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EAPM Newsletter – May 2019

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EAPM Newsletter – May 2019 Newsletter May 2019 Welcome from the EAPM Congress 2019 NVP, The Netherlands: Hype or Trend? EAPM President in Slovenia Microlearning is here to stay Page 2 Page 4 Page 12 INSIDE Welcome from the EAPM President ............................2 HR Norge: A need to develop interpersonal skills .....20 Editorial .......................................................................3 AIDP, Italy: GET UP: Innovative training to challenge gender stereotypes ...................................22 29th EAPM Congress ..................................................4 International HR day ..................................................24 NVP, The Netherlands: Hype or Trend? Microlearning is here to stay......................................12 The CIPD’s vision for a Profession for the Future .............................................................25 CIPD UK – Learning must be closer to the organization .....................................................14 New Directions in L&D: Research and Practice Round Up .............................27 BAPM – A1 Bulgaria promoting learning culture .......16 EAPM Event Calendar...............................................34 HENRY, Finland: Preparing your organisation for AI supported learning ...........................................18 Imprint........................................................................34 Welcome Welcome from the EAPM President This year’s Delegates Assembly Get inspired and equip yourself with took place before the Congress. the information and material that Delegates from 23 different countries we have put together for you on our from all over Europe met to discuss website www.eapm.org including a the current projects and matters brim-full Celebration-ToolKit. of the EAPM and to share their experiences and best practices. We will continue our efforts We were able, especially with the to make EAPM more digital, great work of our subcommittees, to organise webinars and other virtual successfully advance some of our exchanges, offer our professional large projects. For example, there will surveys to more countries, be a member’s area on the EAPM investigate various certification website where members will have models across our continent and convenient access to all documents plan to sign a Memorandum of and information at all times and Understanding for an International Lucas van Wees, EAPM President can also work together virtually on Journal later this year. We have projects, no matter in which corner relaunched our Membership of the world they reside. Part of the Committee aiming to retain and Looking back on a great 29th EAPM member’s area will be the speaker grow our membership base for the Congress 2019 in Slovenia I feel database, which is expected to be years to come. Part of this was inspired, fascinated, grateful and up and running iater this year. Each publishing a leaflet with the main indeed, a little humble. For the very country provides quality certified top benefits of joining EAPM for our first time the Congress was hosted speakers accessible to our members delegates, our 32 national member by a South Eastern European county. in a well-structured database. associations and our 250.000 Under the theme - “Love HR” - it connected HR professionals. All in was two wonderful and rich days, Another important project that has all, we’re moving forward in building full of interesting presentations and been developed is the initiative for the EAPM as an organisation which discussions around the current HR the International Human Resources is credible, relevant and with a keen trends. It was great to see so many Day. On the 20th of May every year, eye for impact. Of course, one of our young people involved and engaged all of Europe will be able to celebrate interests is in the field of Learning in the congress. our profession and the relevance and & Development, which features as importance of people management. the main theme for the latest version We can look forward to a promising We would like to encourage you to of this EAPM Newsletter. I wish you future for HR, free of common celebrate this special day with us and enjoyable reading and don’t forget to prejudices and misunderstandings with all of Europe! Design your own celebrate our very first International regarding the profession of celebration, action or campaign on HR day on May 20. Our profession personnel. The achievements of our International Human Resources Day deserves it and it underlines Slovenian colleagues who organised and seize the opportunity to bring the critical importance of people the Congress in beautiful Bled are together people and organizations, management across our continent. very much appreciated. At the end leaders, employees and HR according of this Congress, I was proud and to this year‘s overarching theme: Lucas van Wees grateful to announce our 30th EAPM “HR – connecting people and EAPM President Congress which will take place in organisations”. Share with us your Vilnius, Lithuania in 2021. ideas and impressions under the hashtag #HumanResourcesDay. Page 2 EAPM Newsletter May 2019 Editorial Editorial Welcome to the first issue of the with a consequential reduction in newsletter for 2019. The theme a reliance on the ‘formal course’. for this issue is ‘New directions in However, I question whether the Learning & Development’. Let me technologically based learning Dr Rick Holden first thank those contributors who solutions in such contexts are always responded to the call with their ‘fit for purpose’. I have wondered for observations, notes on practice and many years now whether many of the research from a range of different offerings from the training industry organisational and professional – whether this be virtual learning, perspectives. e-learning, smart learning – are often Machines identify learning needs, solutions in search of a problem. design learning and then match It is difficult to escape a view that workers to programmes. HRD ‘new directions in L&D’ means Also, the ‘new’ learning resource is professionals lose the potential adopting the latest technological invariably for individual access, e.g. to help people develop and grow developments and utilising them via smart phone or tablet or pc. Of as they become de-personalised within an L&D context. Of course, course, this is entirely appropriate on cogs facelessly delivering pre- there is no doubting how mobile occasions. But a significant aspect packaged on-line services. Such technology, social media and Artificial of learning is when people interact an assessment cannot be divorced Intelligence have changed the with and learn from their colleagues from an interpretation of what HRD is landscape of learning over the last as part of every day working. There about and the nature of its practice. 10 years, both in organisations and is still a lot of work to be done to help Your Editor argues strongly that HRD within wider educational contexts – managers establish a learning culture stands for dialogue, interaction and schools, universities etc. in their teams and wider organisation. relationships. While learning through Technology has its place here, interaction and dialogue can certainly The sheer power which is harnessed but it is a second or third order be achieved in an online environment in sophisticated simulations, virtual issue behind identifying the most it is surely a pale shadow of what can learning applications and analytical appropriate approach to meeting be achieved through collaboration capability is at times wonderous to L&D needs. and face- face interaction. behold. Are we entering a techno utopia where the ease and equality Such an argument is not a Luddite of access to learning, together with reaction to all things new. Rather clever, engaging learning resources they sound a note of caution that are comfortably located in our hand? we must balance the arguments My concern in this Editorial, as about the purported benefits of new technological developments in the digital and web-based tools with world of L&D continue apace, is to our understanding of the learning sound a cautionary note and in doing process and learning efficacy. So, so make the case that a questioning we should adopt and utilise new approach to L&D should be the prima technology in L&D where it can facia ‘new direction’ in L&D. Secondly, I wonder if we as HR/HRD genuinely add value. Crucial, though, professionals often fail to reflect on is that we consider such possibilities We, as HR/HRD professionals, risk the implications of technology for and potential with our eyes open being side-tracked the technology. our practice. Some have predicted and ensure our powers of reflective Two, inter-related arguments provide a pessimistic scenario where HRD and critical questioning are not the basis for this position. Firstly, it professionals are needed less in undermined by the arguments of the is encouraging to note that one ‘new creative endeavours. Their work techno-positivists. direction’ has been for learning to be is de-skilled and reduced in value integrated into the workflow and because machines can do their Dr Rick Holden, work better and more cost efficiently. Liverpool Business School Page 3 Page 3 29th EAPM Congress in Slovenia 29th EAPM Congress The 29th EAPM Congress was held in Lake Bled (4-5 April). Attended by over 500 delegates from 29 European countries, “LoveHR” provided a unifying theme to the Congress. The sight of all participants holding up their “Love HR” cards was an impressive and inspiring picture.
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