Very user friendly for team members, the introduction of the podcasts for the team

Easier for the HODs to see their team progress on Dalata Online - not waiting for HR to send the list of outstanding courses

Trying to access computers for virtual programmes can be a challenge

Courses are interactive, the e learning courses are bespoke and more attractive.

GM & Deputy Can directly link trainings with data

Dalata Library is more relevant

Opportunities for further learning for our staff given the amount of courses available.

Easer to identify gaps in training.

Variety of courses.

Opportunities to grow outside of your specific role.

Easier to pull reports.

Quality of content is improved.

Easier access for users, everything is more simple to navigate.

Promotion, people are more aware of it.

Increased engagement and willingness from employees to enroll themselves on courses.

Not as time consuming for HRMs.

Access to modules - Time Management etc

Compliance is better, because big departments are captured.

System is easy to navigate, select training. Gives the EE more personal responsibility.

More accurate reporting.

Videos are streamlined, makes it easier. Holds your attention better.

More mobile friendly.

Hod more ownership & control over enrolments & results

Training tool to hod coach & train. As hod gain confidence in this.

People agenda meeting supported therefore as they know the capability & competence of their team, including learning styles that work etc

Measures impact directly to the guest trust you

Encourages & excites them to develop

Managers / Supervisor can see who is doing what

Easily accessible

Lots of courses

Access to information relevant to the department

SOP - updates

Reach of ops level

Easy to track progress, not just HR. HOD can track also.

With the development of the SOPS, easier to train all levels of staff.

Training needed on how to run reports.

Trained on how to analyse reports.

Linking of jobs to courses e.g. Financial controller doesn't need chemical training - Compliance courses specific to role

Manage costs - Overview per month of amount spent which feeds into helping FC & GM

Using external providers, perhaps look at internal training to upskill our staff.

Accredited courses.

Costs of external courses.

Lack of succession planning for Maintenance.

Getting more people onto courses as it grows.

Hard to gauge what courses new joiners have completed.

Peer supported learning - more regular comms between HRM's.

More skills training with diverse timing of courses.

Separating long term sick and Maternity leave.

IT quite complex

Can we keep it to key takeaways?

More access for hrm to have team members access

DOL: Accessibility of courses. Needs more space available.

Location of training not always ideal if travelling. Starting a bit later.

More focus on KP and Maintenance training

Shared Schedule

Reports - for team

Simple quiz at the end of session

Pod training - for Reception (Customer compliant ect)

Setting them up on Alkimii, but they are showing on Dalata Online compliance straight away

Wellbeing Programme for HR Managers

More people specific training for HOD's - SOP's & ideas.

More training on systems for new starters ie Procure Wizard etc.

Recognition scheme for course completion to acknowledge growth and consistent learners.

Podcasts with leaders within the business.

People Management Workshop Days - F2F - To protect the culture

Access to more HR for non HR Managers - Also F2F

More spaces on development programmes as we grow!

VR headsets for Customer Care training.

Understanding P&L (finance modules) - for all

Quick way of seeing Dalata Career Path

Link to Alkimii

Measuring Talent - for progression

AI training

DM - next steps plan

More off sight training

Outside partnership qualifications - Diageo as example

Management Team building

Use of tech - manual handling digital assessor