Tuesday, March 31, 2015

Top 10 Learning Solutions Magazine Articles in 2014 by Bill Brandon

by Bill Brandon

January 7, 2015

“Many of the articles in Learning Solutions Magazine come to us from authors who have never published previously. In fact, two of the articles in the top 10 were by authors making their initial appearance in Learning Solutions Magazine: Julia Wilkowski and Jaqueline Bessette.”

In the editorial calendar for Learning Solutions Magazine, we try to provide an appropriate mix of topics and angles to meet the needs of both eLearning Guild members and the practitioner community at large. Because readers are at different levels of experience, this means some articles are foundational, and some are leading indicators. The year-end exercise of looking at what attracted the most readers tells us where the community as a whole has its forward-looking attention focused.

Our look back at 2014 tells us what you, the readers, think is important NOW, beyond the fundamentals of practice. Here are the top 10 articles:

Moving Beyond MOOCs: Experiments in Non-traditional Product Education, by Julia Wilkowski (January 26, 2014)

Report Card: Gamification in Learning (What Works?), by Carol Leaman (June 23, 2014)

Top Tips for Producing Better eLearning Audio, by Jennifer De Vries and Stephen Haskin (August 11, 2014)

Toolkit: Adobe Captivate 8—A Huge Leap Forward, by Joe Ganci (May 27, 2014)

Brain Science: Overcoming the Forgetting Curve, by Art Kohn (April 10, 2014)

Six Instructional Design Tips for Learner Engagement, by Jacqueline Bessette (November 17, 2014)

Reconciling ADDIE and Agile, by Megan Torrance (July 28, 2014)

Mobile, Tablet, and Laptop: Coding Responsive Design, by Mark Lassoff (March 10, 2014)

What Does It Mean to be Agile?, by Megan Torrance (April 23, 2014)

Seven Things eLearning Professionals Must Do Now, by Bill Brandon (March 31, 2014)

Many of the articles in Learning Solutions Magazine come to us from authors who have never published previously. In fact, two of the articles in this top 10 list were by authors making their initial appearance in Learning Solutions Magazine: Julia Wilkowski and Jaqueline Bessette.

If you have had a particular success with a project, or if you have an insight to contribute to the growth of professional knowledge of your fellow eLearning practitioners, please send us your article proposal!

Topics Covered

Emerging Topics, Instructional Design, Professional Development, Training Strategies


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Monday, March 30, 2015

Learning & Development Officer, Maternity Cover (up to 12 months)

Learning & Development Officer, Maternity Cover (up to 12 months) Windor, Berkshire

Purpose of Role
The L&D Officer will support service delivery through the design, implementation and delivery of practical training programmes for new and existing employees across the business and support implementation of business strategy.

Key areas of role and responsibilities:

Coordinate training plans across the business for new and existing employees;Carry out training needs analysis (TNA) as requested (by project office, line managers, senior managers and directors) and identify learning needs for roles across the business (including system builds and projects);Design, build and deliver training interventions to suit training needs identified across the business;Plan and deliver generic induction training plan(s) to new employees;Deliver skills based training (including generalist induction courses) to customer services and sales roles within the online “Express products/services” teams;Facilitate training sessions where delivery subject is not familiar (using a subject matter expert within the business team to assist with delivery and / or technical content);Deliver regulatory / legal training in accordance with business strategy (Anti-Money Laundering / Data Protection)Ensure timely and accurate general administration and record keeping of training activities on ADPDuties & Responsibilities

Implementation and Delivery:

Training Plans

To create and communicate training plans for frontline customer service team, private client services team (in-bound sales and dealing) and operations & payments (back-office) teams;

Customer Services

To deliver practical Customer Service training sessions to best practice standards (e.g. CIPD) through one-to-one or group sessions (for both frontline Customer Service and Operations based staff)

Sales (including Dealing)

To deliver generic sales training for Corporate Express and Private Client Services teams (e.g. Revenue generating teams)

Induction Training

To deliver initial induction/orientation training for all new startersTo coordinate and deliver new starter programme courses during in accordance with the agreed SLA’s To ensure all relevant training milestones and activity is completed to agreed standards

Regulatory / Legal Training

To support the delivery of AML (Anti Money Laundering) and DP (Data Protection) training and any associated regulatory training as required for different parts of the businessTo support HR with the delivery of required HR legislative training to management teams

Record Keeping

To maintain a Learner Management System (LMS) via ADP systemsTo keep timely and accurate records of all training completed

Skill and Expertise

CIPD (Certificate in Training Practice) or equivalent training qualificationPrevious experience working within the financial services sector (FS / banking / insurance / FX payments)Previous experience working for a SME within a L&D training role (delivery)Confident and articulate presentation skills / group training (up to 10 people per session)Ability to work with minimal supervisionAbility to build effective relationships with team members and managementAn in depth knowledge of L&D gained through both experience and understanding of current theories

About HiFX
HiFX provides unrivalled foreign exchange and international payment services to businesses and private individuals around the globe. To date we have transferred over £100 billion on behalf of our clients and are one of the world’s leading foreign currency specialists – trusted by over 5,000 companies from 100 industry sectors and assisting 75,000+ private individuals each year. For more information about our products and services please visit www.hifx.co.uk

We remain passionate about what we do and our people are at the centre of everything that we do. HiFX currently employs 210+ employees across its offices spanning the UK, Europe and Australasia.

We believe that we have a compelling employment proposition, offering attractive salaries, benefits and opportunity for career development. HiFX is proud to feature amongst the UK’s best companies to work for in 2006/07/08 and 2014.

Interested?

Please submit your CV and covering letter to our in-house recruitment team via the 'Apply now' link below.

LocationWindor, BerkshireSalary£26,000-£30,000 per annum, up to 20% bonus + benefitsReferenceHiFXLDOContact NameRecruitment

Purpose of Role
The L&D Officer will support service delivery through the design, implementation and delivery of practical training programmes for new and existing employees across the business and support implementation of business strategy.

Key areas of role and responsibilities:

Coordinate training plans across the business for new and existing employees;Carry out training needs analysis (TNA) as requested (by project office, line managers, senior managers and directors) and identify learning needs for roles across the business (including system builds and projects);Design, build and deliver training interventions to suit training needs identified across the business;Plan and deliver generic induction training plan(s) to new employees;Deliver skills based training (including generalist induction courses) to customer services and sales roles within the online “Express products/services” teams;Facilitate training sessions where delivery subject is not familiar (using a subject matter expert within the business team to assist with delivery and / or technical content);Deliver regulatory / legal training in accordance with business strategy (Anti-Money Laundering / Data Protection)Ensure timely and accurate general administration and record keeping of training activities on ADPDuties & Responsibilities

Implementation and Delivery:

Training Plans

To create and communicate training plans for frontline customer service team, private client services team (in-bound sales and dealing) and operations & payments (back-office) teams;

Customer Services

To deliver practical Customer Service training sessions to best practice standards (e.g. CIPD) through one-to-one or group sessions (for both frontline Customer Service and Operations based staff)

Sales (including Dealing)

To deliver generic sales training for Corporate Express and Private Client Services teams (e.g. Revenue generating teams)

Induction Training

To deliver initial induction/orientation training for all new startersTo coordinate and deliver new starter programme courses during in accordance with the agreed SLA’s To ensure all relevant training milestones and activity is completed to agreed standards

Regulatory / Legal Training

To support the delivery of AML (Anti Money Laundering) and DP (Data Protection) training and any associated regulatory training as required for different parts of the businessTo support HR with the delivery of required HR legislative training to management teams

Record Keeping

To maintain a Learner Management System (LMS) via ADP systemsTo keep timely and accurate records of all training completed

Skill and Expertise

CIPD (Certificate in Training Practice) or equivalent training qualificationPrevious experience working within the financial services sector (FS / banking / insurance / FX payments)Previous experience working for a SME within a L&D training role (delivery)Confident and articulate presentation skills / group training (up to 10 people per session)Ability to work with minimal supervisionAbility to build effective relationships with team members and managementAn in depth knowledge of L&D gained through both experience and understanding of current theories

About HiFX
HiFX provides unrivalled foreign exchange and international payment services to businesses and private individuals around the globe. To date we have transferred over £100 billion on behalf of our clients and are one of the world’s leading foreign currency specialists – trusted by over 5,000 companies from 100 industry sectors and assisting 75,000+ private individuals each year. For more information about our products and services please visit www.hifx.co.uk

We remain passionate about what we do and our people are at the centre of everything that we do. HiFX currently employs 210+ employees across its offices spanning the UK, Europe and Australasia.

We believe that we have a compelling employment proposition, offering attractive salaries, benefits and opportunity for career development. HiFX is proud to feature amongst the UK’s best companies to work for in 2006/07/08 and 2014.

Interested?

Please submit your CV and covering letter to our in-house recruitment team via the 'Apply now' link below.

Apply now


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Eight types of running workouts

This book outlines just eight types of workout. However, within each type, the sessions are extremely flexible so you can vary the length and pace to fit your ability and goal. The types of workouts you will build your training program from are listed in table 8.1. Descriptions and instructions for the workout options are described in the text following the tables (tables 8.2-8.4), moving from the slowest and easiest sessions to the fastest and hardest. When in doubt in training and racing, be conservative, except in the last half of your goal race. Then, if in doubt, be intelligently aggressive.

Description: Fartlek means speed play in Swedish. You can substitute this workout for a steady-state run anytime. Here you simply play with speed. Part of the run is at an easy to moderate pace and part is at a pace you might run for a mile, 800 meters, or 400 meters. Play is the key word. Don’t think you have to run moderately for 2 minutes and hard for 30 seconds. Have fun with the variety and keep changing it up. For example, during the course of the workout you could end up running three-quarters of it easy to moderate and one-quarter at faster speeds.


Priority: High to medium, with a rating of 1, 2, or 3 (on a scale of 1 to 7), depending on the week and program. Note that many weeks include two or even three fartlek runs.


Duration: Two-thirds of current maximum time or distance, plus additional minutes as assigned in each program’s weekly schedule. Added time ranges from 1 to 10 minutes.


Pace or effort: Overall somewhat strong


Percentage of V\od\O 2 max: Overall 75 to 85 percent. See table 7.3 to calculate your pace based on V\od\O2max. The easy to moderate part might be a little slower and the speed part a little faster.


Warm-up: Run easily or walk for 5 to 10 minutes.


Cool-down: Run easily or walk for 5 to 10 minutes and then stretch.


Typical workouts: For a fitness runner with a 36 V\od\O2max and a max run time of 30 minutes: Maybe 15 minutes easy to moderate and 5 minutes at various faster speeds.


For a mile to 10K runner with a 50 V\od\O2max and max run time of 60 minutes: Maybe 30 minutes easy to moderate and 10 minutes at various faster speeds.


For a half marathon to marathon runner with a 50 V\od\O2max and a max run time of 90 minutes: Maybe 45 minutes easy to moderate and 15 minutes at various faster speeds.


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Mobile, Tablet, and Laptop: Start Coding in Just 10 Minutes by Mark Lassoff

As the eLearning industry matures, more and more developers want to make significant learning experiences that go beyond the abilities of traditional eLearning software. Complex simulations, tactile experiences, and “rehearsal” style trainings are often much beyond the ability of traditional authoring tools. While much improved, these tools are still based on a “slide n’ tell’ paradigm that PowerPoint forced 20 years ago.

Airline and military pilots have trained in simulators like that shown in Figure 1 for years. This simulator trains new and current Airbus 380 pilots. This is computer based learning too!


Figure 1: Airline and military pilots have trained in simulators like this one for years

While this short tutorial isn’t going to help you code an advanced flight simulator, it is going to help you write your first lines of code in about 10 minutes. So fire up your laptop, make sure you're connected to the Internet, and let’s code.

I’m going to simplify this initial task. Normally setting up a development environment would require several downloads and possible configuration. However we’re going to use a cool site called JSFiddle. JSFiddle allows us to write and test lightweight code in the browser.

Visit www.JSFiddle.net and you should see a screen similar Figure 2. Welcome to your sandbox!


Figure 2: JSFiddle.net is your sandbox for this tutorial


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Save a doomed workout with a better understanding of anatomy

Human Kinetics Publishers, Inc.

Muscular proportion and symmetry are created by intelligent exercise choices—not by chance. That’s why Dr. Nick Evans, a highly regarded authority on strength training, nutrition, and weight training injuries, believes that knowledge of anatomy is the key to success for any serious bodybuilder. By taking the guesswork out of bodybuilding anatomy, he emphasizes that efforts at the gym will be more productive and efficient, producing maximum results in minimum time.

“It’s no secret what you want from your workouts: a custom-built body,” says Evans, author of Bodybuilding Anatomy, a book whose first edition sold more than 50,000 copies and has proven to be a trusted resource for serious strength training enthusiasts, bodybuilders, and strength and conditioning professionals. “In order to change the way you look, you must modify your anatomy. You should skillfully use weights to sculpt your body, not just to indiscriminately pack on pounds of flesh. The real secret is that to change anatomy, you must first know anatomy.”

Evans, an orthopedic surgeon specializing in sport injury, is an expert on musculoskeletal anatomy and has written for numerous scientific publications. He is also the author of the book Men’s Body Sculpting (Human Kinetics) and was a regular columnist for MuscleMag International and Oxygen. He points to several examples of knowledge of anatomy being beneficial to a bodybuilder. “When you know shoulder anatomy, you’ll realize that each of the three sections of the deltoid muscle demands a different exercise,” he reveals. In regards to the back, he points out that “Three slabs of muscle cover your back. If you train only the lats, your back workout is incomplete. To add thickness across your upper back, you need to target the trapezius.” Meanwhile, to create a foundation of strength in the lower back, bodybuilders must work the erector spinae muscles.

Evans explains the triceps make up two-thirds of the muscle mass in the upper arm, there are 10 ropelike muscles in the forearms that are on display when people wear short-sleeved shirts, and each zone of the abdominals—the upper abs, the lower abs, and the obliques—benefit from a varied set of exercises. Evans stresses that it is also important for bodybuilders to learn how to adjust their grip, where to position their feet, how to position their bodies, and how to manipulate exercise trajectory and range of motion in order to emphasize different sections of the targeted muscle. “With no guidance, surely you’re doomed to circulate around the gym, stuck in a holding pattern” he warns.

The updated second edition of Bodybuilding Anatomy offers 19 new exercises among the 100 total, each with step-by-step instructions on proper execution. The book is also highlighted by new artwork, with 141 full-color, detailed anatomical illustrations complementing all of the book’s exercises. For competitive bodybuilders, there is an in-depth look at six of the popular poses used in competitions to accentuate specific muscle groups and put a sculpted physique on display.


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Bodybuilding Anatomy 2nd Edition eBook Sculpt your physique like you never thought possible. With full-color, detailed anatomical illustrations of all exercises, combined with step-by-step instructions on proper execution, this is the ideal resource for gaining mass and achieving the definition you desire. Focusing on the shoulders, chest, back, arms, legs, and abdomen and targeting muscle zones and hard-to-work areas, it can make the difference between bulking up and sculpting an award-winning physique. Add to Cart This Item is currently out of stock Bodybuilding Anatomy-2nd Edition Sculpt your physique like you never thought possible. With full-color, detailed anatomical illustrations of all exercises, combined with step-by-step instructions on proper execution, this is the ideal resource for gaining mass and achieving the definition you desire. Focusing on the shoulders, chest, back, arms, legs, and abdomen and targeting muscle zones and hard-to-work areas, it can make the difference between bulking up and sculpting an award-winning physique. Add to Cart This Item is currently out of stock

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Determining the Proper Height for a Depth Jump

Human Kinetics Publishers, Inc.

Determining the Proper Height for a Depth Jump

In practical terms, the task of determining the proper height for a depth jump centers on the athlete’s ability to achieve maximal elevation of the body’s center of gravity after performing a depth jump. If the height is too great for the strength of the legs, then the legs spend too much time absorbing the impact of the landing. As a result, the legs cannot reverse the eccentric loading quickly enough to take advantage of the serial elastic component of muscle and the stretch reflex phenomenon. The result is a jump that is dependent on strength and devoid of power. In this case, the athlete will spend a long time on the ground.

Coach and athlete should work to find the proper height—one that lets the athlete maximize the height jumped and also achieve the shortest amortization phase. A recent study supports this contention because it found that as drop jump height increased there was a subsequent increase in quadriceps activation. However, when the study participant dropped from 60 centimeters (about 2 feet), the ground contact time increased during the takeoff phase. In addition, the highest drop heights increased the peak vertical ground reaction force and resulted in a straighter knee when landing. The study authors argued that the altered muscular activation and movement patterns of the knee at the highest depth jump height diminished the effectiveness of plyometric training and increased the potential risk for knee injury.

The following procedure outlines one method described by many authors for determining maximum height for the depth jump:

The athlete is measured as accurately as possible for a standing jump-and-reach. (For the standing jump-and-reach, suspend an object overhead or mark a target on a wall. The athlete stands with feet shoulder-width apart then squats slightly and explodes up, reaching for the object or target. The athlete should not step before jumping.)The athlete performs a depth jump from a box at a height of 24 inches (61 cm) for males or 18 inches (46 cm) for females, reaching as high as he or she can after takeoff, trying to attain the same height as measured for the standing jump-and-reach in step 1. (If the athlete cannot attain this height, see the note at the end of this procedure.)If the athlete successfully executes this task, the athlete may move to a higher box. The box height should be increased in 6-inch (15 cm) increments.Repeat steps 2 and 3 until the athlete fails to reach the standing jump-and-reach height. The previous box height then becomes the athlete’s starting point for this drill.

Note: If the athlete cannot reach the standing jump-and-reach height from a 24- or 18-inch box, the height of the box should be lowered, or depth jumping should be abandoned for a while in favor of strength development. If the athlete cannot rebound from a basic height of 24 or 18 inches, the athlete probably does not have the musculoskeletal readiness for depth jumping.


Read more from Plyometrics by Donald A. Chu and Gregory Myer.

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Training for an 8K or 10K race

Human Kinetics Publishers, Inc.

Three training schedules are provided to prepare you to race your best at 8K or 10K. Each training schedule is twelve weeks in duration. Simply select the schedule that starts closest to your current training mileage.

This schedule is for runners who have been training 25 to 35 miles per week. If you have been running fewer than 25 miles per week, you should follow the base-training schedule in chapter 8 for building up to 30 miles per week before attempting this schedule. The schedule starts at 30 miles per week and gradually builds up to 42 miles with three weeks to go before your goal race. The training then tapers so you are fit and refreshed for race day.

This schedule is for runners who have been training 40 to 50 miles per week. If you have been running fewer than 40 miles per week, follow the base-training schedule in chapter 8 for building up to 45 miles per week before attempting this schedule. This schedule starts at 45 miles per week and gradually builds up to 57 miles with three weeks to go before your goal race. The training then tapers so you are fit and refreshed for race day.

This schedule is for runners who have been training 55 to 65 miles per week. If you have been running fewer than 55 miles per week, follow the base-training schedule in chapter 8 for building up to 60 miles per week before attempting this schedule. This schedule starts at 60 miles per week and gradually builds up to 76 miles with three weeks to go before your goal race. The training then tapers so you are fit and refreshed for race day.


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Sunday, March 29, 2015

Learn to isolate and contract the pelvic pyramid

Human Kinetics Publishers, Inc.

This is an excerpt from Total Control by The Women’s Health Foundation.


The objectives of the pelvic pyramid isolation exercises are to:

Isolate and contract the pelvic pyramid (TVA, PFM, and multifidus), without the substitution of global muscles, while maintaining normal breath pattern.Sustain engagement of the pelvic pyramid muscles over a period of time and/or during integrated movement exercises.Contract the transversus abdominis (TVA), pelvic floor muscles, and multifidus as a unit in different positions, including supine, prone, sidelying, sitting, and standing.

TVA activation feels very gentle, more like a subtle tightening, or "cinching," inward of the abdominal wall rather than a forceful contraction. The TVA muscle spans the torso like a corset, wrapping from the spine and the ribs forward to the midline of the body. This tightening action might be felt by using a particular landmark in the lower abdominal area (described in the following section). Activation of the TVA does not produce visible motion, so the pelvis and lower back remain still. The abdominal wall should not bulge outward, and the buttocks and thighs should stay relaxed. Remember, TVA muscle activation is meant to help stabilize the torso prior to limb movement.

Imagery may be the most helpful tool when attempting to activate this muscle. The images developed using ultrasound include the following:

Visualizing a corset around the waist.Imagining the abdominal wall is a trampoline and people are standing on the trampoline. Now, imagine pulling the trampoline canvas away from their feet, just slightly.Imagining a resistance band around the torso tensing gently inward.

Touching a targeted area of the body sends a message to the brain to "go there." It helps establish and maintain a connection between the sensory and motor neurons. When you touch a certain area on the abdominal wall, you may increase the likelihood of proper TVA activation. This phenomenon is called touch training or touch cueing. Touch training using body landmarks is used to effectively teach the pelvic pyramid exercises.

Using the second and third fingers, locate the hip bones, or ASIS (anterior superior iliac spine). Move flattened fingertips 1 - 2 inches toward the midline and 1 inch down toward the pubic bone. If you move any further midline than 1 - 2 inches, you will likely palpate the rectus abdominis rather than the TVA.

Touching this landmark may also provide feedback about whether the muscle is properly activated. Because TVA activation produces an inward cinching of the abdominal wall, the abdominal wall should not press outward toward the fingers, nor should there be a sensation of bearing down. These are common mistakes, usually caused by overdoing it.

Concentrate and focus on the imagery previously described and not on "trying to feel my TVA with my fingers!" The fingers on the landmarks are primarily for the purpose of sending feedback to the brain about the region of focus. It can be discouraging to keep searching for the perfect contraction, so instead focus on the words: gentle, subtle, corseting, trampoline, and resistance band. Our experience with ultrasound imaging and reports from our physical therapy advisors show that these specific cues increase the chances of success. Breathe normally and be patient! Avoid moving the fingers around, which can be distracting. Continue to be mindful of the cues. TVA exercises often require days and weeks of diligent imagery practice before the brain gets reacquainted with this important neural pathway.




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Cisco Expands Certification Portfolio: Collaboration, IP Voice, Digital Video by News Editor

by News Editor

February 17, 2015

“Creating an exceptional collaboration experience is key to driving measurable business outcomes, especially as the workforce continues to transform.”

SAN JOSE, Calif., Feb. 17, 2015—Collaboration across organizations and ecosystems is a necessary and critical component for business success and innovation. To ensure organizations are able to harness the power of collaboration tools, Cisco is announcing an expansion of its collaboration certification portfolio that will enable learners to get trained on how to deploy collaboration most effectively within their organizations.

As the workplace continues to evolve, and consumers expect to be able to work seamlessly from anyplace at any time while remaining deeply integrated with their remote teams, new collaboration technologies and end points continue to proliferate in number and variety. As a consequence, voice and video job roles are converging, making the need for properly trained collaboration engineers critical to success.

According to Tejas Vashi, director, product strategy and marketing, Learning@Cisco, Cisco Services, “For many professionals, work is no longer a place where you go, it’s where you are, who you are, and what you want to accomplish. Keeping up with the pace of change, and the rapid, continuous evolution of job roles and skills, is essential to business success. The new certifications are specifically targeted at addressing the convergence of voice, video, data, and mobile applications in mid-sized to large networks utilizing Cisco collaboration solutions. The certifications being announced today are designed to enable IT personnel to both add value with their skillsets and influence the way their employers work.”

The Collaboration Certification portfolio will now include an associate level and professional level, offering a complete career path for collaboration, voice, and video network engineers who want to enhance their skills to embrace the new way of working. Cisco’s expertise in providing collaboration solutions and training will prepare engineers to deploy collaboration systems and services that increase user productivity, improve the experience for end users, and provide a seamless user experience. This expands on the previously available Expert level certification, and addresses the needs of the changing workforce.

CCNA Collaboration and CCNP Collaboration Certifications:

The Cisco Certified Network Associate (CCNA) and Cisco Certified Network Professional (CCNP) Collaboration certifications address the convergence of voice, video, data, and mobile applications in mid-sized to large networks utilizing the latest Cisco collaboration solutions.The addition of the associate- and professional-level certifications accompany the existing Cisco Certified Internetwork Expert (CCIE) Collaboration certification, offering a complete certification career path for individuals who are responsible for the design, implementation, and troubleshooting of Cisco collaboration solutions.The certification updates announced today mirror the industry’s transformation of voice and video-only positions becoming a thing of the past as they rapidly evolve into a single, more comprehensive role.The certifications are specifically aligned to the job tasks of collaboration engineers implementing, configuring, deploying, and troubleshooting simple and advanced collaboration and communications infrastructures.

Cushing Anderson, program vice president for project-based services research, IDC, explained, “Creating an exceptional collaboration experience is key to driving measurable business outcomes, especially as the workforce continues to transform. Following technology innovation in the collaboration space with comprehensive staff education and certifications will ensure organizations are getting the most from every IT staff member, as well as the technical systems they direct.”

For more detailed information, please visit http://mkto.cisco.com/collaborationcert.html. A demo of new eLearning for the CCNA Collaboration curriculum, Implementing Cisco Video Network Devices, Part 1 (CIVND1) v1.0, is available now on the Cisco Learning Network Store 

Cisco (NASDAQ: CSCO) is the worldwide leader in IT that helps companies seize the opportunities of tomorrow by proving that amazing things can happen when you connect the previously unconnected. For ongoing news, please go to http://thenetwork.cisco.com. Topics Covered

Emerging Topics, Learning Media, Mobile Learning, Professional Development, Social Media


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Training Officer

Training Officer Cheshire

We are looking for candidates who can support the full learning cycle from design through to delivery and evaluation.

Your role will be to provide comprehensive training and support to the business enabling managers to focus on Performance Management across their teams and deliver and facilitate engaging and output-focused training courses.

You will have:

· Experience of rolling out a Management Programme, focused on developing first line managers on performance management across their teams

· Experience of the design and delivery of training around performance, absence and behaviour

Some travel will be required to company sites.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

LocationCheshireSalaryUp to £32,000DurationPermanentReference13171 JKCCBContact NameRecruiters

We are looking for candidates who can support the full learning cycle from design through to delivery and evaluation.

Your role will be to provide comprehensive training and support to the business enabling managers to focus on Performance Management across their teams and deliver and facilitate engaging and output-focused training courses.

You will have:

· Experience of rolling out a Management Programme, focused on developing first line managers on performance management across their teams

· Experience of the design and delivery of training around performance, absence and behaviour

Some travel will be required to company sites.

If you are interested in this HR role please apply by clicking on the link below or contact Ashley Kate HR for further details.

Ashley Kate HR specialise exclusively in HR recruitment, nationwide for temporary, contract and permanent HR roles. We give equal priority to our candidate and client relationships and ensure we deliver a highly professional HR consultancy service at all times.

To find out more about us please visit our website at http://www.ashleykatehr.com/
Join the Ashley Kate HR LinkedIn group at http://linkd.in/HRProfessionalsNetworkUK
And follow us on Twitter at http://www.twitter.com/AshleyKateHR

Ashley Kate HR operates as a Recruitment Agency for the provision of permanent candidates and as a Recruitment Business for the provision of temporary candidates.

Apply now


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Training & Competence Specialist

Training & Competence Specialist City of London

A leading, city based financial services firm has a new, urgent, requirement for a Training & Competence Consultant with experience of rolling out Senior Manager Regime training to join them on a long term contract basis. Reporting into the Head of Training, the role will focus on the following:


- Work with key stakeholders to ensure that the bank implements the FCA's new regulatory regime to a consistent standard including: Senior Manager's Regime, Certification Regime and Conduct Rules

- To assist the bank in implementing the new FCA Regulatory framework for Individuals in accordance with regulations.

- To help embed T&C procedures and establish appropriate training for relevant staff and in supervisory roles.


This is a 12 month contract, paying up to £70,000 with an immediate start. Candidates must have experience rolling out FCA competence training previously and ideally have experience specifically with Senior Manager's Regime, Certification Regime and Conduct Rules. To be considered, please apply with an updated CV as soon as possible.

SR Group is acting as an Employment Business in relation to this vacancy.

LocationCity of LondonSalary£60000 - £70000 per annumDuration12 monthsReferenceKA/6070TCContact NameKunaal Arora

A leading, city based financial services firm has a new, urgent, requirement for a Training & Competence Consultant with experience of rolling out Senior Manager Regime training to join them on a long term contract basis. Reporting into the Head of Training, the role will focus on the following:


- Work with key stakeholders to ensure that the bank implements the FCA's new regulatory regime to a consistent standard including: Senior Manager's Regime, Certification Regime and Conduct Rules

- To assist the bank in implementing the new FCA Regulatory framework for Individuals in accordance with regulations.

- To help embed T&C procedures and establish appropriate training for relevant staff and in supervisory roles.


This is a 12 month contract, paying up to £70,000 with an immediate start. Candidates must have experience rolling out FCA competence training previously and ideally have experience specifically with Senior Manager's Regime, Certification Regime and Conduct Rules. To be considered, please apply with an updated CV as soon as possible.

SR Group is acting as an Employment Business in relation to this vacancy.

Apply now


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Running Form Drills

Your running style is determined by your biomechanics, including the length of your bones, your muscle and tendon flexibility, the strength and endurance of various muscles, and the coordinated contraction pattern of your muscles and the resulting movement of your limbs. Because everyone has a unique physical makeup, there is no ideal or perfect form.

Because running form is determined by your unique makeup, the best way to achieve a more-efficient form is by performing the flexibility and strength training exercises outlined earlier in this chapter. Stride length, for example, is almost always determined naturally by your physiological make-up and is best improved by increasing strength and flexibility. To take another example, excessive forward lean at the waist can be overcome by strengthening the gluteal and abdominal muscles. And trunk instability can be improved through the various core exercises provided in this chapter as well.

But there’s something else you can do to improve your form and, therefore, how efficiently you run. You’ve probably seen sprinters doing various combinations of high-knee running, butt kicks, skipping, and so on. Well, several of these drills are great for distance runners too. First, these exercises can improve your coordination and running form. Second, they lead to gains in strength endurance that can allow you to maintain your stride length throughout a race. Drills up a moderate slope provide even greater resistance. By concentrating on a high knee lift; a complete toe-off; good arm drive; a relaxed neck with the head positioned over the body; relaxed shoulders, arms, and hands; minimal vertical movement (not bouncing with each stride); and an upright posture (not leaning too far forward), you will improve your ability to hold good running form and maximize your running efficiency. When you consider how even a slight flaw in your form will be magnified over the course of a marathon, and when you add the likely scenario of your form, no matter how good, faltering in the last few miles of a marathon, it should be obvious why working to streamline your running technique will help you be a faster marathoner.

When doing drills, the key is to exaggerate various aspects of the running stride and to concentrate on maintaining your form as you begin to fatigue. This attention to various aspects of the running gait will, over time, become ingrained, and pay dividends late in your marathon.

There are endless drills you could do; we’ve selected four that will significantly help your marathoning. They’ll help you maintain your stride length and lessen your ground-contact time, two aspects of running form that can deteriorate with lots of relatively slow marathon training.

You should do drills when you are warmed up but still fresh—there is no use trying to improve your coordination and technique when you are already tired. You’ll notice benefits if you do them regularly, at least once, and preferably twice, per week. A good way to easily incorporate drills into your routine is to do them before a session of striders and before harder workouts such as tempo runs and V?O2max sessions.

Perform the drills as a circuit; that is, do one repetition of each, and then repeat the sequence. Do one repetition of each drill for 15 to 20 meters, and rest before the next one by walking back to the starting point. Visualize yourself completing the drill perfectly.

Skip March Walk

How to do it:

Begin by walking slowly forward on the balls of your feet using small steps.

Raise one knee to hip level so that your thigh is parallel to the ground.

Rise on the toes of the other foot, straightening your back leg.

Your trunk should be held upright, with your chest out and shoulders back.

Keep your head still and neck relaxed.

Swing your arms forward and back in an exaggerated running motion.

Keep your shoulders, arms, and hands relaxed.

Skip March Run

How to do it:

Adopt the same start posture as for skip march walk.

Follow the same movements as for skip march walk, but increase your leg and arm drive to a moreexaggerated skipping motion.

Kickout

How to do it:

Walk forward slowly on the balls of your feet.

Raise one knee (photo a), and as the knee approaches hip level, straighten the knee to nearly full extension. (Your leg will end up nearly horizontal.)

Allow your momentum to carry your body forward (photo b), and hop on your back leg before stepping forward (photo c) to repeat with the other leg.

Hold your trunk upright, with your head still and your arms swinging forward in a normal running motion.

As you become more adept at the movement over time, progress from walking to jogging while performing the kickouts.

Fast Feet

How to do it:

In this drill, you run by taking short steps as quickly as possible.

Stay on the balls of your feet at all times, and use a rapid arm movement.

Don’t lean too far forward. Try to keep your trunk upright and your head still.

Aging and running each places its own demands on our bodies. Understanding their interrelated effects will help you plan your training and set your goals. You’ll be able to remain optimistic but also realistic. If you’re just starting a training program, you should always check with your physician first.


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Book Review: The Accidental Instructional Designer, by Cammy Bean by Bill Brandon

“This book will serve as your guardian angel, as long as you take the great advice that Cammy Bean is offering and don’t let it just collect dust on the shelf. She has done a marvelous job of expanding that short article in 2012 into an outstanding guide to help you never stop being a happy accident. I predict readers will love it even more than they love the article that sparked it.”

On January 9, 2012, we published a short article by Cammy Bean: “The Accidental Instructional Designer.” She based it on a blog post she had written a month or so before. Clearly written from her experience, it was sincere and dead-on perfect advice for beginners. We knew it was good.

What we didn’t expect was just how much readers were going to love it.

In the two-and-a-half years since publication, Cammy’s article has continued to get new readers and new “thumbs-up” from those readers. It is in the top 1.5 percent of all the articles we have published since 2002, both for readers and for appreciation. That little article still gets 500 to 600 readers a month.

So now, Cammy has turned that short little article into a 202-page book by expanding the key points and adding even more content and help. She says, “Much of this book is geared toward the new practitioner—the recent accident.” This is just my opinion, but she’s being modest. If you’ve been an instructional designer for quite a while, if you’re a “one-person shop,” if you manage a team of instructional designers, if you’re looking for some new ideas to re-charge your passion, The Accidental Instructional Designer is going to be a good read for you.

The 202 pages break down into three parts. Each one provides key insights into the instructional-design profession.

Part one covers the “Big Picture.” It’s short—just two chapters. The first chapter explains the eLearning Pie. If you have a need to help others (for example, decision makers) understand what it takes to make eLearning that works, Cammy offers an effective way to explain the four BIG skill sets that are involved. You can sketch it on the back of an envelope, a napkin, or on your iPad. Cammy also uses another model, the T-shaped model, to help readers understand how to deal with those big skill sets. One of the important takeaways for Part 1 is “Know Your Sweet Spot, Know Your Weakness.” You will also read about the CBT Lady, a not-so-funny cautionary tale about how people see instructional designers and our work. Cammy gives you a set of key questions, the answers to which will keep you from becoming That Person.

Part two is a practical journey covering the essentials of the instructional-design trade, from working with subject matter experts (SMEs) to the common core knowledge (theory, best practices, and yes, name-dropping) involved in communicating with your fellow designers. This is the part of the book where I think even folks who have been in the instructional design trade for a few years, and who don’t think of themselves as beginners, can pick up a few pointers. In addition, if you are a manager of instructional designers, Part two is actually a good guide to topics you want to make sure your development plan for your staff covers. And finally, if you are new to this business, or if you are aware of your weaknesses (see Part one), and you are headed to a conference (say, one of the ones The eLearning Guild hosts), you could use the nine chapters in Part two to help you identify the concurrent sessions that would most benefit you by attending.

Part three, only one chapter, provides pointers to help the reader move forward to make a career of intentional instructional design. From networking online and at conferences, to reading and developing a habit of constant exploration of new things, this chapter is short, but a great compilation of resources follows it.

This book will serve as your guardian angel, as long as you take the great advice that Cammy Bean is offering and don’t let it just collect dust on the shelf. She has done a marvelous job of expanding that short article in 2012 into an outstanding guide to help you never stop being a happy accident. I predict readers will love it even more than they love the article that sparked it.

Bean, Cammy. The Accidental Instructional Designer: Learning Design for the Digital Age. Alexandria: ASTD Press, 2014.


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Saturday, March 28, 2015

Explore the emerging issues of law and sport marketing in social media

Human Kinetics Publishers, Inc.

In this section, we consider several emerging issues at the intersection of the law and sport marketing.

In 2012 Nike became the first company in the United Kingdom to have a Twitter campaign banned after the UK’s Advertising Standards Authority (ASA) decided that its use of the personal accounts of soccer star Wayne Rooney violated rules for clearly communicating to the public that his tweets were advertisements.140 Nike, who had an endorsement deal with Rooney, ran the Twitter campaign as part of its wider Make It Count advertising campaign. Rooney’s tweet, which went out to his 4.37 million followers, said: "My resolution - to start the year as a champion, and finish it as a champion . . . #makeitcount gonike.me/make it count." As stated by the ASA, "We considered that the Nike reference was not prominent and could be missed. We considered there was nothing obvious in the tweets to indicate they were Nike marketing communications."141

For sport marketers, ranging from sport organizations to athlete representation firms to sponsors, the regulations that govern the commercial use of social media are an area of growing concern. The Rooney example illustrates the effect of the UK’s ASA. The corresponding authority in the United States is the Federal Trade Commission (FTC), and it too has focused increasing attention on the issue of athletes’ use of social media when used to promote endorsement deals.

In 2010 the FTC published new guidelines for companies and athletes seeking to leverage social media to promote products and services with the enactment of its Guides Concerning the Use of Endorsements and Testimonials in Advertising.142 The new Guides clarify that celebrities, including athletes, have a duty to disclose their relationships with companies when making endorsements outside the context of traditional advertising in which the audience would not otherwise reasonably expect that a financial connection exists between the athlete and the advertiser. As examples, the Guides include (illustrated here in the context of athletes) whether the athlete is compensated, whether the company provided the product or service to the athlete for free, the length of the relationship between the company and the athlete, the extent of the athlete’s previous receipt of products or services from the company or the likelihood of future receipt of such products or services, and the value of the items or services received by the athlete.

The new Guides also offer additional guidance by listing nine hypothetical examples. The third hypothetical presented in the Guides is relevant to sport figures, because it discusses an appearance by a well-known professional tennis player on a television talk show. In the hypothetical example, the show host compliments the player on her recent solid play. The player responds by crediting her improved play to her improved vision, the result of laser vision correction surgery done at a clinic that she identifies by name. The player raves about the ease of the procedure, the kindness of the eye doctor, and other benefits, such as the ease of driving at night. The player does not reveal that she has a contractual relationship with the eye doctor to speak positively about the eye company in public settings, but she does not appear in any broadcast commercials for the company. This hypothetical states that the weight and credibility of the player’s endorsement is adversely affected because consumers are unaware of the contractual relationship that the player has with the eye doctor. The Guides thus direct that an athlete in this situation must disclose the relationship.

The hypothetical continues but alters the facts to analyze the player’s discussion of the eye doctor on a social media site. Assume that instead of speaking about the clinic in a television interview, the tennis player touts the results of her surgery, mentioning the clinic by name, on a social networking site that allows her fans to read in real time what is happening in her life. Given the nature of the medium in which her endorsement is disseminated, consumers might not realize that she is a paid endorser. Because that information might affect the weight that consumers give to her endorsement, her relationship with the clinic should be disclosed.143

Companies using athletes as an endorsement vehicle need to remember the underlying rationale of the Guides - that consumers have a right to know when they are being subjected to a sales pitch. Although the Guides do not address every potential scenario involving companies’ use of athletes, endorsements, and social media, they provide a framework for recommendations that these companies, as well as sport organizations, athletes, and their agents, should be aware of before engaging in marketing campaigns using social media.

Among other measures, companies should provide training and guidance to their athlete endorsers about how to use social media in a manner that adheres to the Guides. Such measures will best address the joint liability to both parties that may arise under the act. For instance, with respect to Twitter, it is recommended that endorsers end their tweets with, depending on the situation, #ad, #spon (short for "sponsored by"), or #samp (short for "free samples provided") so as to inform consumers truthfully.144

A growing trend among professional and high-profile amateur (Olympic) athletes is seeking trademark protection of their names, slogans, or catch phrases associated with them.145 Players use the benefits of trademark law not only to assert ownership and control over their trademarked names and slogans but also to generate ancillary revenues by licensing the use of these marks on all types of commercial products and services. Noted examples include the NBA’s Jeremy Lin’s trademarking of the word "Linsanity"; Terrell Owens’ trademarking of the phrase "Getcha popcorn ready," a phrase that he coined when he was acquired by the Dallas Cowboys in 2006; American Olympic swimmer Ryan Lochte’s trademarking of his odd catchphrase "Jeah," which he explained as having been ripped from rapper Young Jeezy’s often-used expression "Chea!"; and Tim Tebow’s trademark registration for the image of "Tebowing," whereby he kneels with his fist to his forehead as though in prayer.146

Lawyers who handle intellectual property matters for athletes say that the practice of trademarking names and phrases has accelerated recently as athletes seek to extend their brands into the entertainment world.147 Furthermore, with the explosive growth of social media, trademarking an athlete’s name gives the athlete and his or her legal team greater ability to control how the trademark is used and on what products or services, as well as monitor for unauthorized uses, ultimately enhancing the overall value of the athlete’s brand.

One of the most hotly contested legal issues facing marketers of college sports, the NCAA, and the manufacturers of sport video games has been the use of likenesses of current and former student-athletes, notably in EA Sports video games, which the athletes have alleged is a violation of their right of publicity. In 2009 Sam Keller, a former student-athlete and quarterback for Arizona State University and the University of Nebraska, filed a class-action lawsuit against Electronic Arts, the NCAA, and the Collegiate Licensing Company (CLC) in the United States District Court Northern District of California. He sued EA for using his likeness without his consent and the NCAA and CLC for facilitating that use.148 Keller also claimed that the use of his likeness and the likenesses of other student-athletes violated NCAA bylaw 12.5, which prohibits the commercial licensing of the "name, picture or likeness" of athletes at NCAA-member institutions.149 Keller’s proposed class consisted of all student-athletes whose likenesses had been used without their consent in the NCAA Football and NCAA Basketball video games. The complaint alleged that EA’s unauthorized use of his likeness deprived the college football athletes of their statutory and common law right of publicity.150 In December 2010 the Keller class action was consolidated with another class action brought against EA and the NCAA by former UCLA student-athlete and basketball player Ed O’Bannon.151 The O’Bannon complaint, asserting the legal rights of former collegiate players, included antitrust claims against the NCAA that were dismissed, but Keller’s right of publicity claims against EA survived. EA has argued that it does not use student-athlete likeness or, alternatively, that any use of athlete likenesses are protected expression under the First Amendment. In September 2013, EA Sports agreed to pay a reported $40 million to settle the O’Bannon/Keller right of publicity lawsuit.152 The settlement was undoubtedly spurred by an earlier 3rd Circuit Court of Appeals decision in the Hart vs. Electronic Arts Sports case discussed below. The O’Bannon/Keller right of publicity lawsuit against the NCAA is still pending.

The use of collegiate player names and stats has also now expanded to include fantasy sports. In 2008 CBSSports.com announced plans to host a fantasy college football game using the names and statistics of current student-athletes.153 Although the move raised eyebrows in the college sports community because it was the first fantasy game to use actual player names, the NCAA decided not to intervene to stop the game "because of the added exposure fantasy sports can bring the student-athlete," and, according to the NCAA president at the time, Myles Brand, because "the right of publicity is held by the student-athletes, not the NCAA."154 The NCAA’s decision not to seek to protect the intellectual property rights of current student-athletes raised concerns about the marketing and legal implications resulting from the rapid evolution of licensing the images of amateur athletes for use in commercial purposes. In 2009 the NCAA Task Force on Commercial Activities responded to the growing problem and recommended that member institutions address commercial activity on a campus-by-campus basis. The case also raised the lingering issue of whether the names of amateur athletes and their statistics are already in the public domain and therefore do not need a license to be used in fantasy sports.




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Learning & Development Officer, Maternity Cover (up to 12 months)

Learning & Development Officer, Maternity Cover (up to 12 months) Windor, Berkshire

Purpose of Role
The L&D Officer will support service delivery through the design, implementation and delivery of practical training programmes for new and existing employees across the business and support implementation of business strategy.

Key areas of role and responsibilities:

Coordinate training plans across the business for new and existing employees;Carry out training needs analysis (TNA) as requested (by project office, line managers, senior managers and directors) and identify learning needs for roles across the business (including system builds and projects);Design, build and deliver training interventions to suit training needs identified across the business;Plan and deliver generic induction training plan(s) to new employees;Deliver skills based training (including generalist induction courses) to customer services and sales roles within the online “Express products/services” teams;Facilitate training sessions where delivery subject is not familiar (using a subject matter expert within the business team to assist with delivery and / or technical content);Deliver regulatory / legal training in accordance with business strategy (Anti-Money Laundering / Data Protection)Ensure timely and accurate general administration and record keeping of training activities on ADPDuties & Responsibilities

Implementation and Delivery:

Training Plans

To create and communicate training plans for frontline customer service team, private client services team (in-bound sales and dealing) and operations & payments (back-office) teams;

Customer Services

To deliver practical Customer Service training sessions to best practice standards (e.g. CIPD) through one-to-one or group sessions (for both frontline Customer Service and Operations based staff)

Sales (including Dealing)

To deliver generic sales training for Corporate Express and Private Client Services teams (e.g. Revenue generating teams)

Induction Training

To deliver initial induction/orientation training for all new startersTo coordinate and deliver new starter programme courses during in accordance with the agreed SLA’s To ensure all relevant training milestones and activity is completed to agreed standards

Regulatory / Legal Training

To support the delivery of AML (Anti Money Laundering) and DP (Data Protection) training and any associated regulatory training as required for different parts of the businessTo support HR with the delivery of required HR legislative training to management teams

Record Keeping

To maintain a Learner Management System (LMS) via ADP systemsTo keep timely and accurate records of all training completed

Skill and Expertise

CIPD (Certificate in Training Practice) or equivalent training qualificationPrevious experience working within the financial services sector (FS / banking / insurance / FX payments)Previous experience working for a SME within a L&D training role (delivery)Confident and articulate presentation skills / group training (up to 10 people per session)Ability to work with minimal supervisionAbility to build effective relationships with team members and managementAn in depth knowledge of L&D gained through both experience and understanding of current theories

About HiFX
HiFX provides unrivalled foreign exchange and international payment services to businesses and private individuals around the globe. To date we have transferred over £100 billion on behalf of our clients and are one of the world’s leading foreign currency specialists – trusted by over 5,000 companies from 100 industry sectors and assisting 75,000+ private individuals each year. For more information about our products and services please visit www.hifx.co.uk

We remain passionate about what we do and our people are at the centre of everything that we do. HiFX currently employs 210+ employees across its offices spanning the UK, Europe and Australasia.

We believe that we have a compelling employment proposition, offering attractive salaries, benefits and opportunity for career development. HiFX is proud to feature amongst the UK’s best companies to work for in 2006/07/08 and 2014.

Interested?

Please submit your CV and covering letter to our in-house recruitment team via the 'Apply now' link below.

LocationWindor, BerkshireSalary£26,000-£30,000 per annum, up to 20% bonus + benefitsReferenceHiFXLDOContact NameRecruitment

Purpose of Role
The L&D Officer will support service delivery through the design, implementation and delivery of practical training programmes for new and existing employees across the business and support implementation of business strategy.

Key areas of role and responsibilities:

Coordinate training plans across the business for new and existing employees;Carry out training needs analysis (TNA) as requested (by project office, line managers, senior managers and directors) and identify learning needs for roles across the business (including system builds and projects);Design, build and deliver training interventions to suit training needs identified across the business;Plan and deliver generic induction training plan(s) to new employees;Deliver skills based training (including generalist induction courses) to customer services and sales roles within the online “Express products/services” teams;Facilitate training sessions where delivery subject is not familiar (using a subject matter expert within the business team to assist with delivery and / or technical content);Deliver regulatory / legal training in accordance with business strategy (Anti-Money Laundering / Data Protection)Ensure timely and accurate general administration and record keeping of training activities on ADPDuties & Responsibilities

Implementation and Delivery:

Training Plans

To create and communicate training plans for frontline customer service team, private client services team (in-bound sales and dealing) and operations & payments (back-office) teams;

Customer Services

To deliver practical Customer Service training sessions to best practice standards (e.g. CIPD) through one-to-one or group sessions (for both frontline Customer Service and Operations based staff)

Sales (including Dealing)

To deliver generic sales training for Corporate Express and Private Client Services teams (e.g. Revenue generating teams)

Induction Training

To deliver initial induction/orientation training for all new startersTo coordinate and deliver new starter programme courses during in accordance with the agreed SLA’s To ensure all relevant training milestones and activity is completed to agreed standards

Regulatory / Legal Training

To support the delivery of AML (Anti Money Laundering) and DP (Data Protection) training and any associated regulatory training as required for different parts of the businessTo support HR with the delivery of required HR legislative training to management teams

Record Keeping

To maintain a Learner Management System (LMS) via ADP systemsTo keep timely and accurate records of all training completed

Skill and Expertise

CIPD (Certificate in Training Practice) or equivalent training qualificationPrevious experience working within the financial services sector (FS / banking / insurance / FX payments)Previous experience working for a SME within a L&D training role (delivery)Confident and articulate presentation skills / group training (up to 10 people per session)Ability to work with minimal supervisionAbility to build effective relationships with team members and managementAn in depth knowledge of L&D gained through both experience and understanding of current theories

About HiFX
HiFX provides unrivalled foreign exchange and international payment services to businesses and private individuals around the globe. To date we have transferred over £100 billion on behalf of our clients and are one of the world’s leading foreign currency specialists – trusted by over 5,000 companies from 100 industry sectors and assisting 75,000+ private individuals each year. For more information about our products and services please visit www.hifx.co.uk

We remain passionate about what we do and our people are at the centre of everything that we do. HiFX currently employs 210+ employees across its offices spanning the UK, Europe and Australasia.

We believe that we have a compelling employment proposition, offering attractive salaries, benefits and opportunity for career development. HiFX is proud to feature amongst the UK’s best companies to work for in 2006/07/08 and 2014.

Interested?

Please submit your CV and covering letter to our in-house recruitment team via the 'Apply now' link below.

Apply now


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Baserunning Drills

Human Kinetics Publishers, Inc.

Baserunning is a fundamental of the game that incorporates many facets that players can work on no matter what their running speed. Coaches of young players often do not work with their teams on this part of the game. Running the bases is an art. If coaches teach baserunning correctly, they will increase the ability of their players to steal bases and take extra bases. Fast base runners force fielders to throw to another base because the runner got there quicker than the fielder expected. In the field, faster players are able to get to and catch more balls. Before working on baserunning, coaches need to teach young players how to run properly and have them run every day to get faster. Speed and agility training is an important part of helping young players develop their athleticism. After a young player has developed his athleticism, all the facets of baserunning become a lot easier. Most of the time players cannot develop athleticism by playing baseball. This should be a priority when it comes to helping young players run the bases better.

To work on running and running the bases, your warm-ups in practice and before games need to be organized around running. Running needs to become a habit for young players. You can begin and end practices with fun running drills and games. Keep in mind that you always want to end practices with a competitive and fun activity because the last thing they do is what they remember. You want them remembering that practice was fun so that they learn faster.


Coaches should talk to track coaches to learn the proper running techniques so that they can help their players run better. Track coaches can teach the techniques and drills that allow players to perfect their running.


A few things need to be taught to help with all facets of baserunning. First is the ability to move quickly from one spot to another. This art is used in baseball and in many other sports. It begins with the hip turn, pushing off one foot and going. This turn will help runners and fielders. In this technique, players turn their hips as quickly as possible, keep the feet low to the ground, and turn on the angle that they need to run. The hip turn helps them move their feet faster. As they turn their hips and their feet touch the ground, they push off with the back foot. This turn can be practiced in warm-up drills, as we explain in the following drills.

You can use this drill at the end of practice for a fun game. Work on baserunning and make it a natural instinct. Plus it is competitive and fun for the players.

BasesSix cones or plastic milk cartons with water in them

Divide players equally into two teams. Make it fair by having the same amount of speed on each team. When you give them the order, mix them up. Don’t place all the fast players first. Place half the team at home plate and the other at second base. Place a cone before and after each base. When the runners run around the bases, they go around the first cone and inside the second cone. This will help them understand how the bases are run.

On the whistle, the first runner at each base begins to run around the bases until he gets all the way back to the base where he started. When he touches that base, the next runner goes.The team to get around the bases first is the winner. You can play best of three or five, however you like. Winners get two baseball cards and the losers one.Make sure they run the bases correctly. If incorrect, send the runner back.Also, make this the end-of-practice drill because players will be warmed up.

This drill teaches players to be aggressive on their secondary lead, get a good jump, read where the ball is, and continue to third. As described earlier if an outfielder has to move to the right or left more than one step, the runner continues to third base. He will not be able to advance to third if he does not get a good secondary lead and is not moving as the ball enters the hitting area.

Three basesBaseballsHelmetsBat

Number of Players

6 to 12

Setup

Place players at catcher, pitcher, first base, second base, shortstop, third base, and in each outfield position. Place a hitter at home plate with a helmet, tracking the pitches. Have a runner on first base, a pitcher on the mound who delivers the ball to the catcher, and a runner at first.

Procedure

The pitcher keeps the runner close to the base. He can go home or pick to first.If the pitcher goes home, the runner on first takes his secondary lead.As the ball crosses the hitting zone, a coach hits the ball to the outfield.The runner decides whether to go to third or not.The defensive players work as they do in a real game.Sliding, tags, and relays all occur as they do in a game.The batter - runner stays at first. The runner on first who went to second or third goes in to hit. Players keep rotating.

Coaching Points

Watch how the defense reacts.Watch to see how the runners react.If they do something incorrectly, you might want to repeat the play so that they feel the right way to do it.A common mistake is not running full speed all the way until the outfielder fields the ball cleanly and has the ball in his throwing hand. Most runners stop, assuming that the outfielder will field the ball or that the transfer to the throwing hand is easy. Fear stops most runners from being aggressive, so they must be encouraged in practice to take chances.

Variation

From this, you can let the hitter run as if he hit the ball. You go to the next phase of the situation, which is holding the runner at first if the runner gets to third or holding the runners at second and first. This becomes a baserunning drill as well as a defensive drill.




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