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Infusing Quality in Learning Interventions Design

Infusing Quality in Learning Interventions Design. George Katsouranis Senior Manager Learning & Development. A brief agenda. A quick glance to Piraeus Bank Group Tools & practices for learning design Food for thought…. A quick glance to Piraeus Bank Group.

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Infusing Quality in Learning Interventions Design

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  1. Infusing Quality inLearning Interventions Design George Katsouranis Senior Manager Learning & Development

  2. A brief agenda • A quick glance to Piraeus Bank Group • Tools & practices for learning design • Food for thought…

  3. A quick glance to Piraeus Bank Group

  4. A quick glance to Piraeus Bank Group Key Information and Figures • Universal Bank with focus on high margin segments (SMEs and Retail Banking) • Fourth largest Bank in Greece, grown both organically as well as through M&A • 12,357 employees and 744 Branches in 10 countries • Successful management track record combined with young & very well-trained workforce. • Assets of €46.4 bn

  5. A quick glance to Piraeus Bank Group Strategic Financial Targets for the period 2007 - 2010 • After tax profit from €435 mn in ’06 to €1,2bn in ’10 • Sustainability of after tax ROE at 25% for the period 2007-2010 • Reduction of Cost to Income ratio below 42% by 2010 • Improvement of NPLs ratio below 2.5% by 2010 • Branch network expansion to 1177 branches by 2010 (360 Greece + 817 abroad)

  6. Piraeus Bank Strategic HR Toolkit • Identification of “talents” and personal development plan design • Advanced Performance Appraisal Systems • Coaching culture cultivation • Human Resources Planning • Selection and Recruitment Tools and Policies Attractingthe best ofthe Market ContinuousLearningand KnowledgeSharing ActivelyManagingPeoplePerformance RewardingPeople Retaining andDevelopingTalents Supporting Work – LifeBalance • Complete Training Curriculum • Modular “Schools” and “Academies” • Local Knowledge Sharing Initiatives • e-Learning • Competitive compensation and benefits program • Attractive sales bonus schemes • Support Policies, Wellness Programs HR Metrics, Systems & Internal Communication

  7. Who we are and what we have…Learning & Development in PBG • A highly experienced and motivated team of 13 people • 5 Learning Consultants + 6 Learning Administrators + 1 Development Manager • 50 + Internal Experts - Trainers • Our resources and infrastructure • 2 main training centers and 4 regional • 2 e-learning dedicated servers with Net Dimensions ekp 4.6 • PeopleSoft HRMIS • Intranet pages

  8. Tools & practices for learning design

  9. Basic tools & practices for learning:Training Needs Identification Draft Recording of Training Needs Screening & Prioritization TrainingBudget New Business Initiatives Screening & Re-Prioritization Action Planning“translation” C Training Program F Training NeedsEstimation F F New Training Requests Open line ofcommunication

  10. Basic tools & practices for learning:Course design process F Training Request Project Initiation Document Project Approval Document Initial Sponsor Approval Final Approval C • Contents • Business goals • Intervention Objectives • Our initial suggestion • Draft project plan • Initial cost estimation • Resources needed • Priority • Contents • Business goals • Learning Objectives • Success indicators • Project metrics • Project plan • Final budget • Project team members

  11. Basic tools & practices for learning:Course design process HRMS Course Analysis & Design Document Blueprint Approval CourseMaterial • Contents • PID • Course Design Team • Course Objectives • Course detailed instructional blueprint • Course Support issues Course Deployment

  12. Basic tools & practices for learning:Course design process • Customer oriented approach • Sponsor • Communication loops • Subject matter experts – Best Performers • Specific and measurable business and training goals • Project team • Sub teams • Roles • Deliverables

  13. Basic tools & practices for learning:HRMS Full Scale Exploitation • Full exploitation of PeopleSoft • Process alignment • Built-in workflows • Multiple Control Points and Rules • Large scale project deployment capacity • Reporting

  14. Basic tools & practices for learning:Evaluation of training value added • Specific and measurable goals at the design stage • Evaluators: • Delegates • Instructors • Supervisors / Managers • Evaluation: • Level I for 90% of inhouse training activities, • Level II for 50%, • Level III for selected interventions

  15. Basic tools & practices for learning:Evaluation of training value added • Recording of evaluations and active utilization on: • Quality improvement • Reporting • Redesign • Design of additional supplementary interventions

  16. Food for thought…

  17. Food for thought… • Processes vs Responsiveness • Processes vs Resources • Analyze - Paralyze • Customers’ commitment • Evaluation depth • Smart Reporting • Constraints on improvement

  18. Thank you for your attention… …at your disposal for questions Infusing Quality in Learning Interventions Design George Katsouranis Senior Manager, Learning & Development Piraeus Bank Group t: +302103288522 f:+302103288539 katsouranisg@piraeusbank.gr

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