Conference-Within-a-Conference (Experience Level 2) Bruce Aaron, Accenture This session uses a case study to demonstrate techniques for establishing the relationship between data collected at the four traditional levels of evaluation (reaction, learning, application, and business results) in order to demonstrate a chain of impact that links the performance solution with results. The data analysis techniques most useful for identifying relationships among data from different evaluation levels will be explored. Using Data to Drive the Strategic Intervention (M 204) Track: Public Sector Conference-Within-a-Conference (Experience Level 2) Felicia English, Sam Arenivar, Port of San Diego When the ideal culture and the current reality just are not matching, training and organizational development must be able to help the organization close the “mission critical gaps. ” The Corporate Learning & Development Team at the Port of San Diego used quantitative and qualitative data to develop and implement a comprehensive training and OD plan to move cultural change initiatives from concepts to concrete actions for targeted results. Your Leadership Legacy: The Difference You Make in People’s Lives (M 206) Track: Career Planning and Talent Management (Experience Level 1) Sarah Caverhill, Marta Brooks, The Ken Blanchard Companies This session will cover the three major concepts described in the recently published book, Your Leadership Legacy, the third book in Berrett Koehler’s “Ken Blanchard Leadership Series. ” Explore three characteristics crucial for intentionally building and living this legacy of leadership. The presenter will also include “how tos” for building this legacy. The session is designed to be highly interactive with the audience.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Computer Simulation: The What, Why and How for Managerial Learning (M 207) Track: Designing and Delivering Learning (Experience Level 1) Jeremy Hall, Hall Marketing Attend this session to explore how and why companies and training consultants around the world use simulation to enhance managerial learning in the classroom and discover how to use simulation to enhance training provision and an organization’s managerial learning. Keeping Your Learning Strategy in Balance With Enterprise Learning Technologies (M 208) Track: E-Learning (Experience Level 2) Bryan Chapman, brandon-hall. com Discover how some organizations have found the right balance between e-learning strategy and the technologies used, while others are still in a stage of experimentation when implementing a learning management system (LMS) or learning content management system (LCMS). In this session, participants will learn techniques for assessing their organization’s technological infrastructure, examining its business issues, and evaluating instructional needs. High-Performing Global Virtual Teams: 10 Leadership Principles (M 209) Track: Facilitating Organizational Change (Experience Level 2) Terence Brake, Transnational Management Associates Drawing on over 10 years experience of both working on and developing global virtual teams for Fortune 500 companies, the speaker will present and discuss 10 critical success factors for leading high-performing virtual teams. Success factors include: be proactive in managing challenges posed by complexity: organization, culture, time zones, and culture; focus on relationships before tasks; create clarity and focus early on; create a sense of order and predictability; and develop shared operating agreements for key business activities. Cross Cultural Human Resource Management in a Larger European Union (M 210) Track: Leadership & Management Development (Experience Level 1) Niki Harramach, Harramach & Partners On May 1 st, 2004, the EU. The European Union was enlarged from 15 to 25 member states. That means many different national and ethnic cultures, each with its speci. c do’s and don’ts. In this session, participants will learn to avoid mistakes and prepare for business activities in the enlarged EU and to act more professionally and effectively in cross cultural business situations.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session A Maturity Model for Strategic Learning Reinvention (M 211) Track: Learning as a Business Strategy (Experience Level 3) Karen Barley, Corporate University Enterprise, Inc. This session will present a new Maturity Model to guide the reinvention and continuous innovation of both corporate universities and strategic learning initiatives, helping them move from tactical to strategic focuses and to continuously reinvigorate their approaches. The model considers overall business imperatives, learning’s strategic purpose for the organization, and expected outcomes and success measures. Furthermore, the model is based on benchmarking data and best practices of some of the most sophisticated corporate universities around the globe. The ROI Reality Show (M 212) Track: Measurement, Evaluation, and ROI (Experience Level 2) Marjorie Pomper, Jim Knittel, Ardent Learning This session will take participants into the real world of evaluation and the challenges of showing returnon-investment. Participants may be overcome with an “all too familiar” feeling when seeing components of a comprehensive evaluation strategy get “voted off” the plan. Watch as the surviving components become stronger and stay tuned for the sequel. In part two, participants look at the organizational factors that lead to adaptation, and discuss how adaptation can help to change the game so that a comprehensive evaluation strategy can evolve and thrive. Sales Performance Based Needs Assessment: The Pioneer Hi-Bred Experience (M 213) Track: Performance Improvement (Experience Level 1) Renato Norte, Pioneer Hi-Bred International, Inc. ; William Beane, Stratregic Development Group, Ltd This session will provide an outline with real world examples of the performance-analysis approach to needs assessment by comparing it to traditional methods. This approach will precisely determine the root causes of performance gaps. Knowing the exact causes will help managers come up with the right solution to effectively and cost-ef. ciently close the gaps. Participants will be given examples to help explore whether this approach can be applied to their sales organizations.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Keep Your Email from Becoming a Legal Pain in the Net (M 214) Track: Personal & Professional Effectiveness (Experience Level 1) Patricia Eyres, Litigation Management & Training Services, Inc. Co-workers complaining about rude, crude, or lewd email? Does a password guarantee email privacy? Has a miscommunication with a colleague or customer created con. ict? Is email sapping productivity? Can an unguarded email trail lead to a lawsuit? This presentation addresses the rights, risks and responsibilities of email users and their employers, dispels the legends that lead to losses and lawsuits, and provides speci. c techniques for assuring that email works for, and not against, an organization. Crucial Financial Skills for Training Managers: From EBIT-Duh? to EBIT-AH! (M 216) Track: Learning as a Business Strategy (Experience Level 1) Gary Steinkohl, The Lumin Group In this session, participants will gain the three most crucial. nancial skills training managers need: 1)A simple, easy way to understand read monthly. nancial statements; 2) The core basics of successful budgeting: how to ask for. and get!. what is needed to run a training department; and 3) How to perform an ROI analysis simply and correctly. Plus participants will learn what the. nancial terms for each of these topics mean in order to use them correctly and powerfully! Critical Steps in Planning for Critical Impact Studies. A Case Study (M 305) ROI Conference-Within-a-Conference (Experience Level 2) Toni Hodges, TH & Company; Judy Frank, BAE Systems is conducting a high potential leadership development program throughout its North America business sectors. It is critical that the organization knows the value it is getting for the program it is providing. This session will explore the key considerations: What are the business’s expectations? What data must be collected? What evaluation tools are needed to collect the data? What is the timing for the different data-collection activities? How to ensure the evaluation is reliable and valid yet ef. cient and nonintrusive? What political and organizational sensitivities need to be considered? How should the results of the program be communicated and to whom?
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Eliminate the B-O-R-I-N-G: Unlock the Magic of Performance-Based Training (M 306) Public Sector Conference-Within-a-Conference (Experience Level 2) Aletia Sexton, Vivian Davis, Leah Young, Perot Systems Government Service; Peter Seaman, United States Coast Guard In adopting new performance strategies, the United States Coast Guard partnered with consultants to successfully re-engineer their existing training and transform it into a dynamic learning experience across multiple functional disciplines. Learn how to achieve similar results in any organization. Discover how to create competent, con. dent performers, a powerful experiential learning environment, and performance-based training on virtually any topic. Journey to Center: Turn Stress into Vitality and High Performance (M 308) Track: Personal & Professional Effectiveness (Experience Level 1) Thomas Crum, Aiki Works, Inc. Got stress? Traf. c jams, technological change, information overload, time-crunch, con. icts, relationship struggles, and other stressors can jeopardize vitality, creativity, productivity, and joy. Stress costs the U. S. workplace an estimated 300 billion dollars a year! This session offers directly applicable skills to create a stress-resistant lifestyle and to increase energy and performance. What Every Manager Must Know about E-Learning (M 309) Track: E-Learning (Experience Level 2) Marc Rosenberg, Marc Rosenberg and Associates This presentation, designed speci. cally for managers, explores the most critical e-learning issues that managers will face. It will help managers better understand the. eld, where it’s been and where it’s going, and will zero in on the most important questions to be answered, as well as where managers should apply their personal efforts. Whether an organization’s e-learning program is on track or in need of some major rethinking, this session will help managers move in the right direction. Theatre Extraordinaire. Using Role Plays Effectively (M 310) Track: Designing and Delivering Learning (Experience Level 1) Diana Lucas, Train & Retain, Inc. Imagine a group of adult learners excited about the prospect of role playing! Role plays can be one of the most effective methods for measuring performance, yet many hesitate to utilize this method of learning. This highly interactive workshop guarantees that participants will have more con. dence managing role plays, practicing or creating role plays, and creating effective debriefs to extract the learned concepts.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Tuesday, June 7 Reshaping the Coast Guard’s Evaluation System (TU 104) Track: Measurement, Evaluation, and ROI (Experience Level 2) David Hartt, United States Coast Guard This presentation demonstrates how any organization can gain real bottom-line value through evaluation. After suffering through several years of good intentions gone wrong, the US Coast Guard developed an online Level Three evaluation process to evaluate both traditional instructor-led and online courses taken by thousands of students per year. Case Study: Envision Financial’s Corporate University (TU 106) Track: Career Planning and Talent Management (Experience Level 3) Carol Hama, Envision Financial Find out how Envision Financial launched Canada’s. rst fully articulated corporate university and how that strategy has accelerated not only its ability to “Win the War for Talent, ” but also to accelerate implementing a robust succession planning model for the organization. As a result of implementing this strategic project Envision has moved up on Report on Business List of Top 50 Companies to work for in Canada and has increased staff satisfaction from 65 to 89 in the area of career development and training. Participants will learn how you to implement these strategies to help their organization succeed. Growing Better Learners (TU 107) Track: Designing and Delivering Learning (Experience Level 3) Jane Bozarth, State of North Carolina One with a twist: Ask not how trainers can be better, but how trainers can develop better learners. This workshop provides guidance in moving trainees from ‘vacationers’ and ‘prisoners’ to transforming, performing learners.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session A Theatrical Approach to Organizational Change. Creating the Performance Ensemble (TU 108) Track: Facilitating Organizational Change (Experience Level 1) Cathy Salit, Performance of a Lifetime; Maureen Kelly, JPMorgan. Chase Session participants will work (and play) with methods for tapping into the innate human capacity to perform. exploring the process of unleashing employees’ capacity to see and experience themselves as the producers and leaders of change. Real-time experience with various performatory methods will provide session participants with an action-learning environment, facilitating the discovery of new ways of seeing, and facilitating change at the individual, group, and organizational level. If I Can’t See ‘Em, How Can I Lead ‘Em (TU 109) Track: Leadership & Management Development (Experience Level 1) Susan Gerke, Gerke Consulting & Development L. L. C. How business is done is being dramatically changed by where it is done from. Today, the workplace could be anywhere. and it usually is. This session, will clarify the challenges of leading remotely and focus on how to build relationships with remote workers. Those relationships will enable leaders to more effectively empower and measure the performance of remote workers. Helping People Learn: Individual Learning as a Competitive Weapon (TU 110) Track: Learning as a Business Strategy (Experience Level 3) Martyn Sloman, Chartered Institute of Personnel and Development; Lois Webster, Learn. Share, LLC In modern organizations, what people choose to learn is more important than what they are trained to do. it is the application of effective learning that achieves business objectives. Organizations, therefore, need fully to consider the contribution of learning. Key questions to be explored in this session are: How well do we understand the link between learning, performance and business success? How much do we know about what motivates employees to learn? Are our interventions, which support learning, recognized and valued by all in the organization?
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session How To Evaluate Hard and Soft Data (TU 111) Track: Measurement, Evaluation, and ROI (Experience Level 1) Judith Hale, Hale Associates This session will cover the tips and techniques for evaluating hard and soft data from surveys, interviews, and focus groups. It explains how to convert opinions, comments, and discussions into a format that lends itself to measurement techniques. It takes the mystery out of statistics Implementing a Strategic Enterprise-Wide Performance Management Process (TU 112) Track: Performance Improvement (Experience Level 2) Wayne Connell, US Airways In this dynamic session, participants will uncover a proven approach to creating a performance management process that actively supports an organization’s vision, effectively changes corporate culture to incorporate a more strategic focus, and seamlessly integrates development planning into the process. Achieving Work-Life Effectiveness. An Asian Hospital’s Experience (TU 113) Track: Personal & Professional Effectiveness (Experience Level 1) Cheryl Liew, KK Women’s & Children’s Hospital is a two-time winner of the Singapore Family Friendly Employer Award. The hospital has successfully built up a comprehensive structured work-life infrastructure, including. exible work arrangements, dependent care, staff bene. ts, and employee support schemes. The presenter will share the hospital’s experience in reversing adversity in the aspects of its working environment usually viewed unfavorably by prospective employees. 12 -Step Program to Guaranteeing Strategic Alignment (TU 201) View from the CLO (Experience Level 3) Ed Cohen, Booz Allen Hamilton According to Ralph Shrader, chairman & CEO, Booz Allen Hamilton, “People are our product. ” Providing the right training and development services, at the right time, synchronized to the business strategy of the. rm, is the company’s primary goal. Come to this session to discuss the 12 -step program the company put in place to guarantee its alignment to the business and to earn. and keep. THE coveted seat at the table.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Perfect Together: Training, Support, and Knowledge at The World Bank (TU 202) Financial Services Conference-Within-a-Conference (Experience Level 1) Joseph S. Barone, The World Bank Each and every day, the SAP/IRIS Help Desk of the World Bank handles both technical- and policyrelated queries from over 10, 000 staff in over 100 of. ces around the world on over 20 major applications. The presenter will focus on how knowledge is cycled from the organization’s Help Desk cases, into its online knowledge database (used by both end users and analysts), into e-learning, into training workshops, and. nally back to the Help Desk, all of which must be vetted on a regular basis. The Leadership Scorecard: What’s the ROI of Leadership Development? (TU 203) Track: ROI Conference-Within-a-Conference (Experience Level 2) Lynn Schmidt, John Miller, Charter Communications, a company comprised of 17 acquisitions of smaller cable companies, had a need to create a common culture and a common direction for its leaders at all levels, from supervisors to executives. This session will provide an overview of Charter University’s Leadership Conferences and its Leadership Scorecard. Included will be an overview of the process that was used to track the ROI value chain and determine behavioral change, business impact, and the ROI of the Leadership Conferences. Building Knowledge Communities at NASA. The APPL Knowledge Sharing Initiative (TU 204) Public Sector Conference-Within-a-Conference (Experience Level 1) Jennifer Drueen, Denise Lee, Therese Salmon, Edu. Tech, Ltd. When NASA managers, scientists, and engineers share their project stories, the agency maximizes its return-on-investment by capturing experience-generated knowledge. The session will focus on organizational culture change, program implementation, and measuring results. Participants will also learn through a hands-on mock Transfer Wisdom Workshop one way in which APPL KSI is cultivating a community of re. ective project management practitioners.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Creating Engagement: The Mutual Contribution to Growth (TU 205) Track: Career Planning and Talent Management (Experience Level 1) Daisuke Kawaguchi, Yasuhiro Yoshizawa, Emi Hotta, Human Value Inc. Due to the growing importance of attracting, retaining, and motivating human capital, “engagement” is becoming an important keyword for companies all over the world. In this session, the concept of engagement will be introduced, along with a framework to create engagement. This will be provided with real data from engagement surveys and examples of Japanese organizations using this framework. Going Global. Nike’s Road to Enterprise Learning Success (TU 207) Track: E-Learning (Experience Level 1) Heidi Spirgi, People. Soft; Carol Mc. Carthy, Nike The heart of Nike is built around one simple idea. innovate. Come and hear about Nikes’ successful consolidation of learning across its global enterprise. Key topics will include Nike’s business case and decision process for centralization, the selection process for a global LMS, why Nike selected People. Soft Learning Management as the foundation for its learning infrastructure, how Nike manages global and diverse learning demands, and how Nike is building a. exible corporate learning and development architecture that supports long-term business vision. How to Capture and Implement Extraordinary Numbers of Useful Employee Ideas (TU 208) Track: Facilitating Organizational Change (Experience Level 1) Alan Robinson, University of Massachusetts This session will show managers how they can do the same, and how they can fundamentally change the way they lead. Organizations that truly tap employee ideas not only perform at far higher levels than their competitors, but they also become much less stressful and more rewarding places to work in for both managers and employees.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session A Transformational Journey from Gettysburg (TU 209) Track: Leadership & Management Development (Experience Level 1) Steven Wiley, Larry Taylor, William Rosenbach, The Wiley Group This unique program combines high-level motivation and cutting-edge leadership development techniques using the backdrop of the Civil War and the Battle of Gettysburg. Using speci. c case studies that represent “pure plays” in leadership, the presenters will examine issues that were present in 1863 and are still present today. The metpahor of history comes alive as participants examine the leadership shift that occurred during the Battle of Gettysburg and its history-altering result. Creating World-Class Business Performance: The Campbell’s® Soup Story (TU 210) Track: Learning as a Business Strategy (Experience Level 3) Kate Williamson, Patty Drozd, Campbell’s® Soup Company; Claudia Escribano, Susan Mc. Donald Osborn, Pearson Performance Solutions In this session, participants follow along the path of this transformation in a simulation exercise allowing them to experience the strategies used to: Engage the People, Share the Vision, Live the Process, Apply the Tools, and Sustain Performance over Time. As they participate in this transformation, participants can make key organizational and performance decisions and see the results they could achieve. The presentation makes use of a case study throughout the discussion for illustrative purposes. The Business Impact of Executive Coaching: Demonstrating Monetary Value (TU 211) Track: Measurement, Evaluation, and ROI (Experience Level 3) Vernita Parker-Wilkins, Booz Allen Hamilton This interactive session will provide leaders of executive development programs and experienced practitioners with an approach to assess the monetary value of executive coaching. Speci. cally, participants will gain insights into the importance of understanding the business value expected by key stakeholders, documenting the learning and impact executive coaching has on executive development, and exploring the intangible and monetary bene. ts of executive coaching.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Alignment as a Competency for Business Performance (TU 212) Track: Performance Improvement (Experience Level 3) Steven Rosenthal, Eric Jackson, Gap International, Inc. When resources are scarce and changing business conditions require complex organizations to respond powerfully as a unit, alignment is critical to success. The presenters will discuss the importance of strategic business alignment to the success of companies and share what constitutes leading alignment enablers. The presentation draws from a report published by The Conference Board and identi. es factors that have been shown to enhance the competency of leaders and teams to align organizations for strong business performance. First, Do No Harm: Avoiding Diversity Landmines (TU 213) Track: Personal & Professional Effectiveness (Experience Level 2) Susan Gray, Diversity Effectiveness Group An important medical tenet is “First, do no harm. ” Diversity initiatives can do harm by exacerbating the perception of differences and including legally dangerous practices. This presentation will discuss these problems and suggest solutions. Speci. cally, the presentation will separate myth from fact in the diversity “business case, ” address legal diversity dangers often ignored by practitioners, and discuss key social psychology. ndings that impact common diversity initiatives. Are You Certi. able? How to Become a Certi. ed Performance Technologist (TU 214) Track: Performance Improvement (Experience Level 2) Roger Chevalier, ISPI ASTD and ISPI have af. liated to bring one certi. cation to the performance improvement professionals they serve. This session will begin with identifying industry trends in training and performance consulting as documented in ASTD State of the Industry Report. An overview of the Standards of Performance Technology that serve as the basis for certi. cation will then be presented. This will be followed by a detailed presentation of the CPT application process. All who are interested in learning more about applying for the CPT designation should attend.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Why Empowerment Failed (TU 215) Track: Leadership & Management Development (Experience Level 2) Ken Blanchard, Susan Fowler, Ken Blanchard Companies This provocative session will challenge HR specialists, trainers, teachers, leaders, and self leaders to embrace the importance of self leadership training. It will deliver the challenge through an experiential activity. a magic trick, where participants will learn. rst hand the dilemma and the opportunities of self leadership. Forget What You Know About Instructional Design and Do Something Interesting (TU 216) Track: E-Learning (Experience Level 1) Michael Allen, Allen Interactions You’re an e-learning designer or hope to be. You know the basics of learning and teaching, but you’re still not sure how, with all the constraints of time, budget, technology, and people to satisfy, you’re going to build e-learning applications that get much beyond content presentation and questions. This presentation will correct a lot of common misconceptions that lead e-learning astray. The Five Levels of Leadership (TU 217) Track: Leadership & Management Development (Experience Level 1) John Maxwell, Maximum Impact, Inc. In this session, the presenter will coach participants to successfully identify their current Level of Leadership. This step of self-revelation will be the foundation and fulcrum for changes in participants’ thinking, current best practices, and leadership behavior. Equipped with a thorough understanding of the. ve levels, participants will create a plan to implement key leadership competencies into their daily routine. Analysis AND Evaluation: Siblings Separated at Birth (TU 218) Track: Measurement, Evaluation, and ROI (Experience Level 2) Allison Rossett, San Diego State University Who could question the importance of analysis? How else will we know what to do? What about evaluation? We must continuously improve our programs. who would do that without data about impact and reaction? It’s agreed. It’s a priority, honored in the ASTD Competency Study. When it comes to an organization relying upon e-learning, where individuals are, of course, expected to be thoroughly independent, measurement up front and afterwards grows even more critical. There are, however, some big buts: “But they won’t let us. But we can’t. But we did it and they didn’t use it. ”
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Growing Greatness: A Process for Cultivating Truly Outstanding Leaders (TU 303) Financial Services Conference-Within-a-Conference (Experience Level 3) Kathleen Prime, Sterling Financial Corporation; Karen Lawson, Lawson Consulting Group, Inc. The presenters will address how they implemented a leadership development initiative to change an organization’s culture. They will discuss speci. c approaches they used to move the organization from a top-down, reactive, and activity-driven organization to one that is team-focused, proactive, and results-oriented. Gear Your Management Development Program Towards Raising ROIs (TU 304) ROI Conference-Within-a-Conference (Experience Level 2) Herna Martens, Yacht Randstad Group; Diederick Stoel, Pro. t. Wise This session outlines a case study from Randstad, one of the largest temporary and contract staf. ng organizations in the world. Randstad’s commercial managers were faced with a challenging mission. to triple sales within three years. Using ROI as a monitoring device, Randstad kept from investing in competencies that did not add value. Fewer interventions were needed, sometimes reducing the length of the training by 60 percent or more. Fewer man-hours were tied up in training obligations and the company’s precious ‘working’ capital was freed up for other purposes. Leadership Training: Return-on-Investment in the Federal Workforce (TU 305) Public Sector Conference-Within-a-Conference (Experience Level 3) Karen Willis, Leadership Science and Art; James Willis, National Conservation Training Center, USFWS The results of a 1999 needs assessment indicated a growing shortage of leaders to. ll anticipated vacancies created by a retiring U. S. Fish and Wildlife Service (USFWS) workforce. As such, it was feared that the USFWS, an agency within the U. S. Department of the Interior, would not be able to ful. ll its mission to protect. sh, wildlife, and their habitats on behalf of the American people. This session will introduce the prototype. ve-level evaluation model developed for the SUTL program and compare its features to other current industry-recognized evaluation models.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Baby Boomerangers: Myths and Realities of the Future Workforce (TU 307) Track: Career Planning and Talent Management (Experience Level 1) Maureen Sullivan, DBM Publishing The Boomeranger effect, or the return of the retiree, is the natural consequence of the supply and demand phenomenon facing the modern workplace. In this session, the author of the recently published book The Gen-Xer Guide to Boomerangers, reveals the myths and realities of younger and older workers, provides strategies for effectively communicating with and managing this important group of workers to your advantage, and reviews a case study of how one organization implemented online communications development, including testing, tracking and developmental resources. Role-Based Integrated Learning Solutions for the Navy’s Aviation Maintenance Personnel (TU 308) Track: Designing and Delivering Learning (Experience Level 1) Lynette Babuchiwski, Thomas Dobry, US Navy This presentation will cover the transformational application of the Navy’s Integrated Learning Environment (ILE) technologies to the domain of providing user indoctrination training when. elding new systems within high volume organizations with signi. cant personnel churn. The session will present an overview, key programmatic constraints, the lessons learned, and the next steps planned in utilizing the ILE to develop and then provide training to the Organizational Level Maintenance community in support of implementing the F/A-18 Automated Maintenance Environment (FAME) software suite. E-Learning in Europe. Results and Recommendations (TU 309) Track: E-Learning (Experience Level 2) Peter, F. J. Littig, DEKRA Akademie The results of a European e-learning study from. ve European countries in the name of the European Commission will be presented. Using different target groups and subject matter. elds, the study analyzed 150 e-learning projects from all European countries with their speci. c learning cultures and experiences. The presenter will outline major recommendations of the study for future e-learning multinational environments, and offer best-practice examples.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session The Toyota Way: How Corporate Values Drive Success (TU 310) Track: Facilitating Organizational Change (Experience Level 2) John Golding, Toyota Motor Manufacturing; Debra Walker, Paradigm Learning, Inc. This session explores how Toyota used customized discovery learning techniques to regain buy-in and commitment from team leaders and team members to the values and vision for a successful future through the application of Toyota Way concepts. Catch a glimpse inside this much-studied organization, and see. rst-hand how a strong set of corporate values really can align employees and drive success. Explore challenges leading up to and following the rollout of this initiative, and the ultimate positive impact on the organization. Professional Ethics: A Preventive Maintenance Approach (TU 311) Track: Leadership & Management Development (Experience Level 2) Christopher Bauer, Bauer Coaching Ethics violations. even unintentional ones. can result in legal, . nancial, and public-relations nightmares. This program provides participants with practical, immediately applicable tools for spotting ethical con. icts quickly and easily so that they can be prevented or, at worst, confronted at an early point. It also provides tools for resolving ethics con. icts more effectively and ef. ciently. Managing Knowledge Through an Internal Instructorship Program: A Latin American Case (TU 312) Track: Learning as a Business Strategy (Experience Level 1) Neusa Hirota, Jose Antonio Silva, Unisys University, Unisys Brazil Organizational competitiveness has been increasingly demanding creative solutions for knowledge management. In this session, learners will be walked through every step of a project that fostered internal instructorship, gained active stakeholding, and obtained the right sponsorship. The presenters will share their real-world example of how they successfully implemented a repeatable, cost-smart and value-adding program that has become a benchmark in the Brazilian market.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Measuring Impact of Training in a Large Systems Implementation (TU 313) Track: Measurement, Evaluation, and ROI (Experience Level 1) Richard Bores, The Hartford Attendees will bene. t from the experience of this team’s effort to build a robust and integrated training tracking tool used to measure business impact on a large scale system deployment. People Performance That Makes Dollars and Sense (TU 314) Track: Performance Improvement (Experience Level 2) Vicki Schneider, Quint. Essential Performance, LLC This interactive, fast-paced session provides participants with a new conceptual tool they can use to help management proactively and independently address the underlying causes of people performance problems. The model, which was developed in the. eld, resonates with executives, managers, and employees who appreciate its practical approach, clarity, and logic. Throughout the session, participants will apply the Quint. Essential Performance Model to identify critical breakdowns that are negatively impacting people performance in their work environment. Fad-Busting: How Trainers Can Identify Real Mc. Coy Training (TU 315) Track: Personal & Professional Effectiveness (Experience Level 1) Darren Short, Perspectives; Jill Mussman, BECU This session is based on new research that looks at how experienced practitioners make decisions on new ideas, products, and opinions. Trainers will learn how to look critically at claims made by vendors, authors, consultants, and commentators, and to quickly identify the signi. cant insights that appear in professional publications, marketing materials, and on Internet sites.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Designing for Learning that Lasts (TU 316) Track: Designing and Delivering Learning (Experience Level 2) Ernie Turner, LIM; Urban Skog, Astra. Zeneca Austria “What makes learning last? ” In this session, participants will examine how Astra. Zeneca (AZ) has approached this question in very practical terms organizationally and personally. Participants will also exchange experiences, “good” practices, and insights into design principles and approaches they can take away and apply to make learning last. Finally, participants will try out some of these principles, dimensions, concepts, and practices in designing a current meeting or learning experience for which they have some in. uence or control. Best Practices Roundtable (TU 404) Financial Services Conference-Within-a-Conference (Experience Level 1) Katlann Smith, Bank of America Discuss the best practices in learning in the. nancial services industry. A survey of. nancial services training professionals identi. ed hot topics to be covered in this session including: return-on-investment; certifying learners during and after class; non. nancial value of training; Outsourcing to Vendors. No More Page-Turners! (TU 406) Track: E-Learning (Experience Level 2) Kelly Pounds, Duncan Kennedy, i. d. e. a. s. at Disney-MGM Studios™ How to marry the creative art of storytelling and the science of instructional design so that online learning doesn’t put the learner to sleep? The U. S. Defense Modeling and Simulation Of. ce (DMSO) approached i. d. e. a. s. at Disney-MGM Studios™ with that research question two years ago. This session explores how i. d. e. a. s. used its knowledge gained in the entertainment industry and what it knows about how adults learn to make e-learning engaging and learner centric. Managers Win the Next Talent War: Love ’Em or Lose ’Em (TU 407) Track: Leadership & Management Development (Experience Level 2) Beverly Kaye, Career Systems International; Sharon Jordan-Evans, Jordan-Evans Group Think the late 90 s were tough in terms of hanging on to talent? You ain’t seen nothin’ yet! Engaging and retaining workers at any age or any stage is largely up to managers. Indeed, managers will win (or lose) the next talent war. This presentation will give managers, and the HR professionals that support them, . ve tips for hanging on to older workers, while maintaining a. rm grip on the generations that follow.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Leadership Presence: Dramatic Techniques to Reach Out, Motivate and Inspire (TU 408) Track: Personal & Professional Effectiveness (Experience Level 1) Kathy Lubar, Belle Halpern, The Ariel Group Whether at the head of a conference table or center stage at Carnegie Hall, the goal is the same. connect with the audience! Exude con. dence! Be entertaining and informative! Have presence! This 90 -minute interactive session introduces participants to the basics of presence and how to apply authentic presence in the workplace. Interactive and fun, the session involves the participants in exercises that stretch their limits and enhance their authentic leadership style. Crash and Learn (TU 409) Track: Designing and Delivering Learning (Experience Level 2) Jim Smith, Jr. , JIMPACT Enterprises Knowingly or unknowingly, consciously or unconsciously, at times trainers make people want to shout, sleep or sneak out of the classroom. This happens in the areas of motivation, facilitation, adult learning, visual aids, and content development. Participants will discover 101+ common trainer mistakes and develop an action plan to avoid these mistakes. Participants can measure themselves on the “mistake meter” and walk away with awesome tips and tools for eliminating these mistakes for good. Implementing ROI: Effective Measurement Requires More Than the Numbers (TU 410) ROI Conference-Within-a-Conference (Experience Level 2) Dan Mc. Linden, Rogen International The intent of this session is to present measurement of value as it really is. a valuable process that is part of the political landscape of the organization. In addition to analytical capability the evaluator also needs to manage politics, manage change, and a host of other aspects of organizational life that will impact the process of measuring value. This session will bring together experts who have struggled with the issues of implementing measurement programs. The panel will share their experiences and their perspectives on evaluation as a program.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Wednesday, June 8 Guidelines for Training Non-Native Speakers of English (W 104) Track: Designing and Delivering Learning (Experience Level 2) David Braasch, Professional Training Center By using methodologies from Teaching English as a Foreign Language (TEFL), trainers will be able to deliver more effective learning solutions. This presentation will focus on the following areas: Recognizing the cognitive and affective barriers for those learning English as a second or foreign langauge; assessing language pro. ciency via warm-up and icebreaking activities; designing activities that facilitate group interaction, allow monitoring, and create comfort zones. Who is Developing the Top Human Resource Professional? (W 105) Track: Career Planning and Talent Management (Experience Level 3) Barbara Carter, Trans. Form Pharmaceuticals, Inc. ; Peter Mc. Loughlin, Mc. Loughlin Consulting; Breck Arnzen, Leader. Exchange The Leader Development Forum is a new model for dramatically increasing the in. uence of HR on the development of leaders. The Forum integrates professional and peer coaching, leverages real-time learning/problem-solving, and bridges the gap between HR generalists-OD specialists. The forum uses a multi perspective model to set a context, assess organizational readiness, and develop strategies to improve leadership development. Participants in this session will use the forum model in real-issue discussions to increase their effectiveness in the speci. c challenges they face. Creativity and Strategic Thinking: Essential Competitive Competencies (W 106) Track: Facilitating Organizational Change (Experience Level 1) Ann Herrmann-Nehdi, Herrmann International This thought-provoking session will include global examples, hands-on activities, and take-away tools to maximize creative and strategic thinking in an organization. Participants will diagnose their own thinking style and learn how to apply the Strategic Thinking process and creativity tools to individual, team and organizational challenges. Participants will learn how other organizations have leveraged diversity and how to stimulate strategic thinking and renewed creativity in an organization.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Promoting Collaboration With Online Tools: Empirical Research, Practice And Theory (W 107) Track: E-Learning (Experience Level 2) Stephen Garcia, NC State University; Michael Doerk, Nortel Networks This session will present empirical research from a large study on which online collaboration tools are of greatest importance to businesses and how businesses are using them. Additionally, the session will present the case of a Fortune 1000 enterprise that piloted these services over the last several years. This portion of the session will focus on the key challenges and business bene. ts derived from the deployment. Finally, the session will discuss the learning theory that helps to explain the success of online collaboration tools. Identifying and Developing TOP Talent Using Competencies (W 108) Track: Leadership & Management Development (Experience Level 1) Diana Kramer, Kramer Consulting Solutions, Inc. This session includes a wide variety of approaches for designing and implementing competency models. Identifying the knowledge, skills, and behaviors for exceptional performance is a win-win proposition. Topics include differences between core, leadership, job, and functional competencies; review steps to develop and validate competency models; how to create competencies for speci. c jobs and functions; how to use competencies in succession management; how to use competencies in performance management; how to interview job candidates using competencies; and how to develop career ladders with performance indicators. Is Your Training Department a High-Performance Learning Organization? (W 109) Track: Learning as a Business Strategy (Experience Level 2) Jeanne Meister, Thomas Kraack, Accenture Learning This session will draw on in-depth research conducted by Accenture Learning with 285 government and corporate learning organizations. This session will provide participants with important research data to benchmark their organization against industry peers and answer the question: Is the organization a highperformance learning organization? All data has been segmented by industry and size of organization to capture relevant. ndings from industry segments.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Using Learning Metrics to Validate and Optimize Training Programs (W 110) Track: Measurement, Evaluation, and ROI (Experience Level 3) Martin Bean, New Horizons Computer Learning Centers; Jeffrey Berk, Knowledge Advisors New Horizons Computer Learning Centers and Knowledge Advisors have demysti. ed the ROI of training with, and for, their customers, through the use of innovative technology, best of breed ROI theory, and a downright pragmatic approach that makes ROI possible rather than a “nice to have. ” This session will showcase how training can be used as a competitive differentiator and as an asset to training providers and users alike. Intervention Reinvention: How Enterprises Are Transforming Performance Management with Web Technology (W 111) Track: Performance Improvement (Experience Level 2) Lynn Summers, Workscape, Inc. The ultimate purpose of performance improvement interventions is to enable an organization to better execute its strategy through those whose performance its success depends on. its people. In this session, participants examine how a comprehensive performance management system facilitates ongoing identi. cation of performance gaps and triggers actions to close those gaps. This session will examine how technology is serving as the catalyst for the reinvention and reinvigoration of the performance management process, and how both organizations and the people employed by them are the benefactors. The Art of Speaking (W 112) Track: Personal & Professional Effectiveness (Experience Level 1) Jean Findlater, IWCC Training In Communications The theme: Make every presentation a masterpiece. In this lighthearted but highly interactive and educational talk, the speaker will share wisdom and insights on how to become a con. dent, persuasive, professional presenter. Using well-known works of art as inspiration, participants will uncover a series of compelling messages about the “dos” and “don’ts” of delivering successful presentations. Participants will learn how to build trust, communicate effectively and make their next presentation a true masterpiece.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Snooze-Free Legal Learning for Non-Lawyers (W 113) Track: Facilitating Organizational Change (Experience Level 2) Susan Schoenfeld, Business and Legal Reports Does the mere mention of sexual harassment training cause moans and groans? What about FMLA, ADA, and other legal issues? If employees and management in your company dread the thought of learning about legal issues, then this session isessential! Legal issues don’t have to be boring, confusing, and dry. This session will show participants how to keep the organization safe. and keep employees awake at the same time. Retention Culture: If You Build It, They Will Stay (W 204) Track: Career Planning and Talent Management (Experience Level 2) Craig Taylor, Richard Finnegan, Talent. Keepers “Retention Culture” is a trendy phrase that is easy to say but hard to make happen. Strategic visions must lead to tactical action plans that answer “What must be done, who should do it, and how should results be measured? This session will provide concrete answers to these questions, based on Talent. Keepers’ global research across four continents that identi. es why people join, stay, and leave organizations, and the best solutions for keeping them. Accessible Training from Idea to Implementation (W 205) Track: Designing and Delivering Learning (Experience Level 1) Marsha Allen, Georgia Tech. Center for Assistive Technology and Environmental Access One of the most pressing needs facing individuals with disabilities is accessibility to training programs. As Internet-based distance education becomes increasingly prevalent, many individuals with disabilities are experiencing more and more barriers. This presentation documents the creation of an online training module that is completely accessible for individuals with disabilities. The module features interactive elements, charts and diagrams, and other challenges. The presentation covers the steps taken to make the module accessible and usable for all students from the start.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session The Visual Impact Zone: Leveraging Visuals for More Effective Learning (W 206) Track: E-Learning (Experience Level 2) John Low, Beth Borko, John Carney, Inc. The practical application of neuroscience theory regarding the effect of visual input on memory and learning can result in high-impact learning experiences. The presenters will summarize key research. ndings on the role of visual stimuli in learning; examine the physiological, emotional, and intellectual aspects of visual media within a learning environment; and identify and demonstrate effective visual techniques to promote more rapid acquisition, better recall, and ultimately, more effective learning (as well as visual techniques to avoid). Leveraging E-Learning to Increase Change Capability Across Scotiabank Group (W 207) Track: Facilitating Organizational Change (Experience Level 2) Blaine Drover, Milana Todoroff, John Brisbin, Scotiabank Group This session will show Scotiabank developed a blended learning program, “Working Through Change, ” that increased manager involvement in both introducing/communicating the change, and coaching its employees throughout the change process; provided asynchronous, online learning that introduces concepts, exercises, and activities to facilitate employee preparedness; and used both online and print-based resources/tools that assist employees in managing workplace change. Emotional Intelligence: Strategies and Exercises for Leadership Development (W 208) Track: Leadership & Management Development (Experience Level 3) Adele Lynn, Leadership Group, Inc. Participants looking for both hands-on application and strategic positioning of emotional intelligence in their leadership development efforts will. nd this session very valuable. In addition to gaining valuable knowledge about how to build the business case for emotional intelligence with organizational leaders, participants will also experience three exercises they can use in the workplace. Ten proven reinforcement techniques that keep leaders thinking about and acting on emotional intelligence long after the training takes place will also be discussed.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session From Building to Buying to On-Demand (W 209) Track: Learning as a Business Strategy (Experience Level 3) Jamal Watkins, Pearson Education; Adam Miller, Cyber. U, Inc. In this session, the presenter will discuss LMS. His extensive search for solutions included both clientserver and on-demand applications and uncovered some surprising insights. Learn how Pearson Education is using an on-demand application to meet its budgetary and resource requirements without sacri. cing features and functionality. Action Planning as a Performance Measurement and Transfer Strategy (W 210) Track: Measurement, Evaluation, and ROI (Experience Level 2) Holly Burkett, Evaluation Works Building an action planning process into performance improvement assessment, design, and delivery cycle provides a powerful and. exible approach to show the contribution of select programs and to involve program participants in setting speci. c and measurable goals for themselves after a training event. Through multiple case examples and practical job aids, this session will outline the speci. c steps and critical success factors needed to implement action planning as a performance improvement and measurement strategy. Performance Consulting for Business Results: A Line Executive’s Perspective (W 211) Track: Performance Improvement (Experience Level 3) Thomas La. Bonte, Workplace Performance, LLC; Dina Schultz, Missouri Employers Mutual Insurance Gain valuable insight from the chief operating of. cer of a corporation in the need for changing the process, roles, and deliverables of training by taking a performance approach. Examine the value proposition of performance consulting to the business and the techniques that work in selling performance to line managers through practical concepts, steps, and techniques in implementing a performance strategy that supports organizational goals, business needs, and the performance needs of employees.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Resolve Con. ict, Bridge Differences, and Build Stronger Working Relationships (W 212) Track: Personal & Professional Effectiveness (Experience Level 2) Andrew Lewis, Michael Rosenthal, Consensus Brokers International Learning and development professionals rely upon healthy collaboration among individuals, teams, departments, clients, and vendors. This session will help participants tackle these types of challenges by introducing a problem-solving framework for overcoming relationship and communication barriers, for meeting stakeholder needs, and managing con. ict. Grit With Grace: The Courageous HR/OD Professional (W 213) Track: Personal & Professional Effectiveness (Experience Level 1) Pat Mc. Lagan, Mc. Lagan International, Inc. Sometimes HR/OD professionals. nd themselves facing challenging situations where they must: 1)Take unpopular stands, 2) Help lead clients and organizations into uncharted waters, 3) Assist resistant individuals and groups in shifting their views and behaviors, or 4) Introduce changes that may take months or years to come to full fruition. In this session, the presenter will draw on her 35 years of experience in public and private sector organizations in the U. S. and overseas to help participants discover how to bring grit with grace to such interventions. Upgrading Competencies and Performance of Employees Through Job-Focused Learning (W 306) Track: Career Planning and Talent Management (Experience Level 1) Dong Yeol Yoon, Hyundai Motor Company This session explores a job-focused learning program that was launched by Hyundai Motor Company (HMC) for high-potential employees in Korea. In 2004, HMC designed a program that more directly links learning with the jobs of the individuals and the actual problems and issues they face. Presenters will discuss how HMC identi. es actual company issues and the process it uses to integrate these into the program. In addition, presenters will discuss challenges and bene. ts relating to operating and designing this type of highly customized program.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session How Lunchtime Lectures Can Lead to Performance Consulting Opportunities (W 307) Track: Designing and Delivering Learning (Experience Level 1) Lina Hardenburg, UPS Hear how renaming and revamping a stale lunchtime lecture series has created a wide variety of opportunities for performance consulting in an organization suspicious of such training jargon. Twelve Principles You Need to Know to Create E-Learning Content (W 308) Track: E-Learning (Experience Level 1) Jeffrey Harris, Trivantis Corporation Advances in computer technology have made e-learning a viable training option for companies and organizations of all sizes. This session illustrates 12 principles new e-learning content developers should know before they begin creating content. By following the principles, inexperienced content developers will avoid problems, lower their frustration with technology, and eliminate unnecessary fears so that they can create effective e-learning content more ef. ciently. Building Collaboration in #!*%#*! Environments (W 309) Track: Facilitating Organizational Change (Experience Level 1) James Tamm, BCon Will Schutz Associates This session will provide participants with practical and immediately useful skills for improving their ability to collaborate with others or build collaborative environments. A Hewlett Foundation/State of California pilot project reduced con. ict by 67 percent in 94 organizations over three years by teaching these skills. In this interactive session, participants will identify and prove the. ve essential skills. A faculty member of both programs will also show the impact of the. ve skills. The Leadership Gap: Developing Leaders for Competitive Advantage (W 310) Track: Leadership & Management Development (Experience Level 3) David Weiss, Vince Molinaro, Knightsbridge GSW Many executives express concern about the impending leadership capacity gap for critical positions in their organizations. Current incumbents are aging and there are few internal back-. lls to take their place. The session, based upon the presenters’ new book, The Leadership Gap , will help organizations and training professionals bridge the perceived, growing talent gap and learn how to. ll the leadership gap for critical positions.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Going Global with the International Language of Buisness at Alcon (W 311) Track: Learning as a Business Strategy (Experience Level 2) A. J. Hiltenbrand, Alcon, Inc. ; Dick Kubow, Paradigm Learning How do you teach the essence of capitalism to people who were educated in socialist and communist countries? Pharmaceutical giant Alcon faced that very conundrum as it expanded into Eastern Europe and Asia. Cultural differences require special sensibilities in order to put a plan into action. Learn how Alcon uses teaching methods that are neither too academic nor too simplistic to put an innovative spin on universally understood concepts to get its message across. Beyond ROI: Establishing Predictive EVA-Based Training Metrics (W 312) Track: Measurement, Evaluation, and ROI (Experience Level 2) Michael Beckmann, U. S. Of. ce of Personnel Management Economic value added (EVA). nancial metrics are state of the art tools for measuring an organization’s. nancial success. In this session an EVA approach to metrics development will be demonstrated as having a dynamic in. uence on organizational learning outcomes. The session will explore the difference between ROI and EVA metrics and how EVA metrics support a strategic orientation to learning. Tricks For Trainers: Props, Object Lessons, and Magic (W 313) Track: Designing and Delivering Learning (Experience Level 1) Dave Arch, The Bob Pike Group Seventy percent of all people learn best visually. When the visual is memorable, the learning is anchored. An interactive visual that adds the tactile element increases the impact. In this session, participants will learn not only how to use these tools in their training, but how to develop and tell the content-related story that anchors the learning points. Participants will receive the simple props needed to use in their own presentations.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Crucial Confrontations: Never Walk Away from a Problem Again(W 314) Track: Personal & Professional Effectiveness (Experience Level 1) Joseph Grenny, Vital. Smarts Behind the problems that routinely plague organizations and families, you’ll. nd individuals who are either unwilling or unable to deal with failed promises. People break rules, miss deadlines, fail to live up to commitments, or just plain behave badly. and nobody steps up to address the issue. New research demonstrates that these disappointments aren’t just irritating; they’re costly. sapping organizational performance by 20. 50 percent and accounting for up to 90 percent of divorces. Crucial Confrontations teaches skills drawn from 10, 000 hours of real-life observations to increase con. dence in facing tough issues. Rock Your Way to More Effective Training Reinforcement! (W 409) Track: Designing and Delivering Learning (Experience Level 1) Donna Long, Learning Journey, Inc. Research shows that classic rock ’n roll music is the perfect tool for creating emotional connections and producing memory anchors for information, thus increasing retention of learning. It is especially effective as a reinforcement or reminder of information. In this session, participants will explore the use of music as memory anchors and discover why classic rock ’n roll is particularly effective. Participants will also be introduced to cost effective, and legal ways to use music in their training sessions.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Thursday, June 9 Emotional Intelligence: How to Apply It and Why It Matters (TH 202) Track: Designing and Delivering Learning (Experience Level 2) Travis Bradberry, Jean Greaves, Talent. Smart During the last. ve years alone, the. eld of emotional intelligence (EQ) has matured rapidly. Participants will learn to apply best practice strategies for implementing EQ programs that are targeted, high-impact and cost-effective. Participants will explore emotional intelligence assessments and discover best practices for measuring and developing employee emotional intelligence. The workshop employs a hands-on approach and participants will analyze case studies as well as the ROI for EQ-based initiatives. Just-In-Time Learning: The Key to Powerful Training Delivery (TH 203) Track: Designing and Delivering Learning (Experience Level 2) Terrence Gargiulo, MAKINGSTORIES. net Get to the heart of what makes learning work and facilitating invigorating. Bypass the rigmarole of didactic information transfer. Discover design and delivery strategies to catapult learners toward insights. This highly interactive session will show participants how to implement instructional practices that will uncover participants’ needs, relate a session to people’s day to day responsibilities, employ a dynamic interaction style, and leverage participants as learning partners. Over 60 percent of this session will be spent practicing these skills in groups. From Apathy to Application: Four Strategies for Effective Blended Learning (TH 203) Track: E-Learning (Experience Level 2) Jamie Grettum, Dan Glaser, The Ken Blanchard Companies; Training Managers know inherently that it takes more than just putting people in front of a computer and hoping that they will learn, absorb, and retain the concepts. Blending traditional classroom with live and self-paced online training offers a highly customizable approach that allows an organization to choose the best options for their culture. Holding learners accountable for their commitments and supporting them as they change their behavior allows a blended approach to compete with the protection of the classroom. Learn the key elements that create the right environment to learn concepts, practice skills, and change behaviors.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session Maintaining and Enhancing Corporate Culture in a Global Company (TH 205) Track: Facilitating Organizational Change (Experience Level 2) Robert Velasco, Tom Hughes, Booz Allen Hamilton When organizations are faced with fast-paced growth among a geographically dispersed workforce, the task of maintaining the corporate culture can be challenging. Deploying a strategic approach, supported by employee training and development, can lead to a consistent and well-embedded corporate culture. This case study will focus on speci. c programs and training initiatives aimed at maintaining corporate culture, as well as the immersion of new employees into the culture. Whale Done! The Power of Positive Relationships (TH 206) Track: Leadership & Management Development (Experience Level 2) Cathy Huett, The Ken Blanchard Companies; Chuck Tompkins, Thad Lacinak, Sea. World This lively presentation will include video of performing whales, stories of what it took to. nd the right techniques for training killer whales, and practical guidelines for using these successful techniques in the human world of business, families, or any relationship. Based on the best selling book Whale Done! The Power of Positive Relationships, this session will focus on three key concepts: Building trust, accentuating the positive, and redirecting energy when mistakes are made. Independent Means: Control Internal Knowledge and Minimize Dependency on External Expertise (TH 207) Track: Learning as a Business Strategy (Experience Level 1) Ajay Pangarkar, Central. Knowledge Human resource and department managers are often asked to. nd an effective way to alleviate budget cut backs while continuing to support critical training activities. One way is to build an internal team of training specialists and provide them with essential learning transfer skills. Session participants will learn the primary business advantages of providing their subject experts with training skills internalizing their training capabilities. This includes building internal expertise, empowering employees, and protecting proprietary knowledge.
KMA-ASTD 2005 한국대표단 International Conference & Exposition Conference Session A Six Sigma Approach Makes Training Pay (TH 208) Track: Measurement, Evaluation, and ROI (Experience Level 2) Martin Schmalenbach, Potential Energy Ltd. This session explores a process for evaluating training and development interventions to ensure an explicit link between interventions and the bottom line. The change management elements are focused on embedding changes and mobilizing the workforce. Despite the obvious applicability to manufacturing environments, the process has proven successful in service, voluntary, and government sectors, too. Insights into Practical Global Workforce Development Strategies (TH 209) Track: Facilitating Organizational Change (Experience Level 1) Aleishia Wilders, QUALCOMM, Inc. and Steve Wilders, Jackson Wilder Group This session is designed to offer participants knowledge and application information on trends in talent development for individuals working internationally. Current case studies from an international oil driller and from QUALCOMM will provide participants with key tips and tools for creating or enhancing their global learning strategy. Through group activities, participants will gain insights into best practices and lessons learned in the implementation of global learning and development initiatives. The presenters will emphasize approaches and suggestions for effective coaching, talent planning and development, and organization development for international organizations.
Скачать презентацию 민간주도의 세계적 산업교육기관 Korea Management Association 156 -849
64eb272344f0af0e16447317cfc0acb6.ppt