FAQ | Omni HR Consulting | Creating Standards Others are Drawn to

Do you like workplace learning?

Workplace Learning

Do you like workplace learning?

Workplace Learning

We adapt and spread these new forms of communication not just because they are useful and efficient, but because they are fun.

- ​​​Excerpt-

Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as engaging with the desires and needs of the market. These actions have to be conducted throughout all levels and spheres of education. Surveys and polls serve as invaluable tools in order to gauge the feelings of those who engage with the industry as learners, facilitators, or several other roles.
In our webinar Learning Adaptation 4.0 [part 1], a poll was conducted to find out whether those who worked in the education industries enjoyed workplace learning. In total, 38 members of the audience responded. 36 respondents (95%) responded "yes", while only two respondents answered "maybe". Nobody indicated a clear dislike for workplace learning.

The implications for these results are undeniably positive as it shows that those involved in workplace learning want to take part as opposed to doing something only because it is unavoidable or compulsory. Asking this question leads us to another very predictable question:


What is it about workplace learning that makes it enjoyable?

Of course, there are numerous answers to this question. Many of these answers, however, will have a common thread which relies on the fact that human beings are social animals. We enjoy interacting with other people. Technological innovations over the past few decades have provided us with many new ways in which we can interact with other people. As a species, we are naturally curious. We adapt and spread these new forms of communication not just because they are useful and efficient, but because they are fun. We follow people on Twitter because we are interested in what they have to say. We enjoy checking Facebook to see what our friends are up to.

Of course, technology isn't the only factor in assessing how to improve workplace learning. All that is required is activities in which learners will be required to communicate. Using fun activities or "gamification" in workplace learning will almost always, on some level, use communication as the key to success. This fact is a golden thread and a foundational necessity for the enjoyment of workplace learning. It certainly isn't the only factor, but it is always an excellent starting point in considering how to create workplace learning success and enjoyment.

Contributor: Greg Beyer
Researcher at Omni Academy for Education, Training and Development


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A strategic plan to align Learning and Development initiatives to meet the goals of the organisation, whilst evaluating custom solutions for various human capital needs can be rather daunting.

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    Evaluating the lens from which we view Skills Development, within organisations/industry.
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Cindy Londt | Operations Executive

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Lister Saungweme Makaranga | Transformation Strategy & B-BBEE Specialist

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Thulile Mahlutshana | Learning and Development Co-Ordinator

In Learning and Development at Matus, Thulile has 9 years’ experience in the field of HR with her speciality being in Industrial Relations, Recruitment and Training. Thulile is passionate and driven by everything related to skills development, having graduated from Varsity College and being a certified Skills Development Facilitator registered with the ETDP SETA.

Brendon Richards Human Resource & Skills Development Consultant

Brendon is an experienced resourcing consultant, with a keen focus on Employment Relations, Employee Benefits, Learning & Development and Supply Chain. Instrumental in creating solutions for organisations to achieve their desired outcomes, Brendon works with credible affiliate partners to support both the Human Capital and Skills Development objectives of organisations.

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Ian Smith | Finance Executive

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Sharon Benting Education, Training and Development Executive

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Alison Boruchowitz | Human Resource Executive

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Dorothy Fernandez Specialised Project and Change Management Specialist

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With more than 15 years of project and change management experience across various industries, Dot has a deep understanding of the people side of change and the support required to balance operational and human capital needs when undergoing organisational change.

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Core Values, Principles and the Materialisation of “What”

Core Values Principles and the Materialisation of “What?”

Core Values, Principles and the Materialisation of "What?"

By putting effort into our "Why" and "How", the effect will naturally follow through into "What" we do.

- ​​​Excerpt-

Over the past two weeks, we have shared articles centred around the “Golden Circle” as cited by Simon Sinek. In case you missed it, we published; Why core beliefs are important for any business and The core values and realisation of “how”

The Golden Circle business theory starts with "Why" we do what we do. Equally important, perhaps even more so, is "What" we do. Having discovered our motivation, and having laid out core principles, we finally turn what we do from a meaningless task into something that enriches ourselves and those who choose to do business with us.  

According to Sinek, the "Why" and the "How" exist in the limbic brain. These are the parts of the brain primarily involved in emotions. The "What" exists in the neocortex which is responsible for conscious and rational thought. The "Why" and the "How", through constant reinforcement and conscious practice become like tying a shoelace. They become part of our subconscious and as such, are ultimately exhibited in the "What" - the goods and products we provide, as well as the actions taken to implement our core values and principles.

How does this concept translate into success?

Firstly, success needs to be defined. In our world of business, characterised by profit-focused initiatives, success boils down to simply making money. However, human beings are far more complex than that. The old cliché that money doesn't buy happiness is inarguably true although it provides more comfort to those few who have it. And since we spend a vast amount of our personal time at work, it stands to reason that we should find reasons for happiness and fulfilment in the workplace and the work that we do.

In short, success needs to address the systemic need for money as well as the human need for emotional gratification. Understanding Sinek's Golden Circle of "Why?, "How?", and "What?" also means that seeking emotional gratification is not simply left to the individual. It is important for the individual to feel comfortable and to contribute to the company culture, and vice versa. By putting effort into our "Why" and "How", the effect will naturally follow through into "What" we do. By integrating into a business, and consciously adding to these values, the results will be significant, as the business is already, and constantly adding to your potential for emotional satisfaction. If one could quantify human emotions and gratification, in this case, the whole would certainly be greater in a collective manner.

Omni HR Consulting exists as a notable example of these ideals in that its vision ("Why"), its core principles ("How"), and the services it sells ("What") all interact with each other in positive ways that enrich the lives of those in its value-chain, such as, employees, clients and learners. The organisational vision statement: “Creating Standards Others are Drawn to”  is realised by enacting the core principles which in turn generates a service that is peerless in its quality, created by those with a stated purpose and a passion for it.

Contributor:

Greg Beyer
Researcher at Omni Academy for Education, Training and Development

References: 

Sinek, S. 2009. "Start with Why?". Portfolio.


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Understanding OBETD in a Changing Landscape

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​​The realm of Outcomes-Based Education and Training has not only evolved but changed.

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  1. 1
    ​OBET Then and Now - Debating the impact of change on the way we design, deliver and assess​ in OBET.
  2. 2
    ​Influencing change in our role as ETD Practitioners – Do we need to change the rhetoric?

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Ghawa Latib | ETD Practitioner

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Join the Conversation

Join the conversation every Friday from ​12pm-​12:30pm on IG TV with Lead ETD Practitioner, Ghawa Latib talking all things Education, Training and Development. Watch the videos below for insights and contribute to the conversation in our weekly interactive sessions.  

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