using a blended learning approach to accelerate new hires - tokin onboarding talent 2012

Using a Blended Learning Approach to Accelerate New Hires

• Need to ensure the competence of new hires;

• Necessity to upskill new hires rapidly;• High staff turnover rates in some areas

(Disability support for example);• Highly variable skill sets; and• Large regional and remote workforce

Utilise Blended Learning Opportunities

With Formal Learning

• Face to face Facilitator lead training;• Structured E-Learning;• Formal Assessment;• Explicit Goals; • Measurable outcomes.

Supporting Informal Knowledge Creation

• Communities of Practice;• Collaborative Workspaces;• Coaching and Mentoring;• Stretch Tasks;• Secondment;• Learner Driven.

One Integrated Solution

Producing Results for Everyone

Two Examples

• Individual Personal Support (Disability Support worker)

• Management (Executive and Senior)

Individual Personal Support

• Generally low skill level on entry• Generally no background in IPS• High percentage with English as Second

Language• Heavy Legislative requirements around

service delivery• High turnover of staff

Individual Personal Support

Generic UCQ/UCC Induction

IPS Program Induction

(Disabilities)

Contains 4 Units of

Competency

Organisational Mandatory

Training

Program Specific Training

Training Occurs Within 3 Month Probationary Period

Senior/Executive Management

• Highly skilled in service/clinical area• May not possess as highly developed

leadership and management skills• May not have experience in Not for Profit

environment• Need to embrace and understand value

based leadership• High need to coach and mentor

Individual Personal Support

Generic UCQ/UCC Induction

UCC Leadership Induction

Organisational Mandatory

Training

Program Specific Training

Training Occurs Within 3 Month Probationary Period

UCC Leadership and Mentoring Program(Program continues for first 12 months with UCC)

Individual and organisational ROI Evaluation

Recognise and Report on Competence and Performance