Voiceover for course video needed ASAP

Submit Audition/Proposal on this Project
Rate this Project

Project Main Details

Voiceover for course video needed ASAP 
Two short voiceovers needed to two short training videos. We create a lot of these so someone we can work with on going would be great. To be done and sent over ASAP. Not to specific, just a nice clear voice needed - files to be sent over in MP4 forma. 
2016-05-16 16:08:06 GMT
2016-05-17 09:00:00 (GMT 0) Greenwich Mean Time: Dublin, Edinburgh, Lisbon, London 
Yes (click here to learn more about Voice123's SmartCast)
0 direct invitation(s) have been sent by the voice seeker resulting in 0 audition(s) and/or proposal(s) so far.
Voice123 SmartCast is seeking 10 auditions and/or proposals for this project (approx.) Invitations sent by SmartCast have resulted in 10 audition(s) and/or proposal(s) so far.

Project Parameters

The Voice Actor should be located in:
Fixed - USD 100
Training, business presentations, sales, and web sites
English - British OR English - USA and Canada
Young Adult Female OR Young Adult Male OR Middle Age Female OR Middle Age Male
• Audio files must be delivered via email OR
• Audio files must be delivered via FTP/Dropbox/Google Drive/cloud
There are no special pre-, post-, or production requirements for this project.
Not defined
The voice seeker is willing to hire either union or non-union talents for this project

Script Details

Script 1--------------------------------
Meet Tanya
She is an L&D Manager at Cybernetics, a global robot manufacturer.
Let’s take a look at Tanya’s role with three lenses; her team, her organisation and herself.
With all three lenses, Tanya needs to focus on performance - to empower and enable all staff to do their jobs. Tanya is clear on the differences in her role with respect to knowledge management, learning facilitation management and collaboration management.
The role of the L&D manager had long moved on from course booking and order taking.
Let’s start with self, as this is the area in which any L&D Manager needs to be confident in order to perform well in the other arenas of team and organisation.
Tanya’s responsibilities to herself are not to stand still, to stretch and to strive.
This may perhaps sound idealistic, however Tanya can see the pace of change in L&D is arguably as fast as it has ever been so any L&Der worth their salt will want to keep up.
Either that or you are consigning yourself to the dustbin of history
The times they are a changing.
Tanya recognises this and wants to be on top of her responsibilities, so she knows she has to keep herself fresh.
In thinking of keeping herself up to speed, Tanya knows she can focus on her responsibilities to her team.
If know yourself is crucial in management, then know your team comes in a close second.
Many L&Ders don’t have a direct team, so for these managers it is about knowing who they can delegate to in other departments.
But Tanya is lucky to manage a team of 6 instructional designers, trainers and online learning leads.
Tanya has a responsibility to empower her team to be as self-aware as she is.
That way the business can be assured they are partnering with the best Learning Team.
She makes sure they do regular CPD, as she does.
Tanya really gets to know her team as she is keen to invite the whole person to work.
She ensures having the whole person in the office, not encouraging a shadow of the person, because she knows their skills and enthusiasm are a good indicator of engagement.
Tanya knows her team have skills outside work which she wants to encourage utilising.
From their voluntary work, from hobbies or from previous life experiences.
Tanya does not assume they are not digital or socially savvy in their private lives simply because their organisation does not allow them to be so in their work life.
When considering a move to any new learning tech, or a more peer to peer sharing environment, Tanya is always sure to invite her team’s ideas and co-create.
This helps them develop and encourages their creative thought, plus ensures as a team they come up with the best solutions.
Tanya likes to remind herself to be empowering, inviting, and using all the brains aboard, not just 1.
Moving onto the thinking about her organisation as a whole, Tanya’s responsibilities there have changed most of all in recent times.
The L&D Manager's responsibilities to the wider organisation very much sit within the context and culture of that organisation.
It would be impossible for Tanya to imagine all of the scenarios in which she could be called upon to help the organisation with learning needs, however she knows everyone in the business needs to recognise themselves in the learning world.
They all have a role to play in learning, just like Tanya, they need to think of self, team and whole organisation too.
Tanya and her team need to facilitate that for them.
Traditionally this has meant the L&Der has been a solutioneer, providing solutions in the form of courses.
If those solutions are simply provided the L&D manager is failing.
If those solutions are co-created, are the result of a lot of questions, part of a wider connection to the business need, strategy and performance, part of a consultative approach to learning, then great, go for it!
Tanya maintains a close relationship with all areas of the business, particularly operations, marketing, IT and finance. These are the friends she needs to do her job well.
Tanya balances well her responsibilities to herself, her team and her wider organisation.
[End of script 1]---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Script 2---------------------------------------
In this modern era the spectrum of the L&D function is broad. Most contemporary organisations are comprised of numerous business and support units and the need to align them all is essential.

When the remit is for compliance, then the sole focus of L&D is to deliver compliance training interventions: this could be data protection, health and safety including first aid, equality act 2010, environmental or sector specific (for example food hygiene and financial compliance). The delivery could be half day per session, perhaps a “chalk and talk” approach and repeated every year or so. Interaction with delegates is usually minimal and they are asked to sign to say they have attended training for company records “in case of an audit”. Some aspects of the training may be eLearning-based and bought in or external providers may be used. An L&D function with this remit is not likely to have a formal dedicated training team and may be delivered by “experts” in the operating line.

Interpersonal/ “Soft” Skills/ Job Specific Development
The focus of this remit builds on the compliance delivery and expands on it. There may be team leaders as coaches to develop the skills in the operation and monitor progress. Typical approaches here can include formal delivery by an in-house “trainer” to develop the skills for the coaches. This may expand to other courses such as Time Management and Communication Skills. There may be evidence of skills matrices for employees related to the tasks required. The focus is very much on what is needed for today with limited future development.

Leadership and Management Development
This is a broad response and very likely to have a dedicated L&D team which may sit as part of the wider HR offering. The levels of management development may range from team leader, first line and middle management approaches. The delivery may be done by L&D Consultants who are actively involved in collating needs from the organisation and planning events and scheduling delivery. Delivery may be supported by external providers and coaching for senior leaders. The leadership approach can include self development at all levels of the business as well as for those in senior roles.

Organisation Development/ Performance and Talent Management
This is a much broader and deeper approach and the sphere of influence much wider. The L&D Function is likely to be stand-alone yet to operate effectively must have strong links with both the operation and HR. It is active in understanding the needs of the organisation and marrying those to the individual needs. There will be clear definitions of talent and approaches to talent management, and a responsibility for proactively promoting the behaviours and skills required to undertake performance reviews. Clear business development needs that fall out of the sessions will be collated here. An L&D function with this remit is likely to have a strategic approach that links in with Business Partnering models at senior levels, with some elements delivered externally.

Organisation Design
The focus here is to ensure the organisation is equipped and designed to ensure it can deliver maximum impact, and is balancing both the short and longer term needs for this. There will be clear remits around culture, operating models, governance, and explicit links to organisational strategy. The L&D function will have a strong focus on project management and will collaborate across all areas of the organisation with a strong working relationship with the Finance and HR teams. It is likely to advocate aspects of out-sourcing to increase efficiencies and partnerships with external bodies to deliver the detail required.
[End of script 2] 
Please note that you should only use the script or your recording of it for auditioning purposes. The script is property, unless otherwise specified, of the voice seeker and it is protected by international copyright laws.

Voice-Seeker Details

Sign in to display the company name (if applicable)


Voice123 Team Comments

Voice123 consultations with this voice seeker regarding this project and/or other projects by this voice seeker, via phone, chat, and/or email.

unchecked This project - phone.

unchecked Previous projects - phone.

unchecked This project - email or chat.

unchecked Previous projects - email or chat.

checked Corporate web site for this voice-seeker confirmed by Voice123

Note: Voice123 strives to establish the legitimacy of all projects posted. However, Voice123 subscribers and users are responsible for confirming information stated by prospective voice seekers, agents and/or clients. Voice123 subscribers and users assume all liability for use of any information found through Voice123, or any of its publications.

This page contains the most important details of this project. If you find the information on this project inaccurate or inappropriate, please let us know by contacting us.

Submit Audition/Proposal on this Project