In this episode of UnChartered HR, Dr. Robin Ladwig and Cecilia Jones explore the intersection of technology, learning, and inclusion within E-HRM systems. They discuss the importance of creating inclusive learning environments, the role of learning and development in fostering organisational inclusion, and the need for tailored training approaches. The conversation also addresses the limitations of current E-HRM systems, the importance of employee feedback, and the ethical considerations surrounding the collection of sensitive data. Ultimately, the episode emphasises the potential of E-HRM systems to drive meaningful change in workplace learning and development.
Cecilia Jones (she/her) is a credentialed Coach, Conflict Coach, Facilitator and People Strategist with a deep commitment to supporting individuals in navigating complex professional challenges and realising their personal leadership potential. Drawing on many years of senior leadership experience across government, health, and private sectors, Cecilia partners with senior managers and leaders to strengthen their capability to lead people, deliver projects and programs, and manage themselves in the face of today’s organisational complexities. Cecilia’s approach is informed by a rich background as a human resources leader—working alongside managers and leaders through complex organisational challenges—and as an ICU Nurse Manager, where she led teams in critical, high-stakes situations. Cecilia highly values diversity, equity, inclusion and social justice and this provides a foundation for how she approaches her work. Cecilia holds a Master of Education (Research), is an accredited Executive Coach (Level 2), and a certified Conflict Coach. She is a Fellow of the Australian HR Institute and a member of the International Coaching Federation and IECL Alumni.
This episode has been recorded on Ngunnawal Country, and we pay our respects to the traditional custodians of the land where the Bruce campus of the University of Canberra is located. We extend our respects to First Nation Elders, past, present and emerging.
Keywords: E-HRM, inclusive learning, employee development, technology in HR, universal design, learning and development, diversity and inclusion, employee feedback, training impact, ethical data collection
Chapters
00:00 Navigating Inclusive EHRM in Learning and Development
02:18 Real-World Case Studies of Inclusive Practices
05:19 EHRM Systems: Current Landscape and Challenges
08:11 Tailoring Learning for Inclusion
12:00 The Role of Learning and Development in Inclusion
16:21 Limitations of Current EHRM Systems
18:56 Measuring Impact of Inclusive Learning Initiatives
22:19 Universal Design Principles in EHRM
25:52 Ethical Frameworks for Sensitive Data Collection
28:53 Conclusion
Takeaways
- E-HRM systems can revolutionise employee management.
- Inclusive practices in E-HRM can transform employee development.
- The 70-20-10 model is crucial for effective learning pathways.
- Customisation of training is essential for inclusion.
- Unconscious bias training must be effective to avoid harm.
- E-learning should not be a tick-box exercise.
- Employee feedback is vital for improving learning initiatives.
- Analytics and line manager insights are both important.
- Universal design principles enhance learning experiences.
- Organisations must understand the ethical implications of data collection.
Music Credit: On The Verge – Ambient Rock by Joseph McDade – https://www.patreon.com/josephmcdadeLinks to an external site. (Free Music – https://josephmcdade.com/musicLinks to an external site.)