- Training is still seen as effective by employees despite budget cuts, and emerging learning tools like serious games, mobile learning, and collaborative tools are growing in popularity alongside more traditional classroom training.
- Today, training is driven more by learner demands than supplier offerings. Learners want a mix of training methods tailored to their needs.
- While managers play a key role in informing employees about training opportunities and supporting training implementation, HR and learning departments have less influence than expected over training decisions. There is concern about their ability to adapt to changing learner needs.
- A gap exists in attitudes towards training between employees who have been trained and those who have not, suggesting communication problems around training opportunities.
This document summarizes recent learning trends in Europe and North America based on a whitepaper by Jeremy Blain. It finds that while training budgets are decreasing due to economic pressures, most companies remain committed to training. It also finds that training priorities are shifting towards job-specific technical skills and compliance. Delivery methods are also changing, with classroom training still dominant but e-learning and blended learning growing in popularity due to their flexibility and cost-effectiveness. Surveys show learners prefer more technology-driven learning like e-learning and collaborative tools.
Linking to Excellence: best practice in university/corporate partnershipsAlan Bruce
An overview of the themes, issues and strategies in developing university/corporate partnerships at a time of systemic change and pervasive technologies. Presented at the Pearson Colloquium for Brazilian higher education and university rectors in Campinas, Brazil (26.8.2014)
The state of play for L&D across the Asia Pacific Region. Survey completed by Learners and Learning Professionals - the most positive survey in 4 years
The document summarizes themes from the 2009 national and local ASTD State of the Industry reports. Nationally, learning investment and support remained stable in 2008. Operational efficiencies were gained through increased content reuse and advances in learning technologies. E-learning levels stabilized in 2008 but were expected to rebound in 2009. Top learning content areas included professional development, technology skills, and compliance training. Locally, 1/4 of respondents expected budget cuts while 1/3 anticipated less classroom training. Operational efficiencies were being gained through increased e-learning and LMS implementations. Top local content areas included new employee orientation, compliance training, and management/supervisory skills.
Benchmarking Executive Education da escola IMD da Suiça 2 lugar ranking de Educação Executiva do Financial Times (2014)
Fundação Dom Cabral: a melhor escola de negócios da América latina.
http://www.jvalerio.com.br
Industrial Attachment challenges: Lessons drawn from Gweru Polytechnic Colleg...inventionjournals
This document discusses challenges faced by students during industrial attachment programs in Zimbabwe. It finds that the main challenges are:
1) Shortage of attachment places, as there are not enough opportunities for the large number of students. This can result in students being placed in companies not relevant to their field of study.
2) Financial problems for students, as many do not have adequate resources to support themselves during the unpaid attachment period. This can lead to absenteeism and negatively impact motivation.
3) Issues of sexual harassment of female students by supervisors, according to some student responses. While most respondents saw this as a minor issue, some female students felt it negatively affected their experience.
The document recommends increasing
Future of Business Education - working documentRoss Wirth
Summary of issues facing business education including some analysis of criticisms from hiring managers, what it means to be a College of Business, and emerging trends.
The missing puzzle piece for talent development and sourcingTimo Kerzel
In today’s environment of increasing global competition the challenge for companies is to source talent efficiently and flexibly, hiring the best people ready to tackle real-life challenges right from the get-go, whenever the demand arises.
This document summarizes recent learning trends in Europe and North America based on a whitepaper by Jeremy Blain. It finds that while training budgets are decreasing due to economic pressures, most companies remain committed to training. It also finds that training priorities are shifting towards job-specific technical skills and compliance. Delivery methods are also changing, with classroom training still dominant but e-learning and blended learning growing in popularity due to their flexibility and cost-effectiveness. Surveys show learners prefer more technology-driven learning like e-learning and collaborative tools.
Linking to Excellence: best practice in university/corporate partnershipsAlan Bruce
An overview of the themes, issues and strategies in developing university/corporate partnerships at a time of systemic change and pervasive technologies. Presented at the Pearson Colloquium for Brazilian higher education and university rectors in Campinas, Brazil (26.8.2014)
The state of play for L&D across the Asia Pacific Region. Survey completed by Learners and Learning Professionals - the most positive survey in 4 years
The document summarizes themes from the 2009 national and local ASTD State of the Industry reports. Nationally, learning investment and support remained stable in 2008. Operational efficiencies were gained through increased content reuse and advances in learning technologies. E-learning levels stabilized in 2008 but were expected to rebound in 2009. Top learning content areas included professional development, technology skills, and compliance training. Locally, 1/4 of respondents expected budget cuts while 1/3 anticipated less classroom training. Operational efficiencies were being gained through increased e-learning and LMS implementations. Top local content areas included new employee orientation, compliance training, and management/supervisory skills.
Benchmarking Executive Education da escola IMD da Suiça 2 lugar ranking de Educação Executiva do Financial Times (2014)
Fundação Dom Cabral: a melhor escola de negócios da América latina.
http://www.jvalerio.com.br
Industrial Attachment challenges: Lessons drawn from Gweru Polytechnic Colleg...inventionjournals
This document discusses challenges faced by students during industrial attachment programs in Zimbabwe. It finds that the main challenges are:
1) Shortage of attachment places, as there are not enough opportunities for the large number of students. This can result in students being placed in companies not relevant to their field of study.
2) Financial problems for students, as many do not have adequate resources to support themselves during the unpaid attachment period. This can lead to absenteeism and negatively impact motivation.
3) Issues of sexual harassment of female students by supervisors, according to some student responses. While most respondents saw this as a minor issue, some female students felt it negatively affected their experience.
The document recommends increasing
Future of Business Education - working documentRoss Wirth
Summary of issues facing business education including some analysis of criticisms from hiring managers, what it means to be a College of Business, and emerging trends.
The missing puzzle piece for talent development and sourcingTimo Kerzel
In today’s environment of increasing global competition the challenge for companies is to source talent efficiently and flexibly, hiring the best people ready to tackle real-life challenges right from the get-go, whenever the demand arises.
Making Management Education in India Meet Global Qualitypaperpublications3
Abstract:Management education in India is under increasing demand with close on a lakh of students passing out each year. Demand has especially increased after changes towards privatization and globalization, offering great potential to aspiring MBA students. According to the Business Standard dated 20th March 21, 2014 “India’s Marquee B-schools make a dash for global recognition”. Tangible benefits of international accreditation attract global faculty and students besides helping justify higher fees. Further, B-schools are not satisfied with a single accreditation, but want the triple-crown, namely. Association to Advance Collegiate Schools of Business (AACSB), Association of MBAs (AMBA) and European Quality Improvement System (EQUIS).
Keywords:Management education, Global recognition.
This chapter provides an overview of assessment and accreditation of non-formal management education programs. It discusses the growth of non-formal management education to meet demands for continuous learning. While assessment and accreditation systems are well-developed for formal management education, the same cannot be said for non-formal programs. The chapter examines accreditation approaches used in some Western countries like the US, Switzerland, and through ISO standards.
This position paper examines how corporations can effectively implement digital learning strategies. It is based on surveys and interviews with 68 multinational corporations. While digital learning currently accounts for 20% or less of corporate training budgets, most companies expect this to increase to 60% within the next two years. However, many digital learning programs lack impact and engagement. Common challenges include outdated learning management systems, a lack of technical support, and no involvement of IT in decision-making. The paper argues that to maximize the benefits of digital learning, companies must first understand employees' knowledge needs and map existing technical capabilities before developing learning strategies. They must also focus on creating enjoyable, high-impact blended learning programs through varied methodologies. Change management will also be
eLearning grew due to its potential to save costs through centralized content and logistics cost reductions. It helped companies improve performance while saving recurring costs. The global eLearning market grew significantly over the years, reaching $27.1 billion in 2009. However, the economic downturn threatened continued growth, as companies focused on cost-cutting. This led to a second wave of eLearning adoption to reduce training budgets in the short-term. In the future, demand is projected to continue growing at 12.8% annually, with Asia becoming the second largest market after North America by 2014.
This white paper discusses strategies for using distance learning to achieve strategic HR goals. It addresses the rise of knowledge workers, the need for rapid adaptation to strategic changes, and the war for talent in attracting and retaining skilled employees.
The paper outlines five objectives for an effective learning strategy: 1) Increase access to learning while controlling costs, 2) Promote flexibility and responsiveness, 3) Demonstrate measurable impacts, 4) Foster a learning culture, and 5) Serve both business and individual needs. It then describes five innovative HR practices using distance learning to meet these objectives, such as blended learning, workplace learning, and focusing on strategic skills.
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
The document discusses the results of a survey by Cegos on how managers are dealing with disruption. Some key findings include:
- Many managers lack understanding of technology and could benefit from more training. Investment in technology is also inadequate in many organizations.
- Communication between managers and employees needs improvement in most regions. Managers must communicate more clearly and frequently.
- Diversity is generally welcomed but more can be done to promote inclusion. A quarter of respondents in India said organizations do not highly value diversity.
- Strategies are often unclear and lack input from employees. Three-quarters of respondents feel they have little influence on strategic decisions.
In this ebook, you will learn what innovative colleges, students, and employers are doing with their experiential practical learning to succeed in the 21st century.
New Global research updated in December 2016 to help organisations build and develop leaders, managers and a workforce fit for the future. It's about preparing for the future, now.
Wired to Learn: How New Technologies Are Changing L&D DeliveryKip Michael Kelly
This white paper: Explores the growth of electronically-delivered L&D. Reviews the motivators that are fueling that growth. Reviews and defines some of the terminology emerging in the field, including computer-based collaborative learning, mobile learning, global learning, and the use of social media in learning. Introduces technical trends in the e-learning environment that HR and talent managers should monitor for use in their organizations. Offers steps L&D professionals can take to introduce these emerging technologies into their organizations. Provides several examples of how HR and talent management teams have applied these technologies in their organizations.
Ever since tech-enabled learning offered a viable alternative to the classroom, we've been extolling the virtues of any-time any-place learning. But has learning innovation kept pace with the new models of any-time any-place working available to today’s worker?
Drawing on research conducted with over 3,000 L&D leaders and 13,000 learners around the globe, this slideshow will explore what the mobile enterprise is looking for from a modernised L&D programme, and how the top learning companies are actually delivering it.
For an organisation human resource is an altogether important asset.
Skills and knowledge of people are the driving force of growth and social
development. Training and Development ensure that employees may
develop competencies and maximise their potential. The major factor
hindering employees training are time and budget. The emerging trends in
technologies require development of new skills and knowledge so as to
meet the emerging challenges. Therefore, companies are nowadays
focusing on advanced and effective training methods to train and develop
their people. E-learning is becoming a dominant tool that is widely used in
organisations worldwide for the purpose of employee training. This case
study identifies the use of E-learning for training and development
processes within the organisations being studied.
Building Learning Cultures - PPT HR summit Kenya SESH SUKHDEO
1. The document discusses building a learning culture and emphasizes that organizations with strong learning cultures outperform competitors.
2. It envisions new technologies that can rapidly assess skills profiles and training against standards to replace traditional resumes and improve learning.
3. Relationship-centered learning is emerging as the new model, leveraging relationships within the learning ecosystem using new technologies.
Overcoming eLearning Training Barriers 24x7 Learning
Read this presentation to know :
- The types of eLearning barriers faced by professionals
- What makes a virtual learning experience successful?
- Solutions to overcome the challenges in elearning implementation
- Ways to take virtual learning viral
Visit www.24x7learning.com/resources.html To download the presentation
Or
Write to vinita.tyagi@24x7learning.com if you want a copy of this presentation
Connect to Us:
Facebook: facebook.com/24x7LearningIndia
Twitter: twitter.com/24x7learning
LinkedIn: lnkd.in/6qD2pY
Training Journal (July 2009) Cegos Francis Marshall ColumnMark Swain
The document discusses how training budgets and methods are changing during economic uncertainty. While budgets remain stable or are increasing in many companies, there is a disconnect between what learners want and what training departments are providing. Learners prefer e-learning, blended learning, and collaborative tools, while training focuses more on classroom learning. The needs of the new generation of learners should be considered to engage employees and effectively use training budgets. Listening to what learners want is important for developing successful training strategies.
The latest learning trends for 2013 across the Asia Pacific region. Over 2600 respondents across 8+ countries over Q2 and Q3 2012. This is the detailed report, and you can download the CLO/CEO overview if you prefer.
A new paper from Cegos created with our Partners in Australia TP3 to update our thinking around blended learning and offer some best practices from our joint experiences.
Making Management Education in India Meet Global Qualitypaperpublications3
Abstract:Management education in India is under increasing demand with close on a lakh of students passing out each year. Demand has especially increased after changes towards privatization and globalization, offering great potential to aspiring MBA students. According to the Business Standard dated 20th March 21, 2014 “India’s Marquee B-schools make a dash for global recognition”. Tangible benefits of international accreditation attract global faculty and students besides helping justify higher fees. Further, B-schools are not satisfied with a single accreditation, but want the triple-crown, namely. Association to Advance Collegiate Schools of Business (AACSB), Association of MBAs (AMBA) and European Quality Improvement System (EQUIS).
Keywords:Management education, Global recognition.
This chapter provides an overview of assessment and accreditation of non-formal management education programs. It discusses the growth of non-formal management education to meet demands for continuous learning. While assessment and accreditation systems are well-developed for formal management education, the same cannot be said for non-formal programs. The chapter examines accreditation approaches used in some Western countries like the US, Switzerland, and through ISO standards.
This position paper examines how corporations can effectively implement digital learning strategies. It is based on surveys and interviews with 68 multinational corporations. While digital learning currently accounts for 20% or less of corporate training budgets, most companies expect this to increase to 60% within the next two years. However, many digital learning programs lack impact and engagement. Common challenges include outdated learning management systems, a lack of technical support, and no involvement of IT in decision-making. The paper argues that to maximize the benefits of digital learning, companies must first understand employees' knowledge needs and map existing technical capabilities before developing learning strategies. They must also focus on creating enjoyable, high-impact blended learning programs through varied methodologies. Change management will also be
eLearning grew due to its potential to save costs through centralized content and logistics cost reductions. It helped companies improve performance while saving recurring costs. The global eLearning market grew significantly over the years, reaching $27.1 billion in 2009. However, the economic downturn threatened continued growth, as companies focused on cost-cutting. This led to a second wave of eLearning adoption to reduce training budgets in the short-term. In the future, demand is projected to continue growing at 12.8% annually, with Asia becoming the second largest market after North America by 2014.
This white paper discusses strategies for using distance learning to achieve strategic HR goals. It addresses the rise of knowledge workers, the need for rapid adaptation to strategic changes, and the war for talent in attracting and retaining skilled employees.
The paper outlines five objectives for an effective learning strategy: 1) Increase access to learning while controlling costs, 2) Promote flexibility and responsiveness, 3) Demonstrate measurable impacts, 4) Foster a learning culture, and 5) Serve both business and individual needs. It then describes five innovative HR practices using distance learning to meet these objectives, such as blended learning, workplace learning, and focusing on strategic skills.
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
The document discusses the results of a survey by Cegos on how managers are dealing with disruption. Some key findings include:
- Many managers lack understanding of technology and could benefit from more training. Investment in technology is also inadequate in many organizations.
- Communication between managers and employees needs improvement in most regions. Managers must communicate more clearly and frequently.
- Diversity is generally welcomed but more can be done to promote inclusion. A quarter of respondents in India said organizations do not highly value diversity.
- Strategies are often unclear and lack input from employees. Three-quarters of respondents feel they have little influence on strategic decisions.
In this ebook, you will learn what innovative colleges, students, and employers are doing with their experiential practical learning to succeed in the 21st century.
New Global research updated in December 2016 to help organisations build and develop leaders, managers and a workforce fit for the future. It's about preparing for the future, now.
Wired to Learn: How New Technologies Are Changing L&D DeliveryKip Michael Kelly
This white paper: Explores the growth of electronically-delivered L&D. Reviews the motivators that are fueling that growth. Reviews and defines some of the terminology emerging in the field, including computer-based collaborative learning, mobile learning, global learning, and the use of social media in learning. Introduces technical trends in the e-learning environment that HR and talent managers should monitor for use in their organizations. Offers steps L&D professionals can take to introduce these emerging technologies into their organizations. Provides several examples of how HR and talent management teams have applied these technologies in their organizations.
Ever since tech-enabled learning offered a viable alternative to the classroom, we've been extolling the virtues of any-time any-place learning. But has learning innovation kept pace with the new models of any-time any-place working available to today’s worker?
Drawing on research conducted with over 3,000 L&D leaders and 13,000 learners around the globe, this slideshow will explore what the mobile enterprise is looking for from a modernised L&D programme, and how the top learning companies are actually delivering it.
For an organisation human resource is an altogether important asset.
Skills and knowledge of people are the driving force of growth and social
development. Training and Development ensure that employees may
develop competencies and maximise their potential. The major factor
hindering employees training are time and budget. The emerging trends in
technologies require development of new skills and knowledge so as to
meet the emerging challenges. Therefore, companies are nowadays
focusing on advanced and effective training methods to train and develop
their people. E-learning is becoming a dominant tool that is widely used in
organisations worldwide for the purpose of employee training. This case
study identifies the use of E-learning for training and development
processes within the organisations being studied.
Building Learning Cultures - PPT HR summit Kenya SESH SUKHDEO
1. The document discusses building a learning culture and emphasizes that organizations with strong learning cultures outperform competitors.
2. It envisions new technologies that can rapidly assess skills profiles and training against standards to replace traditional resumes and improve learning.
3. Relationship-centered learning is emerging as the new model, leveraging relationships within the learning ecosystem using new technologies.
Overcoming eLearning Training Barriers 24x7 Learning
Read this presentation to know :
- The types of eLearning barriers faced by professionals
- What makes a virtual learning experience successful?
- Solutions to overcome the challenges in elearning implementation
- Ways to take virtual learning viral
Visit www.24x7learning.com/resources.html To download the presentation
Or
Write to vinita.tyagi@24x7learning.com if you want a copy of this presentation
Connect to Us:
Facebook: facebook.com/24x7LearningIndia
Twitter: twitter.com/24x7learning
LinkedIn: lnkd.in/6qD2pY
Training Journal (July 2009) Cegos Francis Marshall ColumnMark Swain
The document discusses how training budgets and methods are changing during economic uncertainty. While budgets remain stable or are increasing in many companies, there is a disconnect between what learners want and what training departments are providing. Learners prefer e-learning, blended learning, and collaborative tools, while training focuses more on classroom learning. The needs of the new generation of learners should be considered to engage employees and effectively use training budgets. Listening to what learners want is important for developing successful training strategies.
The latest learning trends for 2013 across the Asia Pacific region. Over 2600 respondents across 8+ countries over Q2 and Q3 2012. This is the detailed report, and you can download the CLO/CEO overview if you prefer.
A new paper from Cegos created with our Partners in Australia TP3 to update our thinking around blended learning and offer some best practices from our joint experiences.
The document outlines several key drivers of corporate e-learning adoption. It states that the global economy has shifted to become knowledge-based, placing greater emphasis on continuous learning. Additionally, advances in technology have increased work complexity and the pace of change, requiring more frequent skills updates. There is also a growing gap between the skills workers possess and the needs of knowledge-based industries, driving the need for reform in education and training. E-learning helps address these issues by providing a flexible, cost-effective means of delivering just-in-time, ongoing training to geographically dispersed workforces.
How ready are our workplaces for these changes? Are L&D and HR professionals pro-actively contemplating innovation in the way learning is conceptualised and delivered?
Will 2020 look drastically different from how L&D is deliveredin 2015? This report provides insights into learning & development (L&D) priorities, future trends and aspirations. It also provides benchmarks into prevalent practices from organisations across the GCC region and beyond.
Understanding the growing trend for Informal learning, this paper goes further to investigate some current best practices and suggest tips and next steps for driving a more "formalised" approach for Informal Learning in your organisation.
Training and development is vital part of the human resource development. It is assuming ever important role in wake of the advancement of technology which has resulted in ever increasing competition, rise in customer’s expectation of quality and service and a subsequent need to lower costs
12 Part 2 Designing TrainingChapter 5 Transfer of Training.docxhyacinthshackley2629
12 Part 2 Designing Training
Chapter 5 Transfer of Training 195
Chapter Five
2 Part 2 Designing Training
Chapter 5 Transfer,,/Training 187
(
Transfer of Training
)
Objectives
After reading this chapter, you should be able to "V
1. Diagnose and solve a transfer of training problem.
2. Create a work environment that will facilitate transfer of training.
3. Explain to a manager how to ensure that transfer of training occurs.
4. Discuss the implications of identical elements, stimulus generalization.
and cognitive theories for transfer of training.
5. Develop a self-management module for a training program.
6. Discuss the technologies that can be used to support transfer of training.
7. Discuss the key features of the learning organization.
8. Provide recommendations for how to manage knowledge.
9.
Transfer of Training and Knowledge Sharing Are Important for Nonprofits
Nonprofit organizations such as the United Nations Children's Fund (UNICEF) and government agencies such as the Peace Corps routinely send workers to some of the most dangerous, underdeveloped nations in the world. They rely upon temporary and short-term field workers and volunteers and have small training budgets compared to those of private, for-profit companies. Despite the difficulties they face, nonprofits still manage to train their workers successfully so they can be effective in their mission. It is especially important that what is emphasized in training is used on the job (transfer of training) and that the valuable knowledge that volunteers have gained about a location, its people, and the assistance needed is not lost when they leave the organization (i.e., knowledge sharing occurs).
For example, consider the online course used by Darkness to Light (D2L), an international child abuse prevention, education, and public awareness organization. "Stewards of Children Online" is designed to teach adults how to prevent and recognize signs of sexual abuse in children. The training was developed around "universal truths" to ensure that the basic principles emphasized in the course would be relevant for everyone, regardless of their culture, socioeconomic background, or location. For
185
example, one of the "universal truths" is that it is healthy and good for parents to talk to their children about their personal boundaries.
UNICEF, which provides humanitarian and development assistance to children and mothers in developing countries, uses a blended learning approach. The majority of e-learning programs offered by UNICEF include both CD-ROM and Internet formats, which allows trainees without dependable access to the Internet to train using personal computers available at their location. Course content is broken into modules so individual regions can easily customize content to local culture and situations.
At the Peace Corps, more than 90 percent of training is conducted by local staff in the field. The Peace Corps trains volunteers in the actual perfor.
150723 inspiring next generation career successv6ME+
Businesses are spending heavily on recruiting and developing young talent through direct entry graduate schemes and other early careers programmes, yet 25% of companies have unfilled positions due to graduates having a lack of employable skills.
Whilst the transformation in Further Education funding has increased the focus of universities on employability, this is failing to engage a large number of students and provide the personalised support in their moment of need. Many young people are feeling overwhelmed as they take their first steps on their career resulting in high numbers of employees being disengaged and uninspired in their work.
So, who's doing anything about it?
There's a gaping divide in who owns the problem, with employees looking for their employers to take the lead and provide visibility of their future careers options and businesses looking for individuals to take control.
ME+® fills the gap, putting people in control of their own careers and guiding them to achieve their ambitions.
This research proposal aims to study how LinkedIn Learning can improve employee performance as evaluated in performance reviews. The researchers hypothesize that LinkedIn Learning is an effective self-directed learning tool that can help employees gain skills and help leaders provide better coaching to employees. The study will use surveys to assess employee and leader perspectives on how LinkedIn Learning impacts the performance evaluation process. The literature review discusses what is known, such as benefits of social learning platforms and LinkedIn Learning, and what is unknown, such as potential downsides of personal data sharing and impacts on business performance. The theoretical framework discusses ubiquitous learning models and how always-available online learning platforms can influence learner motivation and transfer of skills to the professional environment.
This document discusses considerations for developing effective learning programs for employees. It begins by outlining myths and facts about talent development, including that spending and budgeting for training are important drivers of employee engagement. Training 2-5 days per employee on average can increase employee revenue. New ways of working require new approaches to learning that leverage technologies like blended learning. Key factors for learning programs include never cutting compliance training, adapting learning to new ways of working, and using technology to enhance learning efficiency and results.
FET Professional Development Strategy 2017-2019Paul Malone
This document outlines a professional development strategy for the further education and training (FET) sector in Ireland from 2017-2019. It was developed through extensive consultation and research. The strategy aims to build a coordinated approach to professional development across the FET sector to support the changing needs of learners, employers, and communities. It sets out three goals: 1) creating infrastructure and delivery systems for high-quality professional development, 2) increasing FET sector capabilities through targeted development, and 3) sustainable funding and resourcing of professional development. The strategy is intended to formalize and improve the existing culture of professional development in the FET sector.
Training And Development System
The document provides an overview of training and development system. It discusses the meaning and scope of training, objectives and beneficiaries of training. It also provides a snapshot of current training practices, stakeholders involved, and the role of trainees in transfer of training. Some key problems and future trends in training like competition for expertise, changing demographics, and technological advancements are also highlighted. The document outlines the syllabus for a training and development course covering topics like strategic training, needs assessment, training design, learning theories, training methods, evaluation and the use of technology in training.
Role of skill development in overcoming social disadvantageRohan Tiwari
This document provides background information on skills development and overcoming social disadvantage for the 2012 EFA Global Monitoring Report. It discusses the challenges in defining and measuring skills development, as skills come from formal, non-formal and informal sources. Evaluation evidence shows vocational/technical education improves employment when labor demand is high and education quality is good. Targeted programs providing skills and support services have benefited disadvantaged youth in getting jobs. Continued economic growth and expanded access to skills development opportunities are needed to improve outcomes for socially disadvantaged groups.
This document provides an overview of training processes and the role of training managers. It discusses the need for training due to changing technology, demanding customers, productivity demands, and improved employee motivation. Training is defined as increasing an employee's knowledge and skills for a specific job. The objectives of training are to increase knowledge, impart new skills, change attitudes, improve performance, reduce waste and accidents, and prepare employees for advancement. Training is distinguished from development and education, with training focusing on specific job skills, development on overall personality growth, and education providing general knowledge. The document outlines the roles and responsibilities of trainers in delivering effective training programs.
This document provides a summary of key insights from a 2022 training trends report. It explores current challenges for learning and development (L&D) teams like maintaining quality while responding quickly to increased demand. It then outlines five trends expected to grow in 2022: 1) Microlearning becoming more prominent 2) Blended learning being reinvented 3) Increased use of video for employee learning 4) Artificial intelligence personalizing learning and 5) A greater focus on learner wellbeing. Interviews with industry experts suggest people-centered learning, data use, blended approaches, social learning, talent retention, and health/wellbeing will be important. Practical advice includes strengthening stakeholder relationships, empowering managers in learning, and setting a
This document summarizes a research paper that examines training and development practices in public and private banks in Kenya and India. The paper aims to analyze problems in training and development and suggest improvements. It reviews literature on training and development and establishes the need for the study. The objectives are to examine the role of training in empowering employees, compare policies for human resource development, study training methods, and understand employee attitudes toward training. Hypotheses are that employee characteristics are unrelated to training empowerment and sectors differ in human resource policies. The research design is an exploratory survey comparing managers and employees in both countries' banking industries. Data collection methods include questionnaires, interviews, and documents. Statistical analysis includes measures of central tendency, t-tests
1. Recent research found that over 80% of organizational training may be wasted, with less than 20% of the $670 billion global training spend actually being applied in the workplace. This suggests over $500 billion is having no impact on business performance or results.
2. Traditional learning models do not help organizations maximize their return on training investments due to a lack of synergy between learning activities and organizational goals, inadequate learning transfer strategies, and an over-reliance on post-training evaluations ("happy sheets") to measure impact.
3. To increase the impact of learning and development, organizations need to define goals and expected outcomes up front, conduct pre- and post-training evaluations beyond just reaction measures, and implement
The document discusses principles and experiences of workplace learning (WPL). It notes that WPL is informal, participatory, flexible learning organized by the workplace that supports employment roles. Common themes are that learning tasks are influenced by work nature and context is vital for learning. Challenges of WPL include lack of dedicated support, inconsistent funding, and barriers to career progression. However, WPL improves job performance and quality of service. For managers specifically, WPL is crucial for higher performance, better results, promotion, and job security.
Similar to 3. cegos group . training today, training tomorrow an analysis of learning trends across europe and global comparisons (20)
Freshworks Rethinks NoSQL for Rapid Scaling & Cost-EfficiencyScyllaDB
Freshworks creates AI-boosted business software that helps employees work more efficiently and effectively. Managing data across multiple RDBMS and NoSQL databases was already a challenge at their current scale. To prepare for 10X growth, they knew it was time to rethink their database strategy. Learn how they architected a solution that would simplify scaling while keeping costs under control.
How to Interpret Trends in the Kalyan Rajdhani Mix Chart.pdfChart Kalyan
A Mix Chart displays historical data of numbers in a graphical or tabular form. The Kalyan Rajdhani Mix Chart specifically shows the results of a sequence of numbers over different periods.
5th LF Energy Power Grid Model Meet-up SlidesDanBrown980551
5th Power Grid Model Meet-up
It is with great pleasure that we extend to you an invitation to the 5th Power Grid Model Meet-up, scheduled for 6th June 2024. This event will adopt a hybrid format, allowing participants to join us either through an online Mircosoft Teams session or in person at TU/e located at Den Dolech 2, Eindhoven, Netherlands. The meet-up will be hosted by Eindhoven University of Technology (TU/e), a research university specializing in engineering science & technology.
Power Grid Model
The global energy transition is placing new and unprecedented demands on Distribution System Operators (DSOs). Alongside upgrades to grid capacity, processes such as digitization, capacity optimization, and congestion management are becoming vital for delivering reliable services.
Power Grid Model is an open source project from Linux Foundation Energy and provides a calculation engine that is increasingly essential for DSOs. It offers a standards-based foundation enabling real-time power systems analysis, simulations of electrical power grids, and sophisticated what-if analysis. In addition, it enables in-depth studies and analysis of the electrical power grid’s behavior and performance. This comprehensive model incorporates essential factors such as power generation capacity, electrical losses, voltage levels, power flows, and system stability.
Power Grid Model is currently being applied in a wide variety of use cases, including grid planning, expansion, reliability, and congestion studies. It can also help in analyzing the impact of renewable energy integration, assessing the effects of disturbances or faults, and developing strategies for grid control and optimization.
What to expect
For the upcoming meetup we are organizing, we have an exciting lineup of activities planned:
-Insightful presentations covering two practical applications of the Power Grid Model.
-An update on the latest advancements in Power Grid -Model technology during the first and second quarters of 2024.
-An interactive brainstorming session to discuss and propose new feature requests.
-An opportunity to connect with fellow Power Grid Model enthusiasts and users.
This presentation provides valuable insights into effective cost-saving techniques on AWS. Learn how to optimize your AWS resources by rightsizing, increasing elasticity, picking the right storage class, and choosing the best pricing model. Additionally, discover essential governance mechanisms to ensure continuous cost efficiency. Whether you are new to AWS or an experienced user, this presentation provides clear and practical tips to help you reduce your cloud costs and get the most out of your budget.
zkStudyClub - LatticeFold: A Lattice-based Folding Scheme and its Application...Alex Pruden
Folding is a recent technique for building efficient recursive SNARKs. Several elegant folding protocols have been proposed, such as Nova, Supernova, Hypernova, Protostar, and others. However, all of them rely on an additively homomorphic commitment scheme based on discrete log, and are therefore not post-quantum secure. In this work we present LatticeFold, the first lattice-based folding protocol based on the Module SIS problem. This folding protocol naturally leads to an efficient recursive lattice-based SNARK and an efficient PCD scheme. LatticeFold supports folding low-degree relations, such as R1CS, as well as high-degree relations, such as CCS. The key challenge is to construct a secure folding protocol that works with the Ajtai commitment scheme. The difficulty, is ensuring that extracted witnesses are low norm through many rounds of folding. We present a novel technique using the sumcheck protocol to ensure that extracted witnesses are always low norm no matter how many rounds of folding are used. Our evaluation of the final proof system suggests that it is as performant as Hypernova, while providing post-quantum security.
Paper Link: https://eprint.iacr.org/2024/257
TrustArc Webinar - 2024 Global Privacy SurveyTrustArc
How does your privacy program stack up against your peers? What challenges are privacy teams tackling and prioritizing in 2024?
In the fifth annual Global Privacy Benchmarks Survey, we asked over 1,800 global privacy professionals and business executives to share their perspectives on the current state of privacy inside and outside of their organizations. This year’s report focused on emerging areas of importance for privacy and compliance professionals, including considerations and implications of Artificial Intelligence (AI) technologies, building brand trust, and different approaches for achieving higher privacy competence scores.
See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
This webinar will review:
- The top 10 privacy insights from the fifth annual Global Privacy Benchmarks Survey
- The top challenges for privacy leaders, practitioners, and organizations in 2024
- Key themes to consider in developing and maintaining your privacy program
Generating privacy-protected synthetic data using Secludy and MilvusZilliz
During this demo, the founders of Secludy will demonstrate how their system utilizes Milvus to store and manipulate embeddings for generating privacy-protected synthetic data. Their approach not only maintains the confidentiality of the original data but also enhances the utility and scalability of LLMs under privacy constraints. Attendees, including machine learning engineers, data scientists, and data managers, will witness first-hand how Secludy's integration with Milvus empowers organizations to harness the power of LLMs securely and efficiently.
Skybuffer SAM4U tool for SAP license adoptionTatiana Kojar
Manage and optimize your license adoption and consumption with SAM4U, an SAP free customer software asset management tool.
SAM4U, an SAP complimentary software asset management tool for customers, delivers a detailed and well-structured overview of license inventory and usage with a user-friendly interface. We offer a hosted, cost-effective, and performance-optimized SAM4U setup in the Skybuffer Cloud environment. You retain ownership of the system and data, while we manage the ABAP 7.58 infrastructure, ensuring fixed Total Cost of Ownership (TCO) and exceptional services through the SAP Fiori interface.
FREE A4 Cyber Security Awareness Posters-Social Engineering part 3Data Hops
Free A4 downloadable and printable Cyber Security, Social Engineering Safety and security Training Posters . Promote security awareness in the home or workplace. Lock them Out From training providers datahops.com
Ivanti’s Patch Tuesday breakdown goes beyond patching your applications and brings you the intelligence and guidance needed to prioritize where to focus your attention first. Catch early analysis on our Ivanti blog, then join industry expert Chris Goettl for the Patch Tuesday Webinar Event. There we’ll do a deep dive into each of the bulletins and give guidance on the risks associated with the newly-identified vulnerabilities.
Fueling AI with Great Data with Airbyte WebinarZilliz
This talk will focus on how to collect data from a variety of sources, leveraging this data for RAG and other GenAI use cases, and finally charting your course to productionalization.
A Comprehensive Guide to DeFi Development Services in 2024Intelisync
DeFi represents a paradigm shift in the financial industry. Instead of relying on traditional, centralized institutions like banks, DeFi leverages blockchain technology to create a decentralized network of financial services. This means that financial transactions can occur directly between parties, without intermediaries, using smart contracts on platforms like Ethereum.
In 2024, we are witnessing an explosion of new DeFi projects and protocols, each pushing the boundaries of what’s possible in finance.
In summary, DeFi in 2024 is not just a trend; it’s a revolution that democratizes finance, enhances security and transparency, and fosters continuous innovation. As we proceed through this presentation, we'll explore the various components and services of DeFi in detail, shedding light on how they are transforming the financial landscape.
At Intelisync, we specialize in providing comprehensive DeFi development services tailored to meet the unique needs of our clients. From smart contract development to dApp creation and security audits, we ensure that your DeFi project is built with innovation, security, and scalability in mind. Trust Intelisync to guide you through the intricate landscape of decentralized finance and unlock the full potential of blockchain technology.
Ready to take your DeFi project to the next level? Partner with Intelisync for expert DeFi development services today!
Programming Foundation Models with DSPy - Meetup SlidesZilliz
Prompting language models is hard, while programming language models is easy. In this talk, I will discuss the state-of-the-art framework DSPy for programming foundation models with its powerful optimizers and runtime constraint system.
Salesforce Integration for Bonterra Impact Management (fka Social Solutions A...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on integration of Salesforce with Bonterra Impact Management.
Interested in deploying an integration with Salesforce for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
Salesforce Integration for Bonterra Impact Management (fka Social Solutions A...
3. cegos group . training today, training tomorrow an analysis of learning trends across europe and global comparisons
1. 1
Jeremy Blain, Director, International Partners
Network, Cegos Group
‘TRAINING TODAY,
TRAINING TOMORROW’
An Analysis of Learning Trends
Across Europe and Global
Comparisons