Member Since: 2nd Mar 2009
I am a senior learning and development practitioner with over 15 years of experience working across the public, private and non-profit sector.
Senior Learning and Development Advisor Jewish Care
My discussion replies
8th Oct 2019
It depends on what you want to use machine learning for. You can start by reading an introductory book on data science, just to understand what machine learning is and the differences between supervised and unsupervised learning. A very good introductory book to start with is, Numsense! Data Science for the Layman: No Math Added by Annalyn Ng and Kenneth So.
There are also a number of courses available on Edx and Coursera. My favourite one is Analytics Edge on Edx from MIT which teaches some of the basic skills needed for machine learning though it doesn't use the term machine learning. The course is taught using the R programming language (which is my favourite as opposed to python which is more common), but it uses some good practical examples to show how data science works. Microsoft and IBM also have basic machine learning courses in python on Edx.
24th Dec 2015
I work in the care industry in London so i do have a lot of experience working in the sector. There are no specific qualifications to deliver these training other than attending specific train the trainer courses for each topic. when i first started i attended train the trainer courses in manual handling and fire safety. Now the organisation i work for has moved most our core training to elearning. My direct email is [email protected] if you want to contact me.
18th Aug 2014
I found a simple tool called Canva which I have started using. It's straightforward and you can start using it straightaway. See it at https://www.canva.com/
14th Aug 2014
Really nice. Like it, but not what I am looking for in this case. But how did you do that?
13th Aug 2014
Great trainers are intuitive and learn to respond to the situations they deal with. Tools are good but you will need a very flexible one to accommodate the typical trainer's need. Unfortunately web tools are usually good at doing one or two things and not very flexible. I reckon tools for evaluation, creating training strategies and the like could be created. But will they necessary meet the need of the trainer? Maybe we need to get used to using a variety of tools. Just today I put together a learning programme for two deputy managers using a combination of email, freely available videos and survey monkey. It's all about being creative.
1st May 2014
Try the Rapid Articulate blog. Tom Kuhlmann gives great advice on it. Personally it's the best blog I have found on e-learning. There lots of resources on their and a great community. And you don't have to be an articulate user to make use of it. I don't use articulate at all but I found it very useful. Here is the link: http://www.articulate.com/rapid-elearning/
Cathy Moore also gives some great advice around e-learning. Here is her blog site url - http://blog.cathy-moore.com/
Hope this helps
24th Jan 2014
While i have not had any direct experience of using mobile learning, I have read a couple of articles about it. Learning Solutions magazine which specializes in learning technology has quite a number of articles about it. Here's a link:
Hope you find these useful.
8th Jan 2014
I saw some resources and don't know how helpful they are.
This one links to a paper on assessing creativity and innovation: http://www.fpspi.org/pdf/innovcreativity.pdf
This one link to a creativity profile assessment tool: http://www.hrdqstore.com/personal-development-training.html
12th Dec 2013
If you do a google search you will find a number of sample training strategies which are mostly for public sector and charities but they can give you some information on how to start. But be wary of their size. I believe that a training strategy should be no more than 3 pages, written in simple and clear language that everyone can understand. Also remember that any strategy you write is a living document which will keep evolving as you respond to changes in your organisation. You can contact me on [email protected] to ask more questions.
11th Dec 2013
Here are some key questions that will help:
1 - What does your organisation want to achieve (vision, mission)?
2 - What is the organisation's strategy to achieve it (strategic objectives)?
3 - What capabilities does the organisation need to implement the strategy successfully (for example event management, customer service)?
4 - What skills and knowledge do people need to for the organisation to have the required capabilities (for example project management skills, good customer service skills)?
5 - How will we use learning and development to support individuals to develop the required skills (Learning needs analysis, learning design and development, learning delivery and learning evaluation)?
6 - How will the impact of the strategy's impact on the organisation be reviewed?