Welcome to #cipd11

#CIPD11 is the annual conference from the CIPD. It is Europe's leading Human Resource professionals event.

Over 3 days the Conference offers over 30 sessions covering five key subject areas including retention, talent management, learning and Organisational Development.

There are plenty of free seminars in the exhibition all for those on a budget.


Wednesday, 12 October 2011

CIPD11 the CIPD Annual Conference In Manchester approaches

Its October already, and time to start thinking about the UK's largest HR related conference and exhibition in Manchester in November 2011.



Topics

The CIPD have introduced 4 new conference streams focusing on what they consider are the key areas of HR. 

Streams:

  • Creating High Performing Organisation
  • Building HR Capability
  • Future-Fit for business
  • Models for progressive leadership

Covering key areas:

  • Change management
  • Organisation development
  • Recruitment and resourcing
  • Talent development and leadership 
  • Learning and development
  • Performance management
  • Employee benefits and reward
  • Employee engagement
As well as these premium sessions, there is a wonderful array of free seminars taking place in the exhibition hall over the three days.

Monday, 14 March 2011

Ready to use off the shelf training materials

Ready to use “off the shelf” training resources


 
Are you looking for ready made training course materials?

 
As time goes on it is getting increasingly difficult to write material from scratch. Not that writing is difficult – but that the time to do so is becoming more and more difficult. Training solutions are needed this week, with little time to prepare effectively.

 
In addition it is not only trainers that are asked to design and deliver training courses, but HR and line managers.

 
With our ready made training materials it is all here for you, a complete kit:
  • Facilitators guide with icebreakers and how to lead training sessions
  • Leaders guide – step by step what to do and say
  • Participant packs & handouts – ready for you to print and hand out
  • PowerPoint slides ready for you to brand & customize 
  • Certificates – ready to print 
  • Activities, exercises and other resources as required
Most of our ready made & ready to use courses are half day duration, some are one day. They are easy to shorten or make longer as you need.

 

Thursday, 11 November 2010

Day 2 at #cipd10 - Riding the waves of innovation

Looking at culture, diversity and innovation was Fons Trompenaars. It would be easy to dismiss Trompenaars as being out dated and out of context, but from what I recall of seeing Trompenaars some 12+ years ago his message has changed and kept fresh.

Trompenaars started out by saying that the “essence of innovation is to combine existing stuff in exciting ways”. He told stories of when his consulting firm would be asked to go in and work with firms that had just “come out the other side” of a major project with one of the big consulting firms. He said that often the client would take them around the firm and show off the IT solutions they have as a result of the work, his stated reply was “… yes but people live here”.

Describing our world as one full of bi-polar attitudes and thoughts. He cited as an example MBTI. Saying that can we only be Thinking or Feeling? Why not both? This statement resonated with many in the room. His view was that in order to innovate it was not about Thinking or Feeling – but Thinking WITH Feeling, or Feeling with Thought.



Trompenaars has strong views on a number of issues for example:



Research – is just academics quoting each other and going round in circles – what we need is “search” not “research”

Having “destroyed” MBTI (a familiar tool), he then went on to look at KAI – the Kirton innovation tool. Again criticised as being bipolar but more than that Trompenaars said that in his view Kirton has confused Invention for innovation. As a measure of inventiveness he agreed that the tool added value – but that innovation was more a function of invention AND Adaptiveness (another scale on the instrument). I found this particularly interesting, as I have thought this true since working with the Creatrix Innovation inventory. What Trompenaars described as innovation is clearly identified in the Creatrix the work of Byrd some 40+ years ago.



  1. Individual or team?

The rest of the session was in essence looking at how we could help leaders to move from being bi-polar thinking – to duality – or “both and” approach. For example not the dilemma of individual creativity or team performance. He put the case that not only can we have both – but for future sustainability and growth we need both.

Overall some interesting ideas. How clearly his ideas are communicated in his book only time will tell.

My notes on this session were extensive and I will generate a bigger article in time.

 http://rapidbi.com/management/culture-to-ride-the-wave-of-innovation-cipd10/

Wednesday, 10 November 2010

day 1 - Delivering ambitious growth through your people

Day 1 - afternoon session - Beyond Survival – delivering growth through your people #cipd10










This was the last session of day one at this years CIPD annual conference. It was led by Carl McPhail CEO of New Look the large UK retailer.







After showing us a short (1min) promotional video showing the business time line from conception as a market stall to its current multi million operation. McPhail introduced the business as “always being about change” and that to be successful in a sustainable way “you need to engage with customers as well as employees”.







McPhail talked about the cycle of products, the number of times the average customer visited (on average twice a month) and the need to have new products on the shelf for every visit and a complete stock change every 8 weeks. He highlighted that just 5 partner suppliers provided 50% of all new products and that while many would consider this narrow supply chain as a risk, McPhail considers this to be a strength for both the supplier and themselves.







It was at this point that it really dawned on me – here is a CEO at a HR conference talking business not HR. the language he was using was more about profit, than retention or other HR measures. This was refreshing. It was not that he was ignoring HR – he wasn’t, what he was doing was truly integrating HR & the business.







McPhail went on to talk about the strategy to achieve their aggressive growth ambitions. It included the following:



Being the #1 in the retail market space

Aggressive targets

Sales & profits

Cash & returns

UK space

Product

Multi-channel

International

World class benchmarking

Obsessive customer focus

Best people





McPhail highlighted the last three:







Benchmarking, this is not within the sector to other retail providers – but best in class – logistics, finance etc

Customer focus, in that they have created social media channels, Facebook, “MyLook” – they own network, so that they can take temperature checks on a daily basis so that they can react to what the customer experience is.

Best People – McPhail himself says that he has his strengths and weaknesses, and that he knows his weaknesses and engages with the best people he can find (in and outside the business) to address this. The examples he gave was the introduction of online shopping and social media, as it was his team that recommended the change of channel.





On the people agenda – all leaders (himself included) have been assessed and personal development plans put in place. He said that he relied on his HRD to provide honest information on the people in the business and to act as a trusted adviser. The HR leadership approach aspires to provide:



Advice

Support

Trust

Integrity

Fun

Honesty



Overall this was a refreshingly honest and business led session (rather than many fad based sessions), good to hear the value a CEO puts on HR, when HR works with the leadership to deliver a successful business.

Tuesday, 9 November 2010

CIPD10 - annual conference

CIPD Annual Conference 2010 - #cipd10

#cipd10 imageThis year as last the annual shin-dig of the Chartered Institute of Personnel & Development CIPD (the UK’s professional body for HR, HRD & OD professionals) is taking place at Manchester.
Some interesting sessions attended so far.
The introduction by Jackie Orme – the CIPD’s CEO set the scene for the event. Pointing out that for an organisation to be a success required a unique blend of both financial health of the business with an appropriate level of social responsibility.
The CIPD being both politically and sectorally independent puts the CIPD in a unique position. Orme highlighted the importance of putting the people agenda back at the centre of HR work, meeting both the business needs and the needs of the people to deliver the business.
Orme announces a package of changes to the CIPD member offer to further develop the support to members and their growth throughout their career, recognising that cost of CIPD services may have been a barrier in the past. New services and price revisions are taking place to address this.
Orme suggested that HR needed to be more insight led rather than policy led for the future success of both our profession and our organisations.
Keynote
Ram Charan
A charismatic professional that started out by asking how many people used powerpoint for such presentations.. then proceeded to spend the entire session “out in the participants” – not using any visual aids and engaging with people eye-to-eye. I suspect that some of the audience may have felt a little intimidated by this.
He had some great messages.
His first was that to be a good athlete they need to train – not just with complex kit, but doing the basics like press-ups. Now the athletes don’t like this but they do it as practice and practicing the basics is fundamental to success. Using the analogy we were challenged as to what are the boring basics we need to practice in HR/ HRD? He suggested that relationships, influencing are amongst those things – and do we practice them often enough?
The future of HR is as the trustee of the people – much like the CFO is the trustee of finance. This means we need to understand the talent we have, where each person adds value and where they do not, and to make sure that key decision makers are aware of the latent talent so that it can be retained, grown and deployed.
The key role HR has were stated as:
1)      to be the trustee of people
2)      recognise the potential in every leader in clear and specific ways (actions not competence)
3)      to find people and find a fit for them and to develop them (note the order – not what is traditional, putting people into roles!
For Hr to do this properly we must not rely on 360 and other measurements – the human brain is better at this, we need to see them in action – in the “day job”. We need to be able to spot leaders with “bandwidth” capacity.
As HR professionals, one thing that we can add strategically to the business is to be able to spot “social trends” occurring both inside and outside our organisations and look for the organisational relevance and inform business leaders. HR is better connected than many other functions to do this.
He stated the obvious and yet it seemed in context – WTHOUT PEOPLE YOU HAVE NO BUSINESS.
This session covered a lot – too much to put here – when I have digested this maybe there will be a longer piece!

Sunday, 7 November 2010

#CIPD10 - The CIPD annual conference and exhibition 2010

It is now just a few short days away before the annual migration of HR professionals from all over the world to its annual conference and exhibition. For the second year running it now takes place in Manchester having spent over 20 years in Harrogate.

Thousands will be attending the exhibition run over 3 days and many conference sessions exploring all areas of HR.

Thursday, 22 April 2010

Positive Psychology

In this positive and charged session, Nicky Garcea outlined the concepts as to how this methodology can help improve the performance of an org.

Nicky started the session getting us to share with a person sitting next to us something positive that we had experienced in the last few days. When done she commented on the energy change in the room when activities that focus on strengths are used.

going to great lengths to show that this approach is not 'soft & fluffy' we were told about the performance improvement data from organisations that had implemented this approach.

Case studies showed that performance management approaches that were used in a culture of working to strengths could improve performance by 36%, where as PM approaches that focused on weaknesses could actually reduce performance.

I will write more about this approach later.

A good session with practical implementation tools. A highly engaging speaker, would like to listen to Nicky again.

Sent from mobile device

HRD 2010 Day 2

Interesting session on "measuring the true valu of workplace learning"

This featured two case studies one from VW uk and the other from a yorkshire NHS trust.

Using the methodology of Jack Phillips both organisations seek to understand the business need first.

This is great but the NHS are only looking at learner and compliance data. They have yet to engahe other stakeholders (which they acknowledge is the next part of the journey) but they are not looking at real value ROI as they have no performance costs/ measures of what it costs or how long it takes to do individual tasks - will the culture of the NHS ever be there? 10+ yrs ago when i worked in the private healthcare sector we knew the costs of everything, so I know it can be done.

For L&D to really measure the value of workplace learning we needto work very closely with the operating units, know the cost of every process and be able to measure any change as the result of any intervention. I know we are years away from doing this in many public sector orgs, but if the people doing this activity really do believe they are adding value, then sooner or later they are in for a very big shock!

Posted from handheld device

Wednesday, 21 April 2010

HRD 2010 Day 1 - a recap

On arrival we were invited to input our registration code into a bank of touch screens (see prev post for photo) and collect our badges – this was a quick and easy process.

 

From here we had to walk around the closed exhibition area, up a flight of stairs to the gallery where pre-session coffee was being served. Looking over the gallery we could easily see the exhibiters making last minute adjustments to their stands. I don’t know who many stands fewer there were from last year, but the last time HRD was at Olympia it filled the main hall, the galleries and an upstairs smaller hall, this year it was contained all on the ground floor. A sign of the economic times?

 

Following on from previous years there are no plenary sessions at this conference so it is difficult to know the actual numbers of people attending, but there was a palpable buzz amongst conference visitors.

 

The first session I attended was Mee-Yan Chang-Judge on Organisational Development, and in particular on the needs and positioning of an OD plan

 

This lady is one of the most powerful communicators I have come across for some time. The session was run at over 200 miles per hour, In any other session I would have said the 50/60 slides would be death by powerpoint – but not in the hands and brain of Mee-Yan.

This was how to use powerpoint in a conference style setting – using them only as a visual aid.

Pausing only to take a breath and occasionally asking the audience “are you with me” before moving on faster and with more passion than before.

 

When I have had the opportunity to dissect my notes I will write a more comprehensive piece in the coming days – watch this space.

 

Coffee Break

This was held on the main exhibition floor, with several of these “coffee stations” it was quick and easy to be served – unlike some conferences where you have to queue for a long time. This also meant that there was time to look at parts of the exhibition areas (good for exhibiters) as well as network.

 

Lunch Time

For the first time I have attended a major conference I was surprised that no lunch was provided, whilst I know that this is a part of the economic downturn and cost saving activity 9like no conference bags etc – but we are used to that). For a ticket price of £1138 for two days (up slightly from last year £1163) you would have thought that a £5 day sandwich/ drink would have been included.

 

After hours Tweetup

This was an “informal” get together of HRD people active on twitter – or those that knew people active on Twitter. Around 20+ people attendes and went on for several hours and several beers!  - search the Twitter stream for info.

 

I will post more reflective comments on the sessions later…must get ready to leave for day 2!... see you there?

 

Mike

 

Welcome to HRD10

Booking in at Olympia is now automated.

having walked around the exhibition area, its closed at the moment, and up to coffee.

met up with one of the speakers, and when i asked him what he was talking about he had to look at the programme schedule to remember - I hope he remembers before his delegates arrive! I'm sure it will be great.

now sat in "role of OD strategy in sustainable devlopment"

more later