Enhancing employability through enterprise education - Maureen TibbyHEA_STEM
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1xb3ins
Today’s training, talent and development professionals
require faster and more innovative solutions to meet the
demands of the next gen business.
Disruptive Learning is the means by which you stay ahead of the curve of future trends in a marketplace based on creativity, collaboration, disruptive innovation and technological evolution.
This document discusses the need for "T-shaped professionals" who have both broad skills and in-depth expertise in at least one area. It notes challenges like rapid change, the need for strong problem-solving skills, and a shortage of skilled workers. "T-shaped" people with balanced skill sets perform better. The document outlines eight steps to develop these professionals through skills assessments, targeted training, and recognition. Developing T-shaped leaders is critical for companies to succeed in today's changing environment.
The Center for Executive Education at America-Mongolia University aims to provide high-impact leadership programs to address skills gaps facing Mongolian businesses. It partners with top global organizations and faculty to deliver short courses on topics like communication, coaching, innovation, and strategy. Evaluations show the programs increase productivity, satisfaction, and workforce flexibility. The Center is accepting enrollments for various 2012 programs focused on developing authentic leaders, managers, entrepreneurs, and strengthening human resources and supply chain management.
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Create a Culture of Learning in the Modern WorkplaceBizLibrary
Employees today are working in a constantly changing environment, and the way they learn needs to keep up with that change.
For your business to maintain a competitive advantage, it’s vital for its employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but what’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What’s your communication plan? How will you measure success and failure?
This webinar will share easy-to-understand insights into:
- The key characteristics of an engaged learning culture
- Why microlearning is the ideal tool for a real culture shift
- How the science of learning reinforces training and increases ROI
- Why change is inevitable and how to deal with it in a positive way
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
Enhancing employability through enterprise education - Maureen TibbyHEA_STEM
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1xb3ins
Today’s training, talent and development professionals
require faster and more innovative solutions to meet the
demands of the next gen business.
Disruptive Learning is the means by which you stay ahead of the curve of future trends in a marketplace based on creativity, collaboration, disruptive innovation and technological evolution.
This document discusses the need for "T-shaped professionals" who have both broad skills and in-depth expertise in at least one area. It notes challenges like rapid change, the need for strong problem-solving skills, and a shortage of skilled workers. "T-shaped" people with balanced skill sets perform better. The document outlines eight steps to develop these professionals through skills assessments, targeted training, and recognition. Developing T-shaped leaders is critical for companies to succeed in today's changing environment.
The Center for Executive Education at America-Mongolia University aims to provide high-impact leadership programs to address skills gaps facing Mongolian businesses. It partners with top global organizations and faculty to deliver short courses on topics like communication, coaching, innovation, and strategy. Evaluations show the programs increase productivity, satisfaction, and workforce flexibility. The Center is accepting enrollments for various 2012 programs focused on developing authentic leaders, managers, entrepreneurs, and strengthening human resources and supply chain management.
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Create a Culture of Learning in the Modern WorkplaceBizLibrary
Employees today are working in a constantly changing environment, and the way they learn needs to keep up with that change.
For your business to maintain a competitive advantage, it’s vital for its employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but what’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What’s your communication plan? How will you measure success and failure?
This webinar will share easy-to-understand insights into:
- The key characteristics of an engaged learning culture
- Why microlearning is the ideal tool for a real culture shift
- How the science of learning reinforces training and increases ROI
- Why change is inevitable and how to deal with it in a positive way
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
Learning Leader Symposium - Bersin 6-27-12Pam Devine
The document discusses trends in next generation learning and development. It advocates for a shift from traditional training approaches to continuous learning models that incorporate formal and informal learning. Measurement is also highlighted as an area that needs improvement, with most organizations regularly measuring satisfaction but few measuring impact, ROI, or learning culture regularly. The presentation argues that learning and development needs to focus on enabling learning, becoming accountable to talent needs, and cultivating a learning culture to drive the greatest business value.
The future of entrepreneurship education for schools in singaporeAlicia Lye
The document discusses plans to expand entrepreneurship education programs in Singaporean schools. It envisions entrepreneurship education empowering students, leveraging school alumni networks, and supporting Singapore's knowledge-based economy. Performance will be measured by student competencies, innovations generated, startups launched, and alumni success stories. Proposed areas of collaboration with schools include experiential learning activities, startup incubation clubs, challenges, and social enterprise programs. External collaborators can apply for funding of up to $100,000, $50,000, or $10,000 per school depending on type.
This document provides recommendations for how Express Scripts can become a more attractive workplace for recent college graduates. It identifies key areas for improvement such as employee engagement, personal and professional development, and work-life balance. Specific recommendations are given under each area, along with the potential benefits and barriers. The recommendations include hiring campus recruiting events, unique collaboration environments, flexible work hours, staff training programs, and worksite wellness benefits. The goal is to improve employee satisfaction and engagement in order to attract and retain young talent.
The document discusses defining a social learning strategy and provides three examples of social learning initiatives. It describes the audiences, challenges, approaches, instructional design considerations, tools/technologies, and culture for each initiative. The initiatives include a sales team training rollout, training bank examiners, and ongoing sales team training.
How Content Strategy Drives the High Impact Learning OrganizationXyleme
According to research by Bersin, profits from High Impact Learning Organizations (HILO) grew three times faster than other organizations studied. So, what makes some Learning & Development organizations better than others? One core capability is Learning Content Strategy.
In this webinar, David Mallon, VP of Research at Bersin by Deloitte, will dive into the evolving nature of learning content and share findings from Bersin’s recent High Impact Learning Organization report. Joining David will be Michael Miller, Process and Standards Supervisor at Caterpillar, Inc. Together they will discuss how eLearning has become a small part of the larger pie that now includes the delivery of contextual-based content at the right time and in the right format to drive performance outcomes. Key takeaways for Senior Learning & Talent executives will include the methodologies used by HILOs to build a sustainable content strategy that helps companies solve business and operational problems.
Workshop HRD & Talent Development towards a more contemporary Talent 2.0 mindsetAlexander Crépin
This document discusses the need for HR and talent development to adopt a more contemporary mindset to keep up with changes brought by technologies like social media and the internet. It notes that the modern career paradigm requires individuals to take responsibility for their lifelong learning and employability. Web 2.0 and online learning have created a global village where learning is continuous, sharing knowledge is easy, and individuals can curate their own learning experiences. HR and talent development practices need to shift focus from controlling employees to fostering guidance and allowing individuals to learn through networks in a learnscape.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Building Responsive & Scalable Organisational Learning - EX Assembly WebinarLearningCafe
The COVID crisis has thrown light on the need for organisational learning to be adaptable and scalable to meet business requirements. Employees have been asked to take on new roles and the only mechanism available to train employees has been through digital platforms.
This unanticipated situation has broken some of the long held resistance to adopting new ways of learning. The webinar features a panel of experienced organisational capability and learning professionals who discuss the opportunities and challenges in building an adaptable and scalable organizational learning machine.
The 1.5-hour year-end omnibus webinar features three panels of experienced Learning practice leaders from leading organisations from Australia, US and Singapore.
Important Questions For The Future Of Skills Development1bekkerd1
The document discusses the evolving role of skills development facilitators from an initial focus on transactional tasks to increasing strategic responsibilities. It notes that skills development facilitation will increasingly focus on human capital strategy and talent management. While transactional activities will decrease in priority, strategic partnering and designing training programs will become more important. It identifies strengthening skills in areas like business strategy, change management and coaching as important for the future.
The document describes an intensive short course called "21st Century Leaders" aimed at middle and senior managers, business owners, and professional knowledge workers. The 7-day course is delivered over 6 months and covers topics like leadership, strategy, innovation, and operational performance. It aims to develop the skills needed for intrapreneurship within large organizations. Participants can choose to take the course for professional development or pursue an accredited qualification at the graduate or master's level. The course emphasizes practical work-based learning applied to real workplace challenges.
This document discusses the importance of developing 21st century skills in students. It outlines 10 key skills: verbal communication, teamwork, commercial awareness, analyzing and investigating, initiative/self-motivation, determination, written communication, planning and organizing, flexibility, and time management. It emphasizes that education needs to shift from an exam-oriented approach to developing these lifelong skills. The role of teachers is also discussed, highlighting that teachers should light the fire of curiosity in students rather than just filling them with information.
Creating a Culture of Learning in the Modern WorkplaceBizLibrary
Are you creating a learning culture for your employees? We’re working in environments today where change is no longer an event but a constantly occurring process. In order for businesses to maintain a competitive advantage, it’s vital for their employees to be continually improving and learning.
You may have some good ideas about what it takes to implement a culture of learning, but how’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What's your communication plan? How will you measure success and failure?
In this webinar, CEO of BizLibrary, Dean Pichee will talk about what an engaged learning culture looks like, what types of strategies to implement to turn your ideas into a reality, how to make sure your training really sticks and how to manage the change that will inevitably occur as you implement a culture of learning.
Key Learning Objectives
• Learn the key characteristics of an engaged learning culture
• Why micro-learning is the ideal tool for real culture-shift
• How the science of learning reinforces training and increases ROI
• Why change is inevitable and how to deal with it in a positive way.
Speaker Bio:
Dean Pichee, President and CEO of BizLibrary
Dean Pichee is a successful entrepreneur with over 25 years of experience in the employee training industry. He founded BizLibrary in 1996 to provide affordable, high-quality training resources to small and mid-sized organizations across all industries.
This document contains information about Progressive Intelligence, a consulting firm that provides capabilities assessment and talent growth services. It includes contact information for Progressive Intelligence offices in the US, UK, and India. The document discusses Progressive Intelligence's approach, which focuses on developing employee capabilities and linking talent growth to job performance through continuous assessment and goal setting. It also provides examples of templates and reports that Progressive Intelligence uses in its talent development process.
Unlocking Your Potential to Drive The New Learning OrganisationLaura Overton
The document discusses the characteristics of a new learning organization that are needed to support business success in today's changing work environment. It identifies six key characteristics of successful learning organizations: clarity of purpose, a holistic people experience, a thriving ecosystem, an agile and digitally-enabled infrastructure, continual engagement, and intelligent decision-making. It also discusses the skills and mindsets that learning and development teams need to cultivate these characteristics, such as understanding the business, design and delivery skills, and actively seeking new work experiences. The document encourages attendees to think about what they will do differently to help unlock the potential of learning and development to drive the new learning organization.
Putting MOOCs to Work: How Online Education Impacts Corporate TrainingJosh Bersin
How is the MOOC (Massive Open Online Course) market impacting corporate training? This presentation reviews Bersin by Deloitte's recent research on the trends and impact of the MOOC market on corporate training, recruiting, and skills development.
Learning Pool Public Sector Learning Conference Charles Jennings FinalLynn Jennings
1. The document discusses building successful technology-enabled learning and development strategies. In 2007, US organizations spent $134.39 billion on employee learning and development but only 10% of training expenditures resulted in actual job transfers.
2. It outlines seven underpinning principles for effective learning and development strategies, including aligning with business strategy and focusing on real adult learning. Learning strategies must contribute to business growth, productivity, transformation, and be cost-constrained.
3. Speed to competence is a critical measure for learning and development strategies to effectively and efficiently help employees learn and apply new skills.
The document discusses informal workplace learning and the Workplace Informal Learning Matrix (WILM) tool. It describes how the WILM was developed based on research with over 120 jobs to assess essential skills, workplace skills, and soft skills learned informally on the job. The WILM can be used to identify employee strengths and weaknesses, develop training plans, and recognize informal learning for retention and morale purposes. Customizing the WILM for individual workplaces is also discussed.
Create a culture_of_learning_8.16.2017 (002)BizLibrary
Are you creating a learning culture for your employees? We're working in environments today where change is no longer an event but a constantly occurring process.
In order for businesses to maintain a competitive advantage, it's vital for their employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but how’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What's your communication plan? How will you measure success and failure?
In this webinar, CEO of BizLibrary, Dean Pichee will talk about what an engaged learning culture looks like, what types of strategies to implement to turn your ideas into a reality, how to make sure your training really sticks and how to manage the change that will inevitably occur as you implement a culture of learning.
Key Learning Objectives:
• Learn the key characteristics of an engaged learning culture
• Why micro-learning is the ideal tool for real culture-shift
• How the science of learning reinforces training and increases ROI
• Why change is inevitable and how to deal with it in a positive way
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1wVOUxf
Enhancing employability through enterprise education - Maureen TibbyHEA_HSC
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1E2ED7E
Enhancing employability through enterprise education - Maureen TibbyHEA_AH
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1JIE3wh
Learning Leader Symposium - Bersin 6-27-12Pam Devine
The document discusses trends in next generation learning and development. It advocates for a shift from traditional training approaches to continuous learning models that incorporate formal and informal learning. Measurement is also highlighted as an area that needs improvement, with most organizations regularly measuring satisfaction but few measuring impact, ROI, or learning culture regularly. The presentation argues that learning and development needs to focus on enabling learning, becoming accountable to talent needs, and cultivating a learning culture to drive the greatest business value.
The future of entrepreneurship education for schools in singaporeAlicia Lye
The document discusses plans to expand entrepreneurship education programs in Singaporean schools. It envisions entrepreneurship education empowering students, leveraging school alumni networks, and supporting Singapore's knowledge-based economy. Performance will be measured by student competencies, innovations generated, startups launched, and alumni success stories. Proposed areas of collaboration with schools include experiential learning activities, startup incubation clubs, challenges, and social enterprise programs. External collaborators can apply for funding of up to $100,000, $50,000, or $10,000 per school depending on type.
This document provides recommendations for how Express Scripts can become a more attractive workplace for recent college graduates. It identifies key areas for improvement such as employee engagement, personal and professional development, and work-life balance. Specific recommendations are given under each area, along with the potential benefits and barriers. The recommendations include hiring campus recruiting events, unique collaboration environments, flexible work hours, staff training programs, and worksite wellness benefits. The goal is to improve employee satisfaction and engagement in order to attract and retain young talent.
The document discusses defining a social learning strategy and provides three examples of social learning initiatives. It describes the audiences, challenges, approaches, instructional design considerations, tools/technologies, and culture for each initiative. The initiatives include a sales team training rollout, training bank examiners, and ongoing sales team training.
How Content Strategy Drives the High Impact Learning OrganizationXyleme
According to research by Bersin, profits from High Impact Learning Organizations (HILO) grew three times faster than other organizations studied. So, what makes some Learning & Development organizations better than others? One core capability is Learning Content Strategy.
In this webinar, David Mallon, VP of Research at Bersin by Deloitte, will dive into the evolving nature of learning content and share findings from Bersin’s recent High Impact Learning Organization report. Joining David will be Michael Miller, Process and Standards Supervisor at Caterpillar, Inc. Together they will discuss how eLearning has become a small part of the larger pie that now includes the delivery of contextual-based content at the right time and in the right format to drive performance outcomes. Key takeaways for Senior Learning & Talent executives will include the methodologies used by HILOs to build a sustainable content strategy that helps companies solve business and operational problems.
Workshop HRD & Talent Development towards a more contemporary Talent 2.0 mindsetAlexander Crépin
This document discusses the need for HR and talent development to adopt a more contemporary mindset to keep up with changes brought by technologies like social media and the internet. It notes that the modern career paradigm requires individuals to take responsibility for their lifelong learning and employability. Web 2.0 and online learning have created a global village where learning is continuous, sharing knowledge is easy, and individuals can curate their own learning experiences. HR and talent development practices need to shift focus from controlling employees to fostering guidance and allowing individuals to learn through networks in a learnscape.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
Building Responsive & Scalable Organisational Learning - EX Assembly WebinarLearningCafe
The COVID crisis has thrown light on the need for organisational learning to be adaptable and scalable to meet business requirements. Employees have been asked to take on new roles and the only mechanism available to train employees has been through digital platforms.
This unanticipated situation has broken some of the long held resistance to adopting new ways of learning. The webinar features a panel of experienced organisational capability and learning professionals who discuss the opportunities and challenges in building an adaptable and scalable organizational learning machine.
The 1.5-hour year-end omnibus webinar features three panels of experienced Learning practice leaders from leading organisations from Australia, US and Singapore.
Important Questions For The Future Of Skills Development1bekkerd1
The document discusses the evolving role of skills development facilitators from an initial focus on transactional tasks to increasing strategic responsibilities. It notes that skills development facilitation will increasingly focus on human capital strategy and talent management. While transactional activities will decrease in priority, strategic partnering and designing training programs will become more important. It identifies strengthening skills in areas like business strategy, change management and coaching as important for the future.
The document describes an intensive short course called "21st Century Leaders" aimed at middle and senior managers, business owners, and professional knowledge workers. The 7-day course is delivered over 6 months and covers topics like leadership, strategy, innovation, and operational performance. It aims to develop the skills needed for intrapreneurship within large organizations. Participants can choose to take the course for professional development or pursue an accredited qualification at the graduate or master's level. The course emphasizes practical work-based learning applied to real workplace challenges.
This document discusses the importance of developing 21st century skills in students. It outlines 10 key skills: verbal communication, teamwork, commercial awareness, analyzing and investigating, initiative/self-motivation, determination, written communication, planning and organizing, flexibility, and time management. It emphasizes that education needs to shift from an exam-oriented approach to developing these lifelong skills. The role of teachers is also discussed, highlighting that teachers should light the fire of curiosity in students rather than just filling them with information.
Creating a Culture of Learning in the Modern WorkplaceBizLibrary
Are you creating a learning culture for your employees? We’re working in environments today where change is no longer an event but a constantly occurring process. In order for businesses to maintain a competitive advantage, it’s vital for their employees to be continually improving and learning.
You may have some good ideas about what it takes to implement a culture of learning, but how’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What's your communication plan? How will you measure success and failure?
In this webinar, CEO of BizLibrary, Dean Pichee will talk about what an engaged learning culture looks like, what types of strategies to implement to turn your ideas into a reality, how to make sure your training really sticks and how to manage the change that will inevitably occur as you implement a culture of learning.
Key Learning Objectives
• Learn the key characteristics of an engaged learning culture
• Why micro-learning is the ideal tool for real culture-shift
• How the science of learning reinforces training and increases ROI
• Why change is inevitable and how to deal with it in a positive way.
Speaker Bio:
Dean Pichee, President and CEO of BizLibrary
Dean Pichee is a successful entrepreneur with over 25 years of experience in the employee training industry. He founded BizLibrary in 1996 to provide affordable, high-quality training resources to small and mid-sized organizations across all industries.
This document contains information about Progressive Intelligence, a consulting firm that provides capabilities assessment and talent growth services. It includes contact information for Progressive Intelligence offices in the US, UK, and India. The document discusses Progressive Intelligence's approach, which focuses on developing employee capabilities and linking talent growth to job performance through continuous assessment and goal setting. It also provides examples of templates and reports that Progressive Intelligence uses in its talent development process.
Unlocking Your Potential to Drive The New Learning OrganisationLaura Overton
The document discusses the characteristics of a new learning organization that are needed to support business success in today's changing work environment. It identifies six key characteristics of successful learning organizations: clarity of purpose, a holistic people experience, a thriving ecosystem, an agile and digitally-enabled infrastructure, continual engagement, and intelligent decision-making. It also discusses the skills and mindsets that learning and development teams need to cultivate these characteristics, such as understanding the business, design and delivery skills, and actively seeking new work experiences. The document encourages attendees to think about what they will do differently to help unlock the potential of learning and development to drive the new learning organization.
Putting MOOCs to Work: How Online Education Impacts Corporate TrainingJosh Bersin
How is the MOOC (Massive Open Online Course) market impacting corporate training? This presentation reviews Bersin by Deloitte's recent research on the trends and impact of the MOOC market on corporate training, recruiting, and skills development.
Learning Pool Public Sector Learning Conference Charles Jennings FinalLynn Jennings
1. The document discusses building successful technology-enabled learning and development strategies. In 2007, US organizations spent $134.39 billion on employee learning and development but only 10% of training expenditures resulted in actual job transfers.
2. It outlines seven underpinning principles for effective learning and development strategies, including aligning with business strategy and focusing on real adult learning. Learning strategies must contribute to business growth, productivity, transformation, and be cost-constrained.
3. Speed to competence is a critical measure for learning and development strategies to effectively and efficiently help employees learn and apply new skills.
The document discusses informal workplace learning and the Workplace Informal Learning Matrix (WILM) tool. It describes how the WILM was developed based on research with over 120 jobs to assess essential skills, workplace skills, and soft skills learned informally on the job. The WILM can be used to identify employee strengths and weaknesses, develop training plans, and recognize informal learning for retention and morale purposes. Customizing the WILM for individual workplaces is also discussed.
Create a culture_of_learning_8.16.2017 (002)BizLibrary
Are you creating a learning culture for your employees? We're working in environments today where change is no longer an event but a constantly occurring process.
In order for businesses to maintain a competitive advantage, it's vital for their employees to be continually improving and learning. You may have some good ideas about what it takes to implement a culture of learning, but how’s your strategy? Do you have the tools and resources necessary to build a solid foundation for your learning culture? What's your communication plan? How will you measure success and failure?
In this webinar, CEO of BizLibrary, Dean Pichee will talk about what an engaged learning culture looks like, what types of strategies to implement to turn your ideas into a reality, how to make sure your training really sticks and how to manage the change that will inevitably occur as you implement a culture of learning.
Key Learning Objectives:
• Learn the key characteristics of an engaged learning culture
• Why micro-learning is the ideal tool for real culture-shift
• How the science of learning reinforces training and increases ROI
• Why change is inevitable and how to deal with it in a positive way
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1wVOUxf
Enhancing employability through enterprise education - Maureen TibbyHEA_HSC
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1E2ED7E
Enhancing employability through enterprise education - Maureen TibbyHEA_AH
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1JIE3wh
Enspire Performance Accelerators provides custom and online learning programs to help companies build leaders, transform managers, and drive results. Founded in 2001, it now has over 50 talent development professionals creating interactive experiences for Fortune 500 companies. Enspire offers a learning journey through various accelerators to develop people across career levels from leadership to management to business acumen. Its simulations and challenges are designed to provide safe practice environments for skills development and self-discovery.
The document discusses corporate learning and the shift to e-learning and learning without boundaries. It addresses three main topics: 1) the evolution of corporate learning organizations and their role in developing a learning culture, 2) the emergence of e-learning and its advantages over traditional classroom learning, and 3) innovating return on investment through various measurement approaches to demonstrate the value of learning and development programs.
How to maintain vibrancy in your marketing workforceSmart Insights
Personalization of a learning journey can make the difference between engagement and disengagement for employees.
In this practical webinar, we’ll look at:
- Training, performance and employee engagement
- Workplace learning trends
- Learning as a continuous UX
- Mapping the learning journey
Strengthening the Business Case for Learning in the New Economic Reality Human Capital Media
In this new economic reality, learning organizations are forced to maximize ROI for tuition assistance and other programs. When the power of technology is paired with the innovation that emerges from “networking,” it becomes much easier to make the business case for these programs. Hear from Lloyd Peterson, vice president of education at Tuition Advisory Services, about the ways in which organizations have used counseling and networks of providers to increase the impact of tuition programs while reducing overall spend.
Lloyd Peterson, Vice President of Education, Tuition Advisory Services
Delivering Learning to a Dispersed and Virtual Workforce [Webinar 07.14.15]BizLibrary
In this webinar, Chris Osborn, VP of Marketing and recognized leader on learning strategy, will discuss best practices for delivering employee training and learning for employees in a dispersed workforce. You will also learn valuable tips and ideas for spreading the benefits of social and informal learning to a dispersed workforce in today's environment while using next generation learning technology.
www.bizlibrary.com
The 5 Barriers to Effective Training Programs and How to Crush Them - Webinar...BizLibrary
The document discusses barriers to effective training programs and how to overcome them. It identifies the top 5 barriers as: lack of resources/time, lack of motivation to change, training not making an impact, no improvement in performance, and lack of support from senior leaders. It provides best practices for addressing these barriers, such as focusing on outcomes rather than activities, gaining manager support, and measuring training impact and value rather than just participation rates. The goal is to move from a "training mindset" to performance-driven learning that is aligned with business needs.
This document provides information about the "Strategic Human Capital Management in SMEs 2015 Congress" event being held on October 13, 2015 in Singapore. The one-day conference will provide local small and medium enterprises (SMEs) with practical advice and tips on effective leadership, employee recruitment and engagement, and people management strategies aligned with business goals. Sessions will include panel discussions, workshops, and a clinic to address specific business challenges. The event aims to help SMEs develop their human resources capabilities and become employers of choice.
This document provides information about an upcoming Chief Learning & Development Officer Conference in Nairobi, Kenya on July 23-24, 2015. The conference will focus on framing learning and development as a source of competitive advantage and optimizing the transfer of learning. Key speakers from various organizations in Kenya and Ghana will provide case studies and discuss topics like cultivating a learning culture, leadership development, the changing role of L&D, and using learning for succession planning and talent retention. Attendees will learn practical strategies for ensuring learning is aligned with business needs and enhancing organizational capabilities. Compelling case studies will be presented from Safaricom, Kenya Airways, Groupe Nduom Ghana, Kenya Airports Authority, and Central
5 Barriers to Effective Employee Training Programs - Webinar 08.21.14BizLibrary
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
www.bizlibrary.com/webinars
The document summarizes an Ivey First-Time Manager Program that provides a 4-day in-residence program for newly promoted or early career managers. The program focuses on essential skills for leading people such as performance management, communication, and personal leadership. It utilizes case studies, workshops, exercises and role-playing scenarios. The goal is for managers to learn best practices for hiring, providing performance feedback, handling conflict, and developing an action plan to become more effective leaders.
This document provides a professional manifesto and summary of qualifications for Dan Maxwell Jr. It outlines his extensive experience and expertise in areas such as executive coaching, business training, financial modeling, digital marketing, and artificial intelligence. Maxwell has an MBA in strategy and certificates in various fields. He provides consulting services through international development organizations and impact-driven businesses. The document details Maxwell's core expertise, training packages he has developed, advisory services offered, clients served, educational background, professional trainings, memberships and affiliations, and contact information.
Josh Painter and Karen Basile presented on driving increased engagement by transforming the course experience. They discussed how only 30% of US workers are engaged and employee engagement has become a top issue. Traditional learning methods like e-learning and virtual classrooms are limited and unengaging. The presentation outlined six principles for high-engagement learning design: connecting it to the business, supporting learners, blending formal and informal learning, making it social, personalizing it, and making it fun. Tyco implemented these principles through an online innovation course that saw high completion rates, engagement, and positive feedback.
This document provides information about an upcoming conference on strategic human capital management for small and medium enterprises (SMEs). The conference will provide practical advice and tips to SMEs on leadership development, employee recruitment and engagement, and implementing people management processes aligned with business strategy. Attendees will learn how to overcome challenges in talent attraction, training, succession planning, and more through panels, workshops and discussions. The goal is to help SMEs develop strong HR systems and become employers of choice.
LearningCafe Year End Omnibus Webinar 2017LearningCafe
LearningCafe ran a year-end omnibus webinar covering all aspects of Learning. During this 2 hour webinar, we spoke to a panel of experienced learning practitioners who reviewed the year that was and the next one in the world of corporate learning.
The document discusses the benefits of employer-provided training programs for improving basic skills. It notes that 7 million UK adults lack basic literacy and numeracy skills, costing industry an estimated £10 billion annually. Training programs can help by improving workforce skills, productivity, quality, safety, and reducing costs like turnover and absenteeism. The Train2Gain initiative aims to encourage UK employers to invest in such training programs for their employees.
10 Ridicuously Simple Reasons Why Training is So ValuableJohn DeGaetano
Presentation explores the value of training in a downed economy coupled by the fact that few employees in general, based on their education are already workplace smart when they enter the workforce.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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For more information about PECB:
Website: https://pecb.com/
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Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
2. Outcomes & Results
• New insight about workplace informal learning as
well as new evidence of its growing importance.
• New information about workplace training in small
and medium sized enterprises (SMEs)
• Understanding of factors affecting PLAR
practitioners interested in making inroads into the
workplace.
2
3. Question
As a PLAR expert, is it important for you to
understand the factors that influence why and how
businesses decide to invest in workplace learning
(“training”)? Why?
3
4. RESEARCH
by the Centre for Workplace Skills
Work-related Informal Learning:
Research and Practice in the Canadian Context
Christine Wihak & Gail Hall, CAPLA
Investing in People:
Effective Work-related Learning in SMEs
The Conference Board of Canada
www.workplaceskills.ca
4
5. RESEARCH (coming soon)
by the Centre for Workplace Skills
Effective Practices in Worker Adjustment
Ingenia Consulting
Making The Connection:
Effective ways to link training needs to organizational goals
Centre for Learning Impact
Labour-led Workplace Learning Practices:
Exemplary Practice from Canada and Abroad
Labour Education Centre
www.workplaceskills.ca
5
6. THE CENTRE FOR WORKPLACE SKILLS
How can our knowledge of effective workplace skills
development practices help prepare us for a highly adaptable
economy in which:
businesses can adapt efficiently to new technologies, markets and
competitive challenges through better management and
development of their workforces’ skills, and
workers, regardless of gender, ancestry, geographic location, are able
to develop strong basic skills, highly portable qualifications, and
increased employability that can help them weather difficult times in
the job market and seize opportunities in growth sectors, new
occupations, etc.?
6
7. WHY FOCUS ON SMEs?
SMEs
• Make up the majority of companies in Canada
• Under 50 employees account for almost half of employment
• Account for most most employment growth.
But…
• They do not train as much as larger businesses
• Face proportionately higher costs.
• Are more exposed to problems with skills shortages,
retention, adopting new technology.
• More likely to be focused on short-term survival.
7
9. The Learning Continuum
INFORMAL FORMAL
PROCESS How learning is supported, controlled and assessed
LOCATION & SETTING: whether the environment is designed for
learning, production, socializing, etc.
PURPOSE: whether learning is a primary or secondary focus of
activity, and whether it is controlled by the learner or an external
authority
CONTENT: whether learning outcomes are involve abstract
knowledge and advanced technical skill or development of
everyday, practical skills
H. Colley et al, 2003
9
10. Case Studies
NURSES IN A MANAGED CARE ENVIRONMENT
WOMEN IN THE IT SECTOR
KNOWLEDGE WORKERS IN THE PHARMACEUTICAL SECTOR
SCHOOL-TO-WORK TRANSITION IN THE HELPING PROFESSIONS
….
10
11. Informal Learning & SMEs
• SMEs are reliant on informal learning
• They get better outcomes from informal
learning
• “Growth potential” SMEs see productivity
enhancements through informal learning
11
12. Informal Learning:
New Developments
Growth of social learning activities
Online Learning
Knowledge Intensive Service Activity (KISA)
(recent OECD research)
12
13. Investing in Skills:
Effective Work-related Learning in SMEs
The research focused on 4 key questions:
Why do SMEs invest in work-related learning?
What challenges and barriers exist?
What are the keys to success?
How do SMEs measure the impact of their
learning programs?
13
14. Why do SMEs invest in work-related
learning?
Enhancing employee competencies
Supporting organizational change
Achieving broader human resource
objectives
14
15. What barriers and challenges exist?
Overcoming essential skills issues
Accessing required resources (money,
time, know-how)
Engaging leadership and employees
15
16. What are the keys to success?
Assessing the needs and desired outcomes
Aligning learning needs and business needs
Customized learning
Recognizing the achievements of learners
Having a ‘learning champion’
Forging strategic partnerships
Supporting informal learning
16
17. How do SMEs measure the impact of work-
related learning?
Usually informal, anecdotal measures
- enhanced productivity, employee
engagement, employee satisfaction,
customer satisfaction
17