NEW APPROACHES IN HRM

90 RESULT From the responses and the evaluation analysis, it was clear to see the training had been a great success. Participants rated the training highly and valued the time they spent together over the three days. This has broken down some walls in the teams, and there is a much more open and combined culture. Also, this change has been noticed outside the teams. Internally, colleagues have reported that they find the participants to be more proactive, more supportive, and more enquiring. There is also recognition that partnership working is a two-way street, and other teams need to find ways to collaborate more with learning and development, one interviewee stated: FEEDBACK FROM PARTICIPANTS The teams will continue to focus on using the tools, developing their skills, and making changes to how they work. They are now looking at practical ways to introduce the tools from the program to groups that they work with. „ They have been making an active effort to come over in person and not reply by email. Things are much better now. We need to think more about how we give feedback to them, so they know the results of their hard work. I am really pleased with the training, and the results we have seen. There is some more work to do of course, particularly ensuring the team has the confidence to use the tools and continue working together. We will continue evolving, and the training has given us a launch pad and language to do that. I have seen my team working with others, actively asking questions. They are much more engaged and invested in outcomes .” Yvette Gyles, https://www.managementcentre.co.uk/case_studies/unicef-uk/ The literature supports that learning is always leading to an application of new skills and behavior. CIPD (2013) affirmed that learning is a work-based, self-directed process that leads to an increase in adaptive capacity. Moreover, gaining this knowledge will influence the skill and attitude that will enhance performances. Blanchard & Thacker (2013) described (KSA) training as an efficient method of given opportunity to learn Knowledge, Skills, and Attitudes (KSA) for current or future jobs. Coaching Learning and eLearning always lead to an application of new skills and behavior. The feedback from the above training conducted for UNICEF show how empowered the member of staff