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 Challenges and Misconceptions  The Advantages of Online Training  SkillSoft Online Learning  Be Proactive about your Career  Choosing the Right Course.

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Presentation on theme: " Challenges and Misconceptions  The Advantages of Online Training  SkillSoft Online Learning  Be Proactive about your Career  Choosing the Right Course."— Presentation transcript:

1  Challenges and Misconceptions  The Advantages of Online Training  SkillSoft Online Learning  Be Proactive about your Career  Choosing the Right Course  Accessing AgLearn Resources  Developmental Opportunities  Questions and Answers

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5  Can’t login, remember, or reset my password  eAuth Help Desk over tasked, under funded  Can’t launch, complete an online course  Configuration (Java, pop-up blockers, http settings)  Don’t like content, or is too difficult  Defined by agency or vendor, not AgLearn

6  Training pre-paid as part of Enterprise Agreement  No travel costs, loss of productivity  Can be completed any time, any place  Can be completed at the learner’s pace  Can be used to prepare for certification  Take “just enough just in time”

7 Business Skills 900+ titles IT Professional 1,700+ titles Desktop 400+ titles Legal Compliance 60+ titles ES&H 200+ titles

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17 Steps available at learner request, scrolls to keep pace Multiple Tasks (versus Steps) Layered support options High fidelity environment 17

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19  Ask yourself:  ‘ Why do I want to do this ?’ There are many different motivations for study, from education for its own sake and enjoyment to achieving the technical skills required for a specific job. If you are considering a course to further your career or help you find employment, consider the skills you will acquire. Is there a need for this type of skill in the industry or job you are interested in and will these skills improve your employability?  ‘What are my skills and strengths?’ Having a passion for what you do is essential to work in the Creative Industries and always remember that people who work at something they actively enjoy generally do much better at their job than people who don’t.

20  Identifying what you are good at and choosing a course that reflects your abilities and plays to your strengths is essential. If you find it difficult to recognize your strengths and weaknesses ask your tutors, peers or colleagues.  ‘Will the course really lead anywhere?’ Don’t waste time and money on a course that will not take you where you want to be. Think about the career options your study will open up for you as well as any other steps you might need to take after the course. Are the skills you will gain needed to fill gaps in the industry? Look beyond the marketing blurb. It is important that the training you choose will be up-to-date and relevant.

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23  Project Management Essentials -(PMBOK® Guide -Third Edition-aligned)  An Introduction to Project Management (PMBOK-Third Edition aligned)  Project Lifecycles and Stakeholders  Introduction to Project Process Groups and Initiating a Project  Project Planning  Executing, Monitoring & Controlling, and Closing a Project  Project Management Essentials Simulation  Project Management Essentials  Project Integration Management (PMBOK® Guide -Third Edition-aligned)  Initiating a Project and Preparing the Project Plan  Project Integration: Executing and Completing a Project  Project Scope Management (PMBOK® Guide -Third Edition-aligned)  Planning Project Scope  Controlling Project Scope  Project Time Management (PMBOK® Guide -Third Edition-aligned)  Elements of Project Time Management  Project Scheduling  Project Cost Management (PMBOK® Guide -Third Edition-aligned)  Estimating Activity Costs  Budgeting and Controlling Costs

24  SkillSoft Six Sigma CoursewareSix Sigma Awareness –1 course  Six Sigma Green Belt –17 courses  Six Sigma Black Belt –44 courses  Six Sigma Champions –4 courses  SkillSoft also supports Green Belt and Black Belt Lean Six Sigma  Recertification guidelines permit learners to obtain 9 of the 18 required recertification units (RU) via e-Learning  See the AgLearn Welcome page for more information

25  The No Fear Act  –The US Constitution  –Accessibility and 508 Awareness  –IT Security Awareness  –Sexual Harassment  –Workplace Safety  –Federal Enterprise Architecture (FEA)  –Federal Budgeting Process  –Government Ethics  –Proper Use of Government Credit Cards  –Human Resources Flexibilities  –Retirement Planning for FERS and CSRS  –Gifts and Conflicts of Interest  –Travel and Political Activities

26  Become familiar with AgLearnSearch for courses by title or by course ID  Use the catalog to browse for courses  Launch a course and complete a course

27 USDA Training and Employee Development Resources Following is a list of employee development resources that have been developed and shared USDA-wide through the Training Officers Consortium and the USDA Virtual University.  Academy for Interns and Scholars:  AgLearn course, “The USDA Pathways Programs Course for Hiring Managers,” for all hiring managers who employ student interns.  An intern competency based Training Plan in AgLearn, a mentor, and Individual Development Plan for all Pathways student interns.  Leadership Seminar for students in the Wallace Carver Fellowship Program.

28 School for Talent Management:  On boarding web portal with resources for all new employees with an AgLearn course for supervisors, “On boarding Training for Supervisors,” as well as a Supervisors Guide and a tab for supervisors on the On boarding web portal  USDA Mentoring Portal at quarterly Flash Mentoring events, and a USDA Connect site for USDA Mentoring Coordinators to support the Departmental Regulation , USDA Mentoring Program.  USDA-wide Detail Registry to promote details as an employee development resource at  AgLearn course on diversity and inclusion, “Diversity on the Job: The Importance of Diversity and the Changing Workplace.”

29 School for Talent Management, continued:  USDA Departmental Regulation and Cross-Training Curriculum in AgLearn with 15 courses on loans and grants to improve service to customers, specifically for employees in FSA, NRCS, AMS and RD (http://www.ocio.usda.gov/document/departmental-regulation ).http://www.ocio.usda.gov/document/departmental-regulation  Human Resources training to address the GAO high risk skills gap through the HR University  Aspiring Leader training in AgLearn for employees interested in becoming a leader at  Competency gap assessments.  Training course for employees on how to develop an Individual Development Plan, “Creating Your Individual Development Plan.”  Tribal relations awareness training to support Executive Order in AgLearn, “Working Effectively with Tribal Governments.”

30 College of Leadership and Professional Development:  On boarding web portal with resources for all newly hired SES (http://www.wctsservices.usda.gov/sesportal/).http://www.wctsservices.usda.gov/sesportal/  USDA Senior Executive Service Candidate Development Program to provide a diverse and talented cadre of trained individuals to meet USDA’s executive succession planning needs.  Talent Management System providing 360 degree assessment pilot for executives, supervisors and managers.  Supervisor training program and Departmental Regulation.

31 College of Leadership and Professional Development, continued:  Leadership Essentials Certificate Program, an online leadership development program for supervisors and managers interested in building their leadership skills at  Veterans hiring course in AgLearn, “USERRA,” and “Veteran Employment for Hiring Managers.”  Regular participation in the President’s Management Council Rotational Program (http://www.dm.usda.gov/employ/vu/pmc-irp.htm).http://www.dm.usda.gov/employ/vu/pmc-irp.htm  Coaching training in collaboration with Health and Human Services to develop coaches within USDA.  USDA Leadership Competency Framework

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33  Visit us at see how Learning Just Got Easier!


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