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Hi. Very informative but I have two follow up questions. You mentioned isolating the event directly impacting the ROI, but these days, employee learning is an ongoing journey. So much of the training is OJT, mentoring and coaching, self-paced learning, etc. how do you weight the ROI when there are multiple initiatives or modalities impacting the performance or behavior change? And secondly, when you calculate, how do you account for training that’s developed once but used to train dozens or hundreds of people? Don’t you have to spread your development costs out and account for this? Thanks.

Fantastic video! Thank you for the breakdown and simplicity!

Very helpful. Do L&D practitioners always deliver the learning?

Very good Irina

Many thanks for this content, do you have any courses on Udemy .

❤

Thanks for sharing. You rock! I have one question. What do you think about Canva? I use it a lot for presentations.

Thank you for sharing that unvaluable content!

Wonderful content! Simple and to the point. Thank you! The Learning Needs Analysis Free Workbook is so well organized and simple. It is also correct!!! The best refresher I have ever had. I am now a Follower!!! I look forward to seeing and participating in everything.

Vry well explained Ma'am the topic bt in my opinion in Webinar Culture nd values play's important role in L&D nd HR as in my opinion they are correlated.In me opinion as a professional culture dimension should hb.Octapace values in webinars like openness, collaboration nd team work, trust nd trust worthiness, authenticity, proactivity nd initiative, autonomy, confrontation, motivation, communication, shared values, learning orientation, openness to change, health, safety nd empowerment.This will help Organizational culture too in brief Rationale for Assessment system will prove to be a boon for the webinar.vry.innovative nd outstanding vdo lecture.sincerely appreciated the lecture.Thanx

Vry well explained Ma'am Training objectives which is correlated with areas of skills r acquired through education nd Training.The skill is highly necessary at the lower level of management nd as one moves to higher level of management, the relative importance of technical skills usually diminishes.This is so because unlike first level supervisors, managers at higher level hv.less direct contact with technical operating problems nd activities.HR skill is the ability to work with other employees nd top level executives in a cooperative manner.It involves understanding patience, trust nd genuine involvement in interpersonal relationships which is related to skills nd r necessary at all levels of management.employees with good human skills build trust nd cooperation as they motivate nd leadnd this become successful managers.This skill is gaining more imp.as the work place is becoming more and more ethnically diversified nd manager has to be aware nd become adaptive to cultural differences.Furthermore since the businesses r more nd more becoming MNC nd global top level executives r required to learn new objective training ways of dealing with people of different countries with different cultures nd value system in my opinion as a professional to fullfill Training objectives in real sense nd related to the positive Productivity for the OD nd OB of any Sector etc.in brief.Vry effective vdo lecture nd sincerely appreciated the lecture.Thanx👍

I am watching your videos and are helping me a lot. I am just preparing for L&D specialist interview at a large NGO and am sure I enriched my understanding by your videos.

Vry well explained the topic ma'am.In my opinion as a professional planning is future oriented nd determines an organization direction in L&D nd development concept.The directing function is concerned with leadership, communication, motivation nd supervision so that employees perform their activities in the most efficient manner to achieve the desired goals through different Training Methodologies.The controlling function consists of those activities that r undertaken to ensure that the events do not deviate from the prearranged plans.In my opinion L&D is a subsystem of HR .The interpersonal roles that a coach or Trainers or Executives is expected to perform r those of a figurehead,a leader nd a liaison.The different types of skills that managers or leaders need to possess r technical,human, conceptual, diagnostic, communicational,a conflict handler,a resource allocator,a negotiator nd political skills etc.for effective outcome of results in any field in brief in my point of view.Human skills nd conceptual skills r also important factors for the top executives.Vry.Inspiring nd outstanding vdo lecture.sincerely appreciate the knowledgeble lecture.Thanx.

Treat to watch the explanation of the topic maam bt as a professional in my opinion there is a system nd statedset of guidelines nd a policy write upor document of training and learning which ultimately leedsto development.The guidelines should be comprehensive nd explain all aspects including the role of the trainee.Guidelines for learning nd development as such that there r no ambiguities.Efforts hv.been made to b clear nd documentation accessible to all concerned.If the approach of L&D structure is weak than many people r not aware of the process nd mechanisms of development in brief as a professional in my opinion.If the chain bonding is strong than effectiveness r bound to come.vry.useful nd inspiring vdo lecture nd sincerely appreciated the innovative Lecture.Thanx

Thanks for sharing your knowledge 🌹🤝

❤ excited to watch

Nice vdo.lectture related to topic bt as a professional I personally feel the stories should b designed in such a Innovative nd practical ways which is beneficial to the Organization nd shud impact Training Methodologies of any Sector for the Development of the skills nd overall productivity for the success of employees nd employers.Useful approach towards training is the need of the time.Appreciate the innovative idea maam.Thanx

😊

If a learner requested training for a workshop, would these be suitable questions to ask them directly?

Thank you Madame for this beautiful content :)

Well explained ROI.Thanx

I will practice this when shadowing professionals in my field

Vry well explained the topic bt in my opinion earlier in large organisations it was difficult for the Trainer's or manager's to assemble the data fragmented into separate system in order to present an overall picture of the organization's operations nd take firm wife decision.To overcome such difficulties in recent years many organization's hv.opted to replace the several distinct information system with a single integrated system that can support the business activities for different business system.Vry.frequently new technologies r emerging which is good for HR field in my opinion in brief for effective results of any Sector or organization or Industries as it saves the time value in management concepts nd OB.Data stored can b sorted out with in no time by trainers or managers for analysis of employees performance appraisals which is related to the productivity nd skills development through different Training Methodologies, strategy, orientation programme, evaluation etc.AI also plays a vital role in HRM for effective Development of Productivity of any field in brief in my views in nutshell.Vry.Innovative nd outstanding vdo lecture.Sincerely appreciated the lecture as overall.Thanx

I've just invented your channel and immediately subscribed. As L&D specialist your channel gave me lots of information about my profession. Thanks a lot for your time and energy. Looking forward for new videos about L&D. Regards 🤝🌹

Vry well explained the topic impact of Learning nd Evaluation ma'am.In my opinion as a professional pooling of opinion with in group Team of any Sector or organization is very important.The members or Trainers bring in different background, values, view points nd abilities.These wife ranging abilities results in greater knowledge base that leads to better quality decisions.Additionally group deliberation generally ensure a thorough consideration of problems from all angles nd alternative points of view before arriving at a decision in HR as overall including evaluation in my opinion in brief.This would not be Possible if the same problem was looked at by a single executive of any Motivation gives subordinates some degree of recognition nd importance.They rtly.feelthat they r integral part of the decision making process which boosts their morale nd motivates them to do better for OD nd OB.T&D methodologies r important as after well skills they aquire results r bound to come for any field.Its a continuous chain which affects the quality of the organization behaviour nd management concepts.Vry.Innovative nd outstanding vdo lecture.Formulatingof policies should be as such they are useful in handling grievances nd interdepartmental problems with creativity is involved.Follow up nd Periodic evaluation check for any deviations nd unnecessary waste of time in my opinion maam as a professional in nut shell.Sincerely appreciate the lecture.Thanx

Vry Inspiring vdo lecture ma'am bt as a professional management in some form or other is an integral part of living nd essential human efforts r to be undertaken to achieve desired objectives.The basic ingredients of management r always at a pay whether we manage our lives or our business.Managing life is similar to managing an organization.This is correlated with HR too.Its a very Vast field nd updates with knowledge technologies and innovative strategies nd research analysis r also important factors nd actionplanning r the key success of any OD in my view in nut shell. Nice tips nd vry Inspiring too on HR.Thanx.

Knowledgeable😍

Vry well explained the topic maam.In my view everyone who is observent can learn from nature, environment, situations etc while devlopment is related to the skills nd overall human behaviour or in other words PR nd is related to HR too to achieve excellence through competency for any sector or Organization or any field.It.is a on going process which requires analysis too in brief in my views.Vry.Inspirng lecture nd sincerely appreciated the tips.

Vry nice topic nd well explained.In my opinion new experiments in learning nd T&D gives good results including social sector as it's a different type of Training Methodology in brief.vry.nice nd useful tips.useful lecture.

Vry.Innovative nd.Inspiring nd knowledgeable vdo lecture.It is related with T&D too.As a professional I feel there should be clear cut Policies nd strategies while dealing with Employees nd executives while asking qs.their basic fundamentals should be clear nd they should not be in a mentally fixed state of mind.Their concepts related to training shud b clear than only positive output will be achieved in my opinion in brief for OD nd OB in HR.Follow up is very important.Vry.effictive nd inspiring Lecture .Thanx

Vry well explained Ma'am the topic btas a professional I recommend the practical approach to asset allocation considering the limitation of traditional approach in T&D in HRM . Monitoring nd supervision is very important aspect of any Sector or organization for effective results in OD globally.Skill development makes the employees nd executives practice makes their efficiency perfect.Feed back analysis should be factual for productivity for any OD in HR.It is a continuous process nd if amendments r required in strategies go for it as to compete with any department or sector or Organization etc.Training requires analysis from time to time to keep pace with effective Development in brief in my opinion maam in nutshell.Proper understanding nd coordination is beneficial for any organization for fruitful business results nd working culture output.Vry.Inspiring nd outstanding Lecture.Thanx

Well done, clear simple and beneficial

I think intrinsic motivation is the ideal to aim for; I remember you cautioning against using rewards to motivate learning (in the adult learning theories videos) specifically because it can undermine intrinsic motivation. [aside: I see a parallel here to ethical business practices -- I hate seeing them advertised as "good for the bottom line" because I think we should be doing them because they are the right thing to do!] Although intrinsic motivation is the most likely to make learning stick and to have learners engage with and apply what they are learning, I also think there are situations where extrinsic motivation is "best." Mainly, where the learning is needed but intrinsic motivation is very difficult to establish or generate. I suppose the danger is getting lazy and relying only on extrinsic motivation even where there are opportunities for intrinsic.

Very interesting and educative.❤❤ Interactive approach is a big plus in adult learning process

Cognitivism leveraging and mental upgrade is key in this learning processed

Great work

Excellent

Great one

Well said thank for the knowledge ❤

Well explained 😂

Well explained Ma'am the topic.In my opinion our true nationality is mankind.After all there is bt.one race... Humanity.If bond nd change is strong in Analytics, strategies, psychological perspective etc.all makes n organization or any Department Effective in productivity achieveing a goal subject to conditions of there is clear cut Policies.The purpose of existence will get defeated if we don't relate in my opinion in brief.Nice tips as a professional.Vry.useful nd Informative Lecture.Thanx

Incredible nd Praiseworthy lecture on Learning nd HR.Nice tips as a professional in my opinion in brief maam.T&D is the epicenter of OD nd OB in HR for effective results.Its a vry.vast field and need of the time in present scenario and in near future.PR also plays a very important role for effectiveness for any sector or Organization success to achieve goals.sincerely appreciate the lecture.Thanx

Vry.well explained Ma'am .As a professional in my opinion the Trainers nd executives of the any sector or any organization should have clear cut Policies, strategies, analytical power nd reviewing process etc.on regular basis to get Effective results in brief in HR nd humbleness nd cooperative attitude boost the confidence of the employees which is essential for effective OD nd OB nd Productivity in real sense.Vry.Inspiring nd Informative vdo lecture on HR.Sincerely appreciated the lecture overall.Thankx

Nice explanation! Now I wonder how should a LnD portfolio look like?

You mentioned "Change management" in the Interpersonal skills, may I know what exactly you mean from that ? as it differs industry to industry, is it managing the change requests you get while developing a training from Stakeholders ?

Hi Irina, Your videos are awesome and very helpful to understand the concepts. However I have a doubt on the ROI calculation, I understand how you calculated cost of learning, but you didnt spoke how to present gain from learning into numbers. Say even if I conduct a survey and took rating of the course delivered on scale of 5, and average for the training came out to be 4.1, now how would I use this rating to calculate the ROI ?