I am a very enthusiastic individual with a can do attitude and I feel i have the transferable skills, knowledge and change characteristics to help shape the future of the service successfully through maximising the efficient and effective use of the new technologies and successfully driving forward the workforce development strategy. I intend to achieve this through: • Effectively analysing data and trends we have available within the HR Service to deliver a highly successful and user focussed service. • Formulating a robust plan around dealing with areas that are resistant to change and how we can approach problematic areas in a different but effective way. • Formulating Effective communications and gaining stakeholder buy in. • I have successfully lead on projects within my current role and within my previous posts. • I have experience of being able to build strong relationships within the organisation based on service excellence and trust. • I have challenged working practices and have successfully implemented changes which maximise efficiency not only for us as a service but also end users. • Act as the relationship manager between the PAM areas and HR Service ensuring high standards are maintained and appropriate solutions are implemented to address gaps in current workforce development provision. Training Delivery In a previous role I was responsible for delivering training on various bespoke databases and electronic forms e.g. I was responsible for training up the quality improvement team in the use of the Early childhood environmental rating scale database and delivered this specific training verbally and visually and going through relevant reporting, inputting and analysis functions step by step and using an interactive whiteboard and provided each learner with a condensed training manual that is easy and simple to understand and kept to a consistent pace ensuring learners were taking learning on board and gave opportunities to learners to ask questions about things they were unsure about before proceeding to any further steps and going over steps again ensuring learners are fully confident in using all aspects of the database once they leave the training room. After delivering the training the feedback they had given to me was the system was fit for purpose as a quality assessment tool to identify strengths and weaknesses in childcare provision across the borough and will enable them to target resources and support raise quality standards within early years more effectively and they had thoroughly enjoyed the course and were confident in using the database as part of their day to day job role. I have Adapted delivery methods to meet a variety of learning styles. Engaging learners through multiple delivery techniques as appropriate to the material, the learners, and the situation. I Organised and introduced course content in a variety of ways (for example: compare and contrast, steps in a process, advantages and disadvantages). Identified and implemented learning activities that are relevant to the course objectives. Monitored learner confidence levels during the use of participatory activities. Stimulated interest and enhanced learner understanding through appropriate use of activities that allow learners to review and apply content at appropriate intervals. Marketing and Communication skills I have a large amount of experience liaising with different target audiences and managing marketing campaigns which has developed my communication and interpersonal skills to a very high standard. I have written a number of communications and articles which have been distributed locally and I have also contributed to briefing notes and reports for senior managers which need to be accurate and informative. I am very confident feeding back at meetings on behalf of managers or reporting back on progress made. My interpersonal skills include the use of negotiating techniques and a straightforward approach to problem solving to obtain successful outcomes. Working as a team Evaluate learner outcomes against course objectives. Working together as one team is crucial to achieving organisational priorities, aims and objectives. Working within the Workforce Development we work as a team to address workforce priorities in partnership with the people PAM area and this achieved through effectively developing the workforce development plan i.e. managing risk is one of the service priorities and to address this we have jointly commissioned risk training across social care to bridge knowledge gaps and ensure everyone has a better understanding of managing risk and are applying the same policies, procedures and legislation when making decisions. As a team with responsibility for up skilling and ensuring we are compliant with legislation we are achieving better quality outcomes for our residents through providing a wide range of effective learning and development opportunities. Skills set During my time working within the council I am very open to feedback and very conscious of my own self development. As a proactive individual I take on as many learning and development opportunities as possible to enable me to carry out a variety of projects and tasks in response to the needs of the business. Through feedback and developing myself I have broad and dynamic skills set which includes: • Overseeing Administrative tasks are completed to a high standard • Finance and procurement (Budget management responsibilities) • Providing excellent Customer service • Engaging well staff at all levels and stakeholders • Managing Contracts & Service Level Agreements with 3 parties • IT • PR, communications and marketing • Project Management • The implementation and ongoing support of Workforce Development programmes both internally and externally • Commissioning training in consultation with managers I have had a lot of positive feedback from my manager and from others within the business for my innovative approaches and passion for making significant improvements and progress within the service. I feel strongly about providing a high quality fit for purpose service and take every opportunity to influence and persuade not just my colleagues but staff at all levels and those we work in partnership with to bring about positive change and introduce better more effective and efficient ways of working. Challenging conventional ways of working Whilst working within the HR Service I am responsible for the commissioning of various training courses in response to organisational and legislative change. One example of me using my forward thinking skills is when I challenged the Safe & Well programme manager over the assisted living technology training programme and the training was basically the delivery of PowerPoint and failed to engage with course delegates. In light of this I held a meeting with the trainer and fedback in a positive and constructive way and the trainer agreed with me and was fine with our feedback. I scrapped the programme and identified if we want to achieve change on an organisational scale we require training to be delivered from a academic point of view and thus in consultation with Professor Arlene Astell from St Andrews university who is an expert in the field of assisted living technology we raised the profile of the programme and achieved organisational and cultural change through carefully planning and organising the Safe and well Conference which involved professionals from the care sector aswell as council staff, professionals from the technology industry and service users to with dementia and other disabilities, with input from a diverse audience we were able to identify and set objectives to steer the Assisted living Technology initiative in a more positive way that would bring about more independence and enhance the quality of life to our elder residents and at the same time making cost savings for the council. Project management skills Working as a HR Consultant I was responsible for the implementation of the manager and employee self-service HR System right across the organisation. This in its self was very challenging as I was met with a lot resistance from various departments. I put into place a communications and implementation plan which I then shared with heads of service on a one to one basis. The key messages were cascaded top-down to ensure employees were fully informed of when the new HR system is due to come into place and how this will bring about. Through consultation with my colleagues in HR with regards to timelines we agreed to incrementally roll out the new hr system across the departments and at the same time phasing out the paper payslips and old paper driven processes which resulted in the cost saving of £200000.00 over the first Year. To ensure a smooth rollout we utilised process capture video software with a voice over to capture all the new processes to ensure it met employee learning needs aswell as being able to utilise the new online functionality to its full potential and to mitigate against high level of phone calls through to the helpdesk. Working as HR Advisor within the workforce Development Team I was given specific responsibility for the transition and management of Foster Carer training into the department due to the fact Foster Carer training had never been managed properly by the host department. I took a project management approach and put together a transition and improvement plan which entailed revamping the Foster Carer Training Programme to try and encourage more attendance on our courses and cross referenced each individual course with TSD Standards to reinforce the importance of learning and how this enables Foster Carers to have the appropriate skills to carry out their roles and responsibilities as a foster carer and provide high standards of care. I also changed the way on how we communicate with our foster carers as prior to the transition course attendance was poor and to this effect I implemented Online Booking system and text messaging system to send out confirmation, reminders to all our foster carers. The implementation of this new system to date has been highly successful in boosting attendance on courses and people notifying us on time they would like to cancel thus we can allocate there place to someone else. To date we have gone from 25% attendance and have made a significant improvement to just over 85% attendance. Customer focussed and forward thinking Customer service is at the heart of what we do within the HR Service, as an individual I am very customer focussed and aim to achieve the right result and outcomes for the customer and ourselves. I deal with student placements via UCLAN and this involves shortlisting Students that are currently studying in their final year in university and ensuring students have the right aptitude, attitude and enthusiasm to undertake their final year and successfully complete their 100 day placement, I have used my excellent customer service skills to act as the interface between the social work teams and the university and have accommodated student preferences as best as possible by successfully placing students within our social work teams ,not only does this activity bringing income in to the council by providing student placements but we are also attracting talent and long term commitment from student social workers and are more likely to take up long term employment with the council as fully qualified Social Workers. In summary I feel I have the skills, knowledge and transferable skills to carry out the roles and responsibilities of the post, I will use my expertise and skills to help identify barriers and address these through careful analysis ensuring we put effective interventions and solutions in place.