This presentation is the latest research on how Fortune 2000 companies are leveraging Mobile Devices for Corporate Learning. This presentation includes research among Head of Human Resources and Heads of Global Learning.
2004, global smartphone shipments were half that of notebooks. Last year, the tables turned as there were more smartphones than notebooks shipped world-wide and that trend is continuing. Conversation continues in WSJ under topic çš„S It Time To Leave Your Laptop Behind?education market for mobile and will grow exponentially from US$827 million in 2005 to US$6.49 billion in 2010AS of 2008, there were 295 million smart phones that could download books (of these are 18 million iPhones) Mobile social networking
“Sports Bytes, funded by the Kauffman Foundation, is designed to capture kids’ attention by using gaming and cell phones todeliver important math and science Lessons” There are over 3 billion mobile phones in use - more than twice as many mobile phones as computers. Many people who cannot afford computers, do have mobile phones.Kaufmann Foundation investing as a way to deliver STEM education to K-12 Students around the world
Building on its efforts to engage students and learners in a more personalized learning experience, Blackboard Inc. today announced the release of a free application that lets users of the Apple(R) iPhone(TM) and iPod touch(R) take learning on the go by accessing course information wherever and whenever they prefer. With the application, millions of students and learners accustomed to logging in to their institution's Blackboard(R) platform every day can now tap in to mobile learning opportunities by receiving updates and alerts on grades, assignments, tests and other information from courses as well as groups and organizations of which they are part on their iPhone or iPod .\"Many of today's students and learners live in a mobile world, and now they can learn in one too,\". \"This application is part of our focus to help students more deeply engage in the educational experience by creating learning opportunities that are not bound by time or place.\"Mobile learning has drawn the attention of administrators and educators as handheld devices, PDAs and smart phones have become increasingly popular in educational settings and among young people. The Blackboard Learn(TM) for Apple iPhone application is available as a download from the Apple iTunes(R) App Store and makes mobile learning a reality by linking course information to devices that are quickly becoming commonplace in high school hallways, on college campuses and in the workplace.touch.\"Many of today's students and learners live in a mobile world, and now they can learn in one too,\" said Michael L. Chasen, president and CEO of Blackboard. \"This application is part of our focus to help students more deeply free application that lets users of the Apple(R) iPhone(TM) and iPod touch(R) take learning on the go by accessing course information wherever and whenever they prefer.With the application, millions of students and learners accustomed to logging in to their institution's Blackboard(R) platform every day can now tap in to mobile learning opportunities by receiving updates and alerts on grades, assignments, tests and other information from courses as well as groups and organizations of which they are part on their iPhone or iPod touch.
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In the broadest possible terms, it is the strategic management of the flow of talentthrough an organisation. Its purpose is to assure that the supply of talent is available to align the right people with the right jobs at the right time based on strategic business objectives. But talent management is a lot more than yet another HR process. It is a mindset that goes beyond the rhetoric towards a holistic andintegrated approach to leveraging the greatest competitive advantage from people. Talent management is about those thoughts and actions that, consistently, over time, become organisational culture. Talent management is more than somethingto do, it is something to be, a way of working and achieving both short and long-term success. It is a belief that talent differentiates organisation culture and breeds competitive advantage, with benefits for both the individual and the organisation. Furthermore, the talent mindset is not just another HR fad. It is embedded in the entire organisation – championed by the leadership, modelled by the management, supported by a range of initiatives jointly developed by the business and HR.Human Capital Management is a new business mindset that considers people to represent a capital asset, rather than a set of costs. It is the foundational concept for talent management, in that leaders must adopt a new attitude and practices to replace the century-old imperative for cost control, with a new economy focus on investment return and business impact.Talent Management is a new business science that integrates workforce planning, acquisition, development, mobility and measurement into a strategic discipline that spans functional silos and optimizes talent throughout the employee lifecycle. Talent Management enables leaders to create competitive advantage through engagement, and the application of intellect and innovation in a global, interconnected economy. Effective talent management is integrated and aligned with the organization’s mission, core objectives, values and capabilities<number><number>
In the broadest possible terms, it is the strategic management of the flow of talentthrough an organisation. Its purpose is to assure that the supply of talent is available to align the right people with the right jobs at the right time based on strategic business objectives. But talent management is a lot more than yet another HR process. It is a mindset that goes beyond the rhetoric towards a holistic andintegrated approach to leveraging the greatest competitive advantage from people. Talent management is about those thoughts and actions that, consistently, over time, become organisational culture. Talent management is more than somethingto do, it is something to be, a way of working and achieving both short and long-term success. It is a belief that talent differentiates organisation culture and breeds competitive advantage, with benefits for both the individual and the organisation. Furthermore, the talent mindset is not just another HR fad. It is embedded in the entire organisation – championed by the leadership, modelled by the management, supported by a range of initiatives jointly developed by the business and HR.Human Capital Management is a new business mindset that considers people to represent a capital asset, rather than a set of costs. It is the foundational concept for talent management, in that leaders must adopt a new attitude and practices to replace the century-old imperative for cost control, with a new economy focus on investment return and business impact.Talent Management is a new business science that integrates workforce planning, acquisition, development, mobility and measurement into a strategic discipline that spans functional silos and optimizes talent throughout the employee lifecycle. Talent Management enables leaders to create competitive advantage through engagement, and the application of intellect and innovation in a global, interconnected economy. Effective talent management is integrated and aligned with the organization’s mission, core objectives, values and capabilities<number><number>
In the broadest possible terms, it is the strategic management of the flow of talentthrough an organisation. Its purpose is to assure that the supply of talent is available to align the right people with the right jobs at the right time based on strategic business objectives. But talent management is a lot more than yet another HR process. It is a mindset that goes beyond the rhetoric towards a holistic andintegrated approach to leveraging the greatest competitive advantage from people. Talent management is about those thoughts and actions that, consistently, over time, become organisational culture. Talent management is more than somethingto do, it is something to be, a way of working and achieving both short and long-term success. It is a belief that talent differentiates organisation culture and breeds competitive advantage, with benefits for both the individual and the organisation. Furthermore, the talent mindset is not just another HR fad. It is embedded in the entire organisation – championed by the leadership, modelled by the management, supported by a range of initiatives jointly developed by the business and HR.Human Capital Management is a new business mindset that considers people to represent a capital asset, rather than a set of costs. It is the foundational concept for talent management, in that leaders must adopt a new attitude and practices to replace the century-old imperative for cost control, with a new economy focus on investment return and business impact.Talent Management is a new business science that integrates workforce planning, acquisition, development, mobility and measurement into a strategic discipline that spans functional silos and optimizes talent throughout the employee lifecycle. Talent Management enables leaders to create competitive advantage through engagement, and the application of intellect and innovation in a global, interconnected economy. Effective talent management is integrated and aligned with the organization’s mission, core objectives, values and capabilities
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Funding is a barrier since most users of m leanring have difficulty proving busines value 31
New metrics: Are employees more engagedContributing more ideasMore satisfied at workAble to be competent on job fasterAble to land a sale due to performance support of mobile device
CONCEPT: Two efforts going on concurrently....Jenn:From the Learning Services side, Goal is to take learning from the formal and structured and move more towards the point of need. Think about how people learn and access information on a daily basis. You do take a course every time you need to know something or even go to the library to in-depth research? Google type search gives access to unlimted information that is accessible vir. Anywhere.Jeannie:At the same time, from the GBG HR Learning Side… Tell Bob Marshall story, show matrix (next slide) <number>