Technology is reforming learning and training methods, changing the way we learn. This presentation delivered by Dr Maureen Murphy looked at how you can integrate technology into workforce training to help improve the learning process for both learners and the organisation.
This document provides an overview of training and development. It discusses how training and development has evolved from transferring knowledge through signs and actions to more formal programs to help workers use new machines. It also explains that employees are now seen as assets that can be developed to benefit the organization. The document outlines different training and development methods, both on-the-job and off-the-job, and discusses the objectives and process of training and development programs.
This document discusses various training methods, including on-the-job training methods like job rotation, coaching, and job instruction, as well as off-the-job methods like case study, role play, simulation, and lectures. It provides details on each method, including what it involves and its advantages and disadvantages. The goal of training is to increase employees' skills and knowledge for performing their jobs effectively through both practical, hands-on learning as well as formal classroom-style instruction.
This document discusses training evaluation models. It begins with introducing training and evaluation concepts. It then describes Kirkpatrick's four-level model of training evaluation that measures reaction, learning, behavior, and results. The document also discusses Jack Phillips' five-level ROI model that adds return on investment. It notes some defects in these models and proposed improvements like measuring performance instead of behavior and motivation instead of reaction. The document concludes with discussing Intel's application of evaluation after training and findings from studies on training costs and popular evaluation techniques.
The trainer helps the trainees to learn by providing guidance, support and
feedback.
Facilitator: The trainer facilitates the learning process by creating a conducive
environment for learning.
Coach: The trainer coaches the trainees by providing feedback, guidance and support
for improving performance.
Counselor: The trainer provides counseling support to trainees by addressing their
concerns, doubts and issues.
Role Model: The trainer demonstrates desired behaviors and skills which are emulated
by trainees.
Evaluator: The trainer evaluates the learning and provides feedback for further
improvement.
Motivator: The trainer motivates the trainees and inspires higher and sustained efforts.
Catalyst: The trainer
The document discusses human resource audits. It defines an HR audit as examining and evaluating HR policies, procedures, and practices to determine the effectiveness and efficiency of human resource management. The purpose of an HR audit is to assess HR functions and identify strengths and weaknesses. Benefits include improving the HR department's image, encouraging professionalism, ensuring legal compliance, and reducing costs. Key areas audited include HR functions, managerial compliance, HR climate, and corporate strategy. Common approaches to HR audits are comparative, outside authority, statistical, compliance, and management by objectives. The conclusion emphasizes that HR audits help minimize turnover by improving training, working conditions, compensation, and advancement opportunities.
Training & development evaluation is a continual and systematic process of assessing the value or potential value of a training program, course, activity or event. Results of the evaluation are used to guide decision-making around various components of the training (e.g. delivery, results) and its overall continuation, modification, or elimination.
The document discusses training and development in organizations. It covers the differences between training and development, the importance of training, common types of training including skills training, retraining, and diversity training. It also outlines the typical training process model including needs assessment, developing training, and evaluating training. Finally, it discusses various training methods such as classroom instruction, computer-assisted instruction, and on-the-job training, as well as their pros and cons. Performance management and addressing problems in performance appraisals are also briefly covered.
This document discusses organizational culture and climate. It defines organizational culture as a system of shared meanings and defines elements of culture as visible and invisible. Popular companies like Google, Netflix and Zappos are provided as examples of inspiring cultures. Organizational climate is defined as the perceptions of the work environment that influence employee behavior and motivation. The differences between culture and climate are outlined, with culture focusing on long-term values and norms, and climate focusing on short-term attitudes and practices.
The document discusses training evaluation and outlines its importance, key concepts, and best practices. It explains that evaluation assesses the effectiveness of training programs and identifies outcomes to measure. A good evaluation involves planning measurable outcomes, choosing an appropriate design, conducting the evaluation, and analyzing results. Finally, the document discusses cost-benefit analysis to determine a training program's return on investment.
Total Quality Management (TQM) aims to maximize effectiveness and efficiency through continuous improvement and customer satisfaction. It involves participation from all organization members and focuses on quality in all processes. TQM principles at Philips include designing for quality using best practices, manufacturing with consistency and reliability testing, monitoring quality data from suppliers and customers, and verifying quality at all phases through integrated evaluation checkpoints.
Recruitment and selection powerpoint presentationAndrew Schwartz
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
The document discusses human resource development and training. It defines human resources, human capital, and human investment, and explains the differences between training and development. It describes various training methods like on-the-job training, off-the-job training, apprenticeship training, and vestibule training. It also discusses training needs, principles of learning, and the importance of training for organizations.
Kirkpatrick's Levels of Training Evaluation - Training and DevelopmentManu Melwin Joy
Training and Development
Evaluation
Human resource
Management
Motivation
Psychology
Success
Organizational effectiveness
Personal growth
Change management
This document discusses various training methods, including on-the-job training and off-the-job training. On-the-job training focuses on learning while working and includes methods like coaching, working under study, job rotation, apprenticeship, and vestibule training. Off-the-job training imparts skills outside the workplace and involves discussion methods, field trips, lectures, and e-learning. Specific methods like coaching help identify weaknesses, job rotation provides experience in different jobs, and e-learning allows trainees to learn at their own pace.
The document outlines the 8 step training evaluation process which includes defining the purpose and audience, determining participant needs, setting goals and objectives, developing the content, instructional activities, the written design, evaluation forms, and follow up activities. It also discusses reasons for evaluating training such as improving programs and demonstrating value, and factors to consider like expertise, timeframes, and organizational culture when designing evaluations.
Training & Development: Role Play, Sensitivity Training & Behavioral ModelingNavitha Pereira
The presentation highlights the key points of training and development techniques: role play, sensitivity training and behavioral modeling with the help of examples.
Training and development is a core function of human resource management that ensures continuous skill development of employees. The presentation discusses the objectives, importance, types, and methods of training. It defines training and identifies needs through job, task, and human resource analyses. Various on-the-job and off-the-job training methods are described, including coaching, lecture, and case study. The key steps in designing an effective training program are identified as needs assessment, setting objectives, organization, and evaluation.
This document discusses organizational learning and defines it as a change in behavior and mindsets that leads to redesigning organizational practices. It also refers to the development of new knowledge and behavioral change. Organizational learning can be used to change behaviors and attitudes through facilitating learning and developing new ways to manage change. It enhances communication and collaboration, which improves staff learning and overall performance. The document also lists factors like perceptions, motivation, abilities, and relationships that influence the learning process, and discusses how organizational learning can help libraries improve technology skills, manage conflicts, and increase commitment through learning opportunities.
The importance of Selection and Training of Trainers is explained in this presentation. It helps to identify the components required for successful trainers, as a part of Effective HR. The procedure involved in the selection and the factors that enhance the credibility of trainers are discussed and presented here.
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The document discusses training needs analysis and training in general. It defines training needs analysis as a systematic method to determine what is causing actual organizational performance to be less than expected performance. This performance gap can then be addressed through training. The document outlines the steps to conduct a training needs analysis, including organizational, operational and person analysis, and collecting data. It also discusses reasons to conduct a training needs analysis, such as aligning training with strategic plans and increasing motivation.
We all know the old saying that time is money. It’s true, particularly in learning and development. In this session, Dr Maureen Murphy will look at the ways that will help create and improve efficiencies in your E-Learning practice using structures including templates, repository assets and resource libraries.
Using Templates to Create your own eLearning Aurion Learning
Presentation slides from a recent webinar, using templates to create your own e-learning. This presentation will give you an insight into how you use templates to transform your learning content and create your own eLearning course in-house.
This presentation from Aurion Connections on 14 September 2016 explores the latest steps forward in the Articulate product suite – Storyline 3 /36) and discusses key features and advancements including why Storyline is a positive choice if you are deciding on tool options.
This document provides guidance and tips for tutors on integrating e-learning and instructional technology (ILT) into their teaching. It encourages tutors to adopt digital technologies like online learning communities, social media, and mobile devices to facilitate collaboration, support students outside of class, and track learner progress. Specific tools are demonstrated like PowerPoint, Prezi, polling apps, Google Docs, and learning management systems to enhance lessons with interactivity, multimedia, and opportunities for peer learning and assessment. Tutors are advised to receive training on the college's e-learning resources and systems like Moodle and e-Tracker to fully utilize digital technologies for teaching and learner support.
Using Digital Stories to Deliver Learning that Sticks. Aurion Learning
It’s been said that the original learning technologies were the story and the conversation. But how can we use this natural way of learning for organisational learning? Dr. Maureen Murphy, Managing Director at Aurion Learning delivered this presentation at the eLN annual conference, beyond click next on 11 Nov, 2015. View this presentation to see how the practical side of developing and using stories can support learning and development.
This document provides an overview of an interactive professional development session on flipping instruction to increase engagement during class. The session introduces the concept of flipped instruction and its benefits for fostering student collaboration and engagement. Attendees learn about easy first steps to get started with flipped instruction, including using polls, quizzes, videos, and presentation tools to move lectures outside of class time and open up more active learning activities during face-to-face meetings. Resources and tools that can be used to implement flipped strategies are demonstrated.
The document discusses potential innovations in training for fire and emergency services using technology. It proposes integrating training across different public services to increase effectiveness and generate revenue. It then explores opportunities for utilizing existing and emerging technologies like interactive whiteboards, mobile learning apps, virtual simulations, social media, and games to enhance training delivery, assessment, collaboration, and learning analytics. The document encourages attendees to brainstorm and action plan next steps around cost savings, revenue generation, pedagogical improvements, and innovation.
Creating Digital Learning for Multiple Audiences Aurion Learning
Knowing your target audience is key to delivering effective online training. In this presentation, Aurion Learning discussed the ways tailored learning can be provided that meets the shared and individual needs of all your stakeholders.
The document provides an agenda and overview for an induction day for a beginner eLearning mentoring group program. The agenda includes getting to know the program structure, tools used like Moodle and Elluminate, eLearning design techniques, and an introduction to the mentoring streams and support provided. The beginner stream is designed for those new to eLearning and provides mentoring and resources as participants design, develop and implement a trial eLearning project.
The document discusses instructional design and trends in educational technology. It focuses on the instructional design process, which involves collaborating with faculty, students, libraries, IT, and vendors. Instructional designers work to understand learning objectives, advise on instructional strategies and assessments, and ensure accessibility and copyright compliance. They also facilitate faculty development through workshops and examples of online courses. The process of assisting faculty with online course design is outlined, including preliminary meetings, planning, implementation, and feedback cycles. Suggestions are provided for specific tools like blogs, wikis, and discussion forums that could be used in courses. Challenges for instructional designers are also noted.
Flipped learning uses online videos for students to learn course content outside of class, freeing up class time for interactive activities and assessments. The document discusses a project at Oxford and Cherwell Valley College to implement flipped learning using the Kaltura video platform. It provides benefits seen from piloting flipped learning in Hair & Beauty and Hospitality courses, including increased student engagement, accessibility, and ownership of learning. Challenges addressed building the video library and integrating it with the college's learning management system. The project aims to expand flipped learning across programs and campuses to improve learning outcomes for students and efficiencies for staff.
Strategies for keeping the eLearner engagedYum Studio
PowerPoint for session conducted for ACPET eLearning Public Workshops - "Strategies for keeping the eLearner engaged" by Michael Gwyther, yum productions
Introducing differenet Edtech tools to support teaching and learning. Especially blended learning tools, TBL, Team-based learning and tools to increase class interactivity such as Socrative Kahoot. Include sample lesson plan and tips for lesson design.
Presentation delivered by Dr.Maureen Murphy at World of Learning, Learning Design Live session on 18 October 2017.
In this presentation, you will learn how to design rich content that really teaches, how to be realistic on what you can design and build using the tools and time available to you and how to implement robust and accessible content that works now and into the future.
The Roadmap to Distance Learning Technology: Retooling Traditional Outreach b...sondramilkie
The document discusses one program's use of distance learning technologies to provide conservation professional training. It describes how the Conservation Professional Training Program (CPTP) decided to use distance learning to address challenges like broad geographic distances, limited budgets, and diverse training needs. The CPTP transitioned some trainings online using tools like Basecamp, a custom-built registration website with Ruby on Rails, Moodle for online course delivery, and Drupal for a course portal site. The program evaluates its process and impact using online evaluations and quizzes. The presentation demonstrates how these tools meet the program's needs and allows personalized, non-traditional learning while building successful partnerships across multiple states.
ePortfolios supporting training and the trainerJohn Pallister
The document discusses the use of ePortfolios to support training and professional development. It notes an increasing demand for retraining employees and the need for evidence of skills and competencies. An ePortfolio provides a way for learners to compile digital evidence of their skills, achievements, and reflections. This supports personalized learning and motivation. The ePortfolio process benefits both learners and trainers by facilitating reflection, planning, and feedback. The document recommends creating a learning environment that supports ePortfolios, integrating their use into policies, training teachers, and ensuring learners understand the process.
What makes a great blended learning trainer and academic?Yum Studio
This document discusses what makes a great blended learning trainer and academic. It covers facilitating social and collaborative communication, teaching using virtual classrooms and synchronous tools, understanding e-assessment options, and accessing cloud-based storage. The outcomes include evaluating skills for various teaching modes and applying blended learning strategies through professional development. It also discusses auditing staff capacity to implement blended learning.
Maximize efficiencies by combining learning resources into structured pathways, deliver targeted learning experiences to specific audiences, and extend your content's reach through engaging learning campaigns - all while saving time and money. Transform your eLearning in 2022 with ByteKast learning pathways by booking a demo or visiting their website.
Infographic: 10 Tips for taking part in a videoAurion Learning
Video is a valuable medium for delivering content and learning in an engaging way and has been increasingly used in eLearning programs.
Check out our infographic for 10 simple tips that can help you when taking part in a video.
This document is a glossary that defines key terms related to gender identity and sexual orientation. It includes definitions for terms like heterosexual, gay, lesbian, bisexual, transgender, cisgender, genderfluid, and more. The glossary provides short, straightforward definitions for each term to concisely explain concepts within the LGBT+ community. It was produced by LGBT Ireland to promote understanding of gender and sexual diversity.
Education Adviser, Phyllis Stephenson from NSPCC presented an overview of Keeping Safe, an eLearning programme designed to teach primary school children about keeping safe from abuse at Aurion Connections Masterclass on 15 September 2017.
Neuroscience is all the rage at the moment but what it is and how does it apply to you in your role? Presentation delivered by Stella Collins at Aurion Connections that explored some of the psychology and neuroscience underpinning productivity, improving wellbeing and enhancing learning at work.
What exactly is neuroscience? How does it apply to you whether you’re in Human Resources, Learning & Development or e-learning design? You will challenge some of your current thinking, find scientific support for what you already do well and generate fresh, practical ideas to support yourself and your colleagues in working and learning more effectively in a busy, modern, online world.
The document discusses learning without limits and some common limits that are experienced or self-imposed in digital learning. It notes that learning without limits would be varied, flexible, interesting and engaging while also helping performance and making sense for both the learner and employer. It then lists some common limitations such as being on a tight budget, preferring in-person training, only using basic online tools like PowerPoint, lacking technical skills, not having teaching expertise, fearing new technology replacing roles, finding e-learning boring, and dealing with resistant staff set in their ways.
Publishing eLearning content as Flash is no longer an option. This presentation delivered at Aurion Connections on 14 September focuses on key things you need to consider when reviewing your legacy content and will help you put together a plan to help you migrate existing content into a format that will work across multiple browsers and platforms.
Responsive Learning is the current buzz in the learning space, but what does it mean in practice?
This presentation was delivered by Dr Maureen Manager and Damien Caldwell of Aurion Learning at Connections in Belfast on 14 September, 2017. They looked at the implications of using responsive learning from an educational, visual design and technology perspective to help you plan and deliver on the right multi-device learning strategy for your organisation.
Presentation by Dr. Maureen Murphy, Managing Director at Aurion Learning, delivered at Learning Design Live at World of Learning Conference and Exhibition, October, 2016.
Being in touch with trends in online learning is crucial for anyone responsible for managing and delivering E-Learning and training within their organisation. So we've prepared a handy infographic that contains our predicated 10 key E-Learning trends and foresights to watch out for in 2016. You can read the full blog on this at blog.aurionlearning.com
This document discusses key considerations for choosing an e-learning platform, including implementation, adaptation, security, reporting, functionality, scalability, hosting, integration, and support. It provides examples of how different platforms may prioritize these areas. Readers are encouraged to define their own requirements, involve stakeholders, be wary of pushy vendors, and seek advice before selecting a platform. The document also advertises the options available from Aurion Learning.
Moving into movies - using video in E-Learning Aurion Learning
Discover how visual media can enhance and support your learning content. During this session Mairin Murray will show how animated content; digital stories, product simulations and scenario-based learning can be used as a stand-alone resource or as part of broader e-learning programme. We’ll also share tips on how to plan and produce your first e-learning movie.
This document outlines 3 steps for successful e-learning: prepare, develop, and assess. The prepare step involves creating a learning strategy, identifying solutions, setting goals and metrics, and getting stakeholder buy-in. Develop includes asking subject matter experts, designing content while considering technical requirements and instructional design best practices. Assess involves piloting the content, collecting learner data, and modifying goals based on feedback.
This document discusses learning trends and technologies. It outlines several trends in learning including blended learning, digital storytelling, gamification, just-in-time learning, and social/informal learning. It also discusses various learning technologies such as learning management systems, MOOCs, authoring tools, webinars, virtual classrooms, and mobile learning. The document emphasizes that technology should enhance learning and development to meet organizational needs, rather than define the learning initiative.
Codeavour 5.0 International Impact Report - The Biggest International AI, Cod...Codeavour International
Unlocking potential across borders! 🌍✨ Discover the transformative journey of Codeavour 5.0 International, where young innovators from over 60 countries converged to pioneer solutions in AI, Coding, Robotics, and AR-VR. Through hands-on learning and mentorship, 57 teams emerged victorious, showcasing projects aligned with UN SDGs. 🚀
Codeavour 5.0 International empowered students from 800 schools worldwide to tackle pressing global challenges, from bustling cities to remote villages. With participation exceeding 5,000 students, this year's competition fostered creativity and critical thinking among the next generation of changemakers. Projects ranged from AI-driven healthcare innovations to sustainable agriculture solutions, each addressing local and global issues with technological prowess.
The journey began with a collective vision to harness technology for social good, as students collaborated across continents, guided by mentors and educators dedicated to nurturing their potential. Witnessing the impact firsthand, teams hailing from diverse backgrounds united to code for a better future, demonstrating the power of innovation in driving positive change.
As Codeavour continues to expand its global footprint, it not only celebrates technological innovation but also cultivates a spirit of collaboration and compassion. These young minds are not just coding; they are reshaping our world with creativity and resilience, laying the groundwork for a sustainable and inclusive future. Together, they inspire us to believe in the limitless possibilities of innovation and the profound impact of young voices united by a common goal.
Read the full impact report to learn more about the Codeavour 5.0 International.
Open Source and AI - ByWater Closing Keynote Presentation.pdfJessica Zairo
ByWater Solutions, a leader in open-source library software, will discuss the future of open-source AI Models and Retrieval-Augmented Generation (RAGs). Discover how these cutting-edge technologies can transform information access and management in special libraries. Dive into the open-source world, where transparency and collaboration drive innovation, and learn how these can enhance the precision and efficiency of information retrieval.
This session will highlight practical applications and showcase how open-source solutions can empower your library's growth.
Lecture Notes Unit4 Chapter13 users , roles and privilegesMurugan146644
Description:
Welcome to the comprehensive guide on Relational Database Management System (RDBMS) concepts, tailored for final year B.Sc. Computer Science students affiliated with Alagappa University. This document covers fundamental principles and advanced topics in RDBMS, offering a structured approach to understanding databases in the context of modern computing. PDF content is prepared from the text book Learn Oracle 8I by JOSE A RAMALHO.
Key Topics Covered:
Main Topic : USERS, Roles and Privileges
In Oracle databases, users are individuals or applications that interact with the database. Each user is assigned specific roles, which are collections of privileges that define their access levels and capabilities. Privileges are permissions granted to users or roles, allowing actions like creating tables, executing procedures, or querying data. Properly managing users, roles, and privileges is essential for maintaining security and ensuring that users have appropriate access to database resources, thus supporting effective data management and integrity within the Oracle environment.
Sub-Topic :
Definition of User, User Creation Commands, Grant Command, Deleting a user, Privileges, System privileges and object privileges, Grant Object Privileges, Viewing a users, Revoke Object Privileges, Creation of Role, Granting privileges and roles to role, View the roles of a user , Deleting a role
Target Audience:
Final year B.Sc. Computer Science students at Alagappa University seeking a solid foundation in RDBMS principles for academic and practical applications.
URL for previous slides
chapter 8,9 and 10 : https://www.slideshare.net/slideshow/lecture_notes_unit4_chapter_8_9_10_rdbms-for-the-students-affiliated-by-alagappa-university/270123800
Chapter 11 Sequence: https://www.slideshare.net/slideshow/sequnces-lecture_notes_unit4_chapter11_sequence/270134792
Chapter 12 View : https://www.slideshare.net/slideshow/rdbms-lecture-notes-unit4-chapter12-view/270199683
About the Author:
Dr. S. Murugan is Associate Professor at Alagappa Government Arts College, Karaikudi. With 23 years of teaching experience in the field of Computer Science, Dr. S. Murugan has a passion for simplifying complex concepts in database management.
Disclaimer:
This document is intended for educational purposes only. The content presented here reflects the author’s understanding in the field of RDBMS as of 2024.
PRESS RELEASE - UNIVERSITY OF GHANA, JULY 16, 2024.pdfnservice241
The University of Ghana has launched a new vision and strategic plan, which will focus on transforming lives and societies through unparalleled scholarship, innovation, and result-oriented discoveries.
How to Make a Field Storable in Odoo 17 - Odoo SlidesCeline George
Let’s discuss about how to make a field in Odoo model as a storable. For that, a module for College management has been created in which there is a model to store the the Student details.
Demonstration module in Odoo 17 - Odoo 17 SlidesCeline George
In Odoo, a module represents a unit of functionality that can be added to the Odoo system to extend its features or customize its behavior. Each module typically consists of various components, such as models, views, controllers, security rules, data files, and more. Lets dive into the structure of a module in Odoo 17
3. www.aurionlearning.comE-LEARNING | TRAINING AND SUPPORT | PLATFORMS
SAMR model
Image the creation of Dr. Ruben Puentedura,
http://www.hippasus.com/rrpweblog/ https://www.youtube.com/watch?v=_QOsz4AaZ2k
5. www.aurionlearning.comE-LEARNING | TRAINING AND SUPPORT | PLATFORMS
Tech of Choice
• eAuthoring
• Collaborative Working Platforms
• Learning Management System / Digital
Learning Environment
• ePortfolios
• Virtual Classrooms
• 360 video - GoPro cameras
• Blogs / Fora / Slack / Twitter
• Curation tools
• Augmented Reality / Virtual Reality
and the list goes on….
6. Before
Pre-assessment (Set or
Flexi)
Pre-learning, activities (Flip)
User generated content
upload
During
Multi-device online learning
Webinar/VClassroom
F2F: ‘Try Me’ activities,
Problem-based group
exercises/record & publish
VR/AR, Gamification
After
Assessment, Followups
Learning Pathway resources
& WBL
ePortfolio
Webinar/Vclassroom, Skype
Social Learning platform /
User generated content
7. www.aurionlearning.comE-LEARNING | TRAINING AND SUPPORT | PLATFORMS
Knowledge Transfer
• Learn: Structured, online
learning resources – core teaching
• Learn More: Additional online
learning, informal learning and
resources/reading
• Apply: work-based learning
activities
• Share: Webinar - share their
personal and group-based
learning from work-based activities
Learn Learn Apply Share
8. www.aurionlearning.comE-LEARNING | TRAINING AND SUPPORT | PLATFORMS
Onboarding
• Multi-device assessments
• Content – videos, day in the
life scenarios, situational
judgement questions…
• Set and adaptive
assessments
• Recorded in Onboarding
platform for selection to next
stage of recruitment.
9. www.aurionlearning.comE-LEARNING | TRAINING AND SUPPORT | PLATFORMS
• Before
– Online survey – baseline – attitudes
and knowledge
– Downloadable lesson plans &
handouts
• During
– Teachers/Leadership team –online
learning – media rich, interactive
– Children: ‘Try Me’ exercises; online
learning – teachers, lesson plans
• After
– Work-based learning resources
– Webinars - support
– Study, focus groups – transfer of
learning and practice development
10. www.aurionlearning.comE-LEARNING | TRAINING AND SUPPORT | PLATFORMS
Interactive Classroom
• Interactive trainer presentation
(trainer pack)
• Polling during the training –
results displayed on screen in
real-time
• Interactive individual and group
activities on tablets (Storyline)
• Display Note – share screens