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1UFI Focus Meeting Teipei 2010
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Methods and concepts for
education and training in the
exhibition industry
Presentation at the Focus Meeting on Education
Taipei, 3rd of March 2010
Prof. Dr. J. Beier
2UFI Focus Meeting Teipei 2010
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Human Ressource Development (HRD)
We believe, the
key to making
quality products is
to develop people
We have focused
on expansion and
not on staff
education!
3UFI Focus Meeting Teipei 2010
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Structure
1. Human resource development (HRD)
2. Target groups of HRD in the exhibition industry
3. HRD needs analysis and job requirements
4. Training methods
5. Recommended training courses
6. Knowledge management
7. Summary
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1. Human Ressource Development
Strategic HRD can be viewed as a proactive,
system-wide intervention, with it linked to strategic
planning and cultural change. This contrasts with
the traditional view of training and development as
consisting of reactive, piecemeal interventions in
response to specific problems.
HRD has a long term impact on overall business
performance and respond to significant competitive
and technological pressures.
6UFI Focus Meeting Teipei 2010
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1. The Balance Score Card – Importance of HRD
Financial
perspective
Customer
perspective
Internal business
process
perspective
Learning
perspective
Profitability
Customer satisfaction
Quality of
project managementQuality of services
Skills and knowledge of staff
7UFI Focus Meeting Teipei 2010
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1. Concept for the implementaton of HRD
Analysis
• Strategic company needs
• Personnel require-ments
• Target groups
Concept
• Objectives
• Content/ program
• Tools
• Responsi-bility
Implemen-tation
• Selection of trainer
• Preparation of material
• Conducting of program
Evaluationof
• Trainers
• Material
• Environ-ment
8UFI Focus Meeting Teipei 2010
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2. Target Groups for HRD
Top Management
Middle Mana-gement
Workforce
9UFI Focus Meeting Teipei 2010
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Manual workforce for e.g.
Maintenance
Technical support
Cleaning
Decoration
Groundkeeping
Low job requirements and
low qualifications of personnel
Skilled workforce for e.g.
Secretary
Project executive
Assistant of project manager
Department executives
Challenging job requirements and
high qualifications of personnel
Target Groups for HRD
10UFI Focus Meeting Teipei 2010
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11UFI Focus Meeting Teipei 2010
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Middle management
Project manager
Head of departments (e.g. marketing, technical, administrative, financial)
Managerial job responsibility and
high qualification of managers
Top management
Member of the management board
Business unit director
Divisional director
Leadership job requirements and
outstanding qualification of managers
Target Groups for HRD
12UFI Focus Meeting Teipei 2010
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13UFI Focus Meeting Teipei 2010
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14UFI Focus Meeting Teipei 2010
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3. HRD needs analysis
Analysis of documents (e.g. final project reports)
Analysis of previous events
Assessment of personnel
Individual interviews with employees and superiors
Observation of procedures and personnel
Focus groups (e.g. experienced individuals)
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3. Job requirements
Professional competence
Methodic skills
Social skills
managerial responsibility
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Job requirements
Professional competence Ability to perform a specific job or task
Professional skills are needed
“State of the art” knowledge
Knowledge about company, offered products and services
Social skills Ability to cooperate and communicate
Behavior towards customers, superiors and business associates
Creativity
Personal responsibility
Methodical skills Ability to use special work and managerial methods
Innovation skills
Project and strategic management methods
Decision making
17UFI Focus Meeting Teipei 2010
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3. HRD needs analysisWhich skills should your future personnel have?
Social skills
Willingness to work
Ability to work in a team
Ability to communicate
Methodical skills
Skills to solve problems
Skills to work autonomously and methodically
18UFI Focus Meeting Teipei 2010
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4. Training methods
On the job Systematical instructions
by the superior
Mentoring
Job rotation
Assigning of respon-sibility and special tasks
Trainee programs
Workshop
Coaching
Off the job Programmed instruction
Frontal lecturing
Conference method
Case Studies
Role playing
Simulation
Focus groups
E-learning
19UFI Focus Meeting Teipei 2010
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4. Training methods
Mentoring
Exchange of experien-ces between a mentor, an experienced and confidential person, and the less experienced mentee for carrier and personal development
Clear role division
Mentor has social skills and leadership qualifications
Mentee shows potential to develop
Coaching
Advisor/consultant for individual training of managers, groups, teams, projects. Coaching methods are used for
Crisis management
Preparation of new businesses
Change management
Leadership
Conflict management
Improvement of motivation
20UFI Focus Meeting Teipei 2010
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4. E-learning
Computer based training
Web based training@ - Internet
@ - Internet Tele tutoring
21UFI Focus Meeting Teipei 2010
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22UFI Focus Meeting Teipei 2010
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4. E-learning
Tele-tutoring with interaction: synchronous or asynchronous
Tutor is
Answering questions
Follows discussions
Offers chats
Organises assignments with comments
Checks the results with tests
Future:
Tele-conferencing
Webinars
23UFI Focus Meeting Teipei 2010
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Didactic methods
Target groups
Manual workforce
Skilled workforce
Middle management
Top management
Frontal lecturing
For pure knowledge transfer
Classroom discussions/ seminar
Improvement of skills
Deepening knowledge transfer
Role play
Demonstration Especially for manual
work
Job rotation To understand rel. simple work proccesses
Mentoring For managers with potential
Team or group learning
Knowledge transfer, understanding connections and changing of
attitudes
Special tasks and responsibility
Limited improvement of the
personnel’s potentials
Interactive Simulation
Understanding connections and interfaces, impovement of decision
making
Excursions and visits
Demonstration of procedures, understanding application
Development projects
Understanding applications, relations and
improvement of skills
Educational workshops
Exchange of experiences depending on subject and composition of workshop group
Case studies
Deepening the knowledge about comparable situations. Improvement
of decision making
Coaching
Preferred method for top manage-
ment. Uncommon problem solving
Focus group Deepending on composition of focus group and subject
E-learning Type of e-learning depending on subject
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5. Basic training courses- Selected recommendations for all staff members -
Sales training Selling excellently
How to communicate with customers?
Rhetoric, presenting, negotiating
Telephone marketing
How to handle complaints?
IT MS Microsoft Office, incl. MS Project
Office management Netikette
Organisation of a document storing system
Professional secretary
Telephone communication
Professional event management (basics)
Intercultural customer management
25UFI Focus Meeting Teipei 2010
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5. Personal development
Stress handling
Solving conflicts creatively and constructively
Rhetoric seminars
Professional communication and negotiating
Self management and time planning. How to organise your own work?
Successful communication
Train your mind
How to right a report/protocol?
Team training
26UFI Focus Meeting Teipei 2010
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ExhibitionsSpecialevents
Congress/Convention
Introduction
Intercultural management
Strategic management
Project and risk management
Controlling, accounting, treasury
5. Professional knowledge and skills
27UFI Focus Meeting Teipei 2010
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r ExhibitionsSpecialevents
Congress/Convention
Market research
CRM
Information management
Sponsoring
Special event marketing
Public Relations
Special event management
Congress management
Participation
Interpretation
Standbuilding
E-marketing
Catering + Agencies
28UFI Focus Meeting Teipei 2010
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6. Knowledge Management
Knowledge Management can be seen as an
integrated approach to achieving
organisational goals by placing particular
focus on “knowledge”, now widely
considered as the new factor of production.
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Action levelDocumentation
Information
ApplicationLearning
Data level
Technical
subsystem
Knowledge level
Domains
Communication/
Interaction
Social level
30UFI Focus Meeting Teipei 2010
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7. Summary
See Human Resource Development as a strategic task and objective for the company
Analyse which job requirements you need in the future
Find out what kind of training needs your staffs requires
Set up a HRD plan, in which target groups and training subjects are described
Set up this plan regularly and update this plan currently
Use knowledge management as an already existing source to improve your competitive position
31UFI Focus Meeting Teipei 2010
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Speaker
Prof. Dr. Jörg Beier
Cooperative State University Baden –WürttembergD-88212 RavensburgMarienplatz 2Phone: +49 751 18999 2792E-mail: beier@dhbw-ravensburg.de
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