First came steam power; then electricity and assembly lines; then computerization. So what comes next? A wave of technology is now crashing into our personal and professional lives like a ton of bricks. So the question becomes, when technology fuses with people, how does that impact and change our lives? How will the way that we work change? How is the fourth Industrial Revolution going to alter the way that we learn, work, and live? We’ll explore the forces of change and how organizations can prepare employees for the coming revolution.
Learning objectives:
Understand what the fourth Industrial Revolution is and the implications for your business
Understand core capabilities needed to build your future state L&D team
Identify trends and key questions to explore with your stakeholders to prepare your business for the future
Employee Life Cycle PowerPoint Presentation Slides SlideTeam
Use this professionally designed Employee Life Cycle PowerPoint Presentation Slides to scan the various stages an employee goes through within an organization. HR managers can utilize this content-ready HR model PowerPoint slideshow to optimize the progress of employees. Map the employee lifecycle to not only attract the best talent but to also enhance the customer experience. This HR lifecycle PowerPoint presentation comprises of different stages in the career of an employee, starting from recruitment to termination or retirement. Use this ready-made employee lifecycle complete PowerPoint presentation templates to build great teams. This content-ready HR cycle PPT deck covers topics like employee lifecycle framework, talent acquisition, current vacancies, job description, candidate assessment, employee management, attendance tracker, and more. These PPT templates are customizable. You can edit the template as per your requirement. Change the color, text, icon, and font size as pe your requirement. Grab this complete presentation on HR model to increase the employee engagement and maximise your returns. Elaborate on the contents of the deal with our Employee Life Cycle Powerpoint Presentation Slides. Clarify every aspect of the agreement.
The Role of HR on Digital TransformationUğur Gürbüz
This presentation shows the results and briefs of some researchs and literature reviews related to "The Role of HR on Digital Transformation".
"Digitalisation changes the business and HR professionals always have a seat at the table to take an active role for transformation." (Green, 2018)
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
Employee Life Cycle PowerPoint Presentation Slides SlideTeam
Use this professionally designed Employee Life Cycle PowerPoint Presentation Slides to scan the various stages an employee goes through within an organization. HR managers can utilize this content-ready HR model PowerPoint slideshow to optimize the progress of employees. Map the employee lifecycle to not only attract the best talent but to also enhance the customer experience. This HR lifecycle PowerPoint presentation comprises of different stages in the career of an employee, starting from recruitment to termination or retirement. Use this ready-made employee lifecycle complete PowerPoint presentation templates to build great teams. This content-ready HR cycle PPT deck covers topics like employee lifecycle framework, talent acquisition, current vacancies, job description, candidate assessment, employee management, attendance tracker, and more. These PPT templates are customizable. You can edit the template as per your requirement. Change the color, text, icon, and font size as pe your requirement. Grab this complete presentation on HR model to increase the employee engagement and maximise your returns. Elaborate on the contents of the deal with our Employee Life Cycle Powerpoint Presentation Slides. Clarify every aspect of the agreement.
The Role of HR on Digital TransformationUğur Gürbüz
This presentation shows the results and briefs of some researchs and literature reviews related to "The Role of HR on Digital Transformation".
"Digitalisation changes the business and HR professionals always have a seat at the table to take an active role for transformation." (Green, 2018)
Digital HR Technology Powerpoint Presentation SlidesSlideTeam
Introducing Digital HR Technology PowerPoint Presentation Slides that will help you to identify the desired target state of the HR system and develop an associated roadmap. Our visually appealing human resource planning presentation contains various templates describing human capital management, HR technology system, human resource information system, KPI of human resource management, etc. Utilize our readily available human resource management PPT infographics to provide a detailed overview of HR technology industry trends, phases of HR technology in the firm, HR technology capability model, etc. Showcase different functions of the human resource information system by mentioning operative and managerial activities. This HRIS PPT slide designs will help in understanding the HR system by showing the relation of HR functions with different users of systems including employee, manager, and HR. Analyze different categories of HR market vendors and provide an overview of the HRIS market by utilizing these content-ready HR technology PPT layouts. Discuss key features of HCM technology, focus areas, market overview, etc in detail by downloading this human resource planning PPT slide deck. https://bit.ly/3awYwIB
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
Learn how HR departments are embracing digitization and five key trends in the adoption of Software as a Service (SaaS) based applications for human capital management (HCM).
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Learn Better Work Better: How 21st Century Training Elevates PerformanceHuman Capital Media
Most enterprise training is stuck in a game of catch-up: They teach employees skills for today on digital tools that'll change tomorrow. Learners are fed up and companies cannot afford to continue traditional training that works only 15 percent of the time. The solution is to build an organizational culture around results-driven learning by training not for today but for the future.
In this webinar, you’ll learn how to:
Construct training that resonates with the 21st-century brain.
Shift to a microlearning method that delivers performance support in real time.
Bring your whole organization up to speed on the universal baseline of digital skills.
Enrich your employees through an organizational culture of learning.
Speaker:
Alex Khurgin - Director of Learning Grovo Learning Inc.
Alex Khurgin is the director of learning at Grovo Learning Inc., a cloud-based training platform that identifies digital skills gaps within an organization, and provides development plans to close those gaps with highly engaging, 60-second videos. Khurgin works closely with the product and content teams at Grovo to help implement Grovo's learner-first training method, which combines elements of holistic learning, competency-based learning, and microlearning to drive quick, meaningful and lasting performance improvements.
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
Learn how HR departments are embracing digitization and five key trends in the adoption of Software as a Service (SaaS) based applications for human capital management (HCM).
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Learn Better Work Better: How 21st Century Training Elevates PerformanceHuman Capital Media
Most enterprise training is stuck in a game of catch-up: They teach employees skills for today on digital tools that'll change tomorrow. Learners are fed up and companies cannot afford to continue traditional training that works only 15 percent of the time. The solution is to build an organizational culture around results-driven learning by training not for today but for the future.
In this webinar, you’ll learn how to:
Construct training that resonates with the 21st-century brain.
Shift to a microlearning method that delivers performance support in real time.
Bring your whole organization up to speed on the universal baseline of digital skills.
Enrich your employees through an organizational culture of learning.
Speaker:
Alex Khurgin - Director of Learning Grovo Learning Inc.
Alex Khurgin is the director of learning at Grovo Learning Inc., a cloud-based training platform that identifies digital skills gaps within an organization, and provides development plans to close those gaps with highly engaging, 60-second videos. Khurgin works closely with the product and content teams at Grovo to help implement Grovo's learner-first training method, which combines elements of holistic learning, competency-based learning, and microlearning to drive quick, meaningful and lasting performance improvements.
MOVING BEYOND EMPLOYEE ENGAGEMENT: THE EMPLOYEE EXPERIENCE INDEXHuman Capital Media
Employee engagement is often viewed as the proxy for employee well-being. The line of thinking is that if engagement is good, that means employees are good, resulting in better business outcomes for employers. But is employee engagement the best construct that employers should use to positively impact productivity and performance?
New research suggests while engagement is important, it’s only one piece of the broader picture — the entire employee experience. In reality, people want to work for a company that allows them to bring their full selves to grow and thrive. Creating this kind of workplace goes beyond just ensuring that employees are engaged — discovering the ingredients that create the most positive employee experience, then creating the conditions to cultivate them. When companies enhance the employee experience, business benefits directly.
Join Chief Learning Officer magazine and BetterUp for a lively discussion where we’ll discuss:
Key findings from our research of more than 17,000 workers.
What the Employee Experience Index is, and why you’ll want to use it.
Why the EX Index will change how you think about traditional learning & development.
Strategies for optimizing six key experience areas for better business outcomes.
The world has changed and the next industrial revolution has arrived. According to the World Economic Forum, we have entered the 4th Industrial Revolution, in which technology has been and will continue to be embedded into society in ways that involve and require entirely new capabilities for people and machines. Technology has also destroyed the staying power of traditional companies, reducing their average lifespan by two thirds since 1950, and moving the majority of their assets from tangible products to intangible assets, comprised of people and intellectual property. In short, this means that in this new digital age, skills have become the new currency, and data is the oil that fuels our transactions.
Join Brett Wilson, Cornerstone’s Director of Thought Leadership and Strategy, as he discusses the implications of the global skills crisis and how we manage talent over the next five years as it will be completely different from the last twenty years. This crisis will force a new set of expectations for a modern workforce. A subsequent issue suggests that every job is changing requiring the best companies to reinvent themselves to meet the challenge.
Given all of these challenges, Mr. Wilson will put forth a four-pronged strategy that will consist of the following principals:
Create lifelong learning experiences
Make recruiting a competitive advantage
Personalize talent management processes
Bring context and intelligence to HR decisions
Learning & Development: A Prescriptive Vision for Accelerating Business SuccessCognizant
Corporate learning is increasingly critical to business, but traditional approaches are inefficient, overly rigid, fragmented and unconnected from employees' daily work - and thus ripe for transformation - as recent research reveals.
E-LEARNING IN THE AGE OF DISTRACTION: ADAPTABILITY, PRODUCTIVITY & MEASUREMENTHuman Capital Media
Technology has improved nearly everything that we do — except for corporate learning and training. Employees have increased demands, decreased time and evolving interests and goals, so how do you train effectively in this environment and ensure retention?
This session will:
Introduce participants to truly adaptive eLearning technology.
Learn how adaptive technology not only engages employees, but boosts productivity and retention.
Deep dive in to the behavior analytics that come out of adaptive learning technologies.
Through this presentation, we bring you insights into how high impact learning can:
» Increase efficiency, productivity and profit for an organization
» Increased employee satisfaction
» A developed sense of ownership and accountability
» An enhanced ability for workers to adapt to change
Learn more about:
» How people are leaning today
» What people are learning
» Transformative learning
» Evolving Role of L&D and Content
» Framework to create a High Impact Learning
Smarter Decisions for Stronger Performance: How to use data to partner for su...Laura Overton
Your L&D strategy might be going well, but are your stakeholders buying into planned developments?
Laura Overton delivered this webinar hosted by DPG on 24 July 2015. Laura explained how L&D and HR leaders can use the Towards Maturity Benchmark to gather the evidence needed to show business leaders what's working and highlight opportunities to develop, using the Towards Maturity Model as a framework for constant strategy innovation.
Know Your Workforce: Align Your Learning Program With Employee NeedsHuman Capital Media
Employee engagement is the No. 1 concern for today's C-suite, and learning and development teams are feeling the pressure. Workplace technology is evolving, the millennial workforce is expanding, and the war for talent is more competitive than ever.
Change is coming from every direction. But many L&D leaders are unsure how to meet these demands, and design learning programs that respond to the quickly evolving needs of today's workforce.
Alex Khurgin, Grovo's director of learning, will lay out the challenges converging on organizations, along with a strategy for how L&D can come to the rescue.
In this webinar, we will discuss:
The most important forces redefining the modern workplace.
Why L&D has a historic opportunity to meet the needs of the organizations and its employees.
How to align and engage employees with an innovative approach to learning.
READY FOR TOMORROW: HARNESSING THE POWER OF DIGITAL FOR WORKFORCE TRANSFORMATIONHuman Capital Media
Digital transformation is happening everywhere and has left many organizations asking, how can we better support and enable workers with better learning experiences? As the demands of the workforce continue to shift, a new model of learning is emerging where content is curated and the users drive the experience. Join MetLife’s VP of Vice President, Workforce Enablement, Global Technology & Operations, Kate Day, as she shares how MetLife is innovating for a new generation of workers.
In this session, you’ll learn:
A new digital learning paradigm.
Operational lessons learned.
How to engage workers with an integrated learning experience
BECOMING A PARTNER TO THE BUSINESS: HOW BEACHBODY BUILT THE BUSINESS CASE FOR...Human Capital Media
We know learning happens across different systems and devices, between people, and in the real world. We also know weaving it all together into a seamless learning experience takes some work: new system functionality with L&D, HR and IT teams working together.
As L&D leaders, how can we effectively convince and then work with other business leads to overcome organizational challenges?
The good news is the financial support is there: 70% of CHROs are investing in technologies to help them move faster (PWC Technology Survey in 2017).
The even better news is Beachbody has been successful in partnering L&D to the business and they will be on our May webinar to show just how they did it.
Digital technology is transforming just about everything—fast. Yet only a fraction of executives think their HR function is helping them adapt to the digital future. The smartest CLOs are already transforming their approaches to L&D. But evolving to meet the demands of today’s always-on economy takes more than just investing in bite-sized content and the newest technology. What separates the disruptors from the disrupted is how you put those new tools to work.
Find out:
- Why progressive learning leaders are rethinking their strategies
- How innovative L&D professionals are redesigning their toolkits and technology architectures
- What forward-thinking CLOs are doing to re-organize and re-skill their teams
Changing the Game in Graduate Development Nathan Clark
In this workshop session presented at the AAGE Annual Graduate Recruitment & Development Conference, we share international trends and innovations in learning and development.
To discuss training and development opportunities for your organisation reach out to me:
https://au.linkedin.com/in/nathancjclark
On-Demand Webinar | Discussion with Clevis Consult: Transforming Training Ope...Training Orchestra
Classroom courses, whether in-person or virtual, have changed considerably in the last year and managing them has become even more complex. From finding and scheduling the best available resources such as your trainers, classrooms and equipment, to cost tracking and reporting, even organizations with the best LMSs are still managing these activities manually with spreadsheets—an increasingly impossible task in our new hybrid world.
Join our discussion to find out how to transform and modernize your training operations management! We’ll discuss how to reduce the time spent on administrative tasks and logistics so you can increase resource use and train more with less, using technology designed specifically to automate and optimize classroom and virtual training operations.
Find out what can be done to conquer the complexities of classroom and virtual classroom training! During the session, you will discover:
• Trends in training and development for 2022
• How to automate and optimize session scheduling and resource management
• How to increase ROI and maximize your training investment
• A use case and demonstration of Training Management System Software by Training Orchestra
Masterclass On Improving & Measuring Onboarding, Retention & Well-beingRichard Harbridge
85% of leaders say the shift to hybrid work has made it challenging to have confidence that employees are productive. 92% of employees have identified enhancing the employee experience as an essential priority.New challenges are always presented to HR from all sides, and we’re here to help you target critical areas of the employee experience at our free event.Whether you’re looking for strategic guidance or help to achieve technical excellence, our event is full of sessions from world-renowned thought leaders.On February 10th, from 10 AM to 4 PM, learn to avoid new and old challenges, build on existing success, and leverage the latest technology to facilitate your efforts. One lucky winner will walk away with a free $15,000 POC!2toLead CTO and 7X Microsoft MVP Richard Harbridge and 2toLead CEO and 13X Microsoft MVP Kanwal Khipple will lead the event.Together, they helped over 200 digital workplaces globally, plan for and increase the employee experience, keynoted conferences, published books, and published blogs for some major publications like Forbes.Join specialized sessions (business or deep dive tech breakouts) designed for HR leaders or the technical team that supports the digital employee experience.The business and general sessions aim to provide insight into the apparent and hidden value of tackling onboarding, retention, and well-being.The optional tech deep dive breakout sessions aims to walk through how to use and implement Microsoft 365 and Microsoft Viva to improve onboarding, retention, and well-being.Walk away from the event with a greater understanding of the following:- How to identify the most critical areas of the employee experience- How to improve the onboarding experience before and during the process- Building experiences to enable better onboarding- Measure for success- Creating digital employee experiences that help retain top talent- How to track employee well-being- And much more
Is your organization keeping pace with the speed of digital transformation? Many companies are struggling to define new job roles and approaches to management. As AI and machine learning take on tasks and services, what are the best ways to evolve your work force? This session will offer practical insights on:
Understanding what it means to be a digital organization.
Why learning and development must be everyone’s responsibility.
How to work across functions to co-create key new systems.
How to upskill using design thinking, agile practices and AI.
Ways to measure success.
Similar to HOW WILL THE FOURTH INDUSTRIAL REVOLUTION IMPACT HR AND LEARNING & DEVELOPMENT IN THE FUTURE? (20)
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
HOW WILL THE FOURTH INDUSTRIAL REVOLUTION IMPACT HR AND LEARNING & DEVELOPMENT IN THE FUTURE?
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Frequently
Asked
Ques0ons
5. How
Will
the
Fourth
Industrial
Revolu5on
Impact
HR
&
Learning
&
Development
in
the
Future?
6. 6
Professor
Klaus
Schwab
Founder
and
Execu5ve
Chairman
of
the
World
Economic
Forum
“…the
breadth
and
depth
of
these
changes
herald
the
transforma5on
of
en5re
systems
of
produc5on,
management,
and
governance.”
7. 7
Importance
of
Human
Interac5on
Simon
Sinek:
hPps://www.youtube.com/watch?v=4VdO7LuoBzM
8. 8
Welcome
to
the
Industrial
Revolu5on
4.0
Empowering
Corpora5ons
Empowering
People
Scalable
Efficiency
Doing
things
right
Scalable
Adaptability
Doing
the
right
things
1.0
2.0
3.0
4.0
Mechanical
Electrical
Internet
Digital
1784
1870
1969
Today
Mechanical
produc3on
equipment
Mass
produc3on
Automated
produc3on
Automated
complex
tasks
10x
impact
of
the
internet
revolu5on
Blurring
the
physical
and
cyber
digital
divide
Impact
Socio-‐economic
Industry
Government
Individual
9. 9
Forces
of
Change
Demographics
• Millennials
50%
of
workforce
• Baby
Boomers
working
longer
Technology
• Digital
is
everywhere
• Disrup5ng
business
models
Social
Contract
• Altered
employee/employer
rela5onship
• 2
yrs.
is
avg.
job
stay
• Rapid
career
growth
Speed
of
Change
• Compu5ng
power
doubles
every
2
years
• Organiza5ons
must
be
more
agile
10. 10
Poll
Has
your
organiza5on
gone
through
a
reorganiza5on
within
the
past
year?
11. 11
What
Are
the
Implica5ons
for
Business?
Customer
expecta5ons
Product
enhancement
Collabora5ve
innova5on
Organiza5onal
forms
12. 12
“the
emergence
of
global
pla<orms
and
other
new
business
models,
finally,
means
that
talent,
culture,
and
organiza3onal
forms
will
have
to
be
rethought.
BoDom
line:
business
leaders
and
senior
execu3ves
need
to
understand
their
changing
environment,
challenge
the
assump3ons
of
their
opera3ng
teams,
and
relentlessly
and
con3nuously
innovate.”
13. 13
The
Employee
Journey
Onboarding
Social
connectedness
Learning
Performance
improvement
Career
development
Personal
growth
MASTERY
MEANING
AUTONOMY
14. 14
Our
job
now
is
simply
to
deliver
learning
to
where
people
are.
15. 15
Applying
Design
Thinking
to
the
Flow
of
Work
Instruc5onal
Design
Experien5al
Design
16. 16
From
e-‐Learning
to
Digital
Learning
in
One
Genera5on
Source:
Bersin
by
DeloiDe,
2017
17. 17
Quality
Learning
Matrix
Blackboard
Business
&
Government
Organiza5onal
Planning
Educa5onal
Prac5ce
Technology
Ecosystem
Learner
Opportuni5es
Learner
Success
Vision
&
Strategy
Curricular
Design
&
Readiness
Plalorm
Balance
&
Performance
Audience
Iden5fica5on
Registra5on
Management
&
Governance
Instruc5onal
Design
&
Course
Development
Iden55es,
Roles
&
Access
Learner
Awareness
&
Opportunity
Posi5oning
Learner
Support
&
Help
Desk
Program
Development
Instructor
Development
&
Support
Process
&
Data
Integra5on
Marke5ng
&
Learner
Iden5fica5on
Risk
Alerts,
Interven5on
&
Coaching
Business
Model
Curricular
&
Instruc5onal
Innova5on
Adop5on
&
Use
Learning
Opportunity
Management
Pathway
Planning
&
Course
Scheduling
Analy5cs
&
KPIs
Assessment
&
Measurement
Opera5ons
&
Service
Delivery
Metrics
&
Repor5ng
Career
Connec5ons
18. 18
Poll
Has
your
L&D
spending
changed
in
the
past
three
years?
or
Do
you
an5cipate
your
L&D
spending
to
grow?
19. 19
Companies
Are
Realizing
the
Importance
of
Learning
As
an
Integrated
Element
of
Work….
Almost
every
CEO
and
CHRO
reports
that
their
companies
are
not
developing
skills
fast
enough
or
leaders
deeply
enough
66%
expect
to
increase
the
number
of
formal
learning
hours/employee
>60%
plan
to
increase
L&D
spending
83%
of
companies
rate
this
issue
as
important
and
54%
rate
it
as
urgent
This
topic
is
number
two
on
minds
of
CEO
and
HR
leaders
About
40%
of
CLOs
say
that
their
ini5a5ves
are
either
“ineffec5ve”
or
“neutral”
in
assessing
the
capabili5es
and
gaps
of
employees
20. 20
Next
Gen
Corporate
Academies
In-‐person
classroom
experiences
that
are
high
impact
and
immersive
Mobile
plalorms
for
learning
at
your
finger5ps
Analy5cs
for
learning
to
enhance
performance
and
measure
impact
Workplace
learning
that
is
core
to
a
company’s
culture
The
corporate
academy
of
the
future
Use
of
big
data
and
predic5ve
analy5cs
to
improve
learning
con5nually
A
culture
of
social
learning,
real-‐
5me
feedback,
sharing,
and
networking
Physical
separa5on
from
the
“daily
grind”
to
develop
new
skills
and
behavior
Cloud-‐based
learning
that
is
mobile
and
mul5plalorm
21. 21
Demographics
• Younger
employees
feel
the
greatest
comfort
with
digi5za5on
Technology
• Cloud
expansion
=
MOOCs,
SPOCs,
videos,
learning
games,
e-‐coaching,
virtual
classrooms,
online
performance
support
and
simula5ons
Social
Contract
• Empowered
learners
share
content
and
knowledge
across
companies
• Shared
training
Speed
of
Change
• FlaPened
learning
hierarchy
sharpens
messaging
and
broadens
the
pool
of
available
content
Forces
of
Change
Suppor5ng
Organiza5onal
Learning
22. 22
One
global
Asian
original
design
manufacturer
offers
a
digital
3-‐D
learning
environment
at
its
virtual
model
factory.
This
system
lets
employee
par5cipants
“see”
and
“feel”
complex
equipment
deployed
at
many
of
the
company’s
plants.
23. 23
Where
to
focus?
Design
Content
Business
Model
Having
the
right
content
that’s
easy
to
find
when
it’s
needed
Crea5ng
the
right
environment
with
the
right
team
How
technology
is
used
determines
success
more
than
the
technology
itself
25. 25
Shir
in
Mindset
from
Solely
Learning
to
a
Performance
Focus
L&D
should
be
asking
“what
outcomes
do
we
want
and
what
does
a
great
employee
experience
look
like?”
26. 26
People
Generally
Learn
Best
When
Their
Learning
and
Their
Work
Are
Aligned
Learning
integrated
with
work
will
produce
bePer
results
in
terms
of
behavior
change
and
performance
improvement
than
when
learning
is
en5rely
separated
from
work.
27. 27
Greater
Importance
on
Design
Thinking
Means
Faster
Organiza5onal
Growth
On-‐the-‐job
vs.
formal
training
impact:
3X
greater
performance
improvement
Exposure
to
on-‐the-‐job
learning
ac5vi5es:
increased
engagement
2
½
X
28. 28
Iden5fying
Type
of
Content/Learning
Source:
Bersin
by
DeloiDe,
2017
Explosive
Growth
in
Microlearning
Microlearning
Macrolearning
I
need
help
now.
I
want
to
learn
something
new.
Two
minutes
or
less
Topic-‐
or
problem-‐based
Search
by
asking
a
ques5on
Video
or
text
Indexed
and
searchable
Content
rated
for
quality
and
u5lity
Several
hours
or
days
Defini5ons,
concepts,
principles,
and
prac5ce
Exercises
graded
by
others
People
to
talk
with,
learn
from
Coaching
and
support
as
needed
Is
the
content
useful
and
accurate?
Is
the
author
authorita3ve
and
educa3onal?
Video,
ar3cles,
code
samples,
tools
Courses,
classes,
MOOCs,
programs
30. 30
Source:
Bersin
by
DeloiDe,
2017
Employees
Are
Overwhelmed…
The
average
mobile
phone
user
checks
the
device
150
0mes
a
day
Of
the
U.S.
popula5on,
40%
believes
that
it
is
impossible
to
succeed
at
work
and
have
a
balanced
family
life
The
“average”
U.S.
worker
works
47
hours
and
49%
work
50
hours
or
more
per
week,
with
20%
at
60+
hours
per
week
The
“average”
U.S.
worker
now
spends
25%
of
the
workday
reading
or
answering
emails
More
than
80%
of
all
companies
rate
their
business
“highly
complex”
or
“complex”
for
employees
Fewer
than
16%
of
companies
have
a
program
to
“simplify
work”
or
help
employees
to
deal
with
stress
31. 31
Source:
Bersin
by
DeloiDe,
2017
…and
Spend
Too
Much
Time
Searching
28%
19%
14%
39%
Reading
and
answering
emails
Searching
for
and
gathering
informa5on
Communica5ng
and
collabora5ng
internally
Knowledge
workers
spend
less
than
40%
of
the
average
work
week
on
tasks
specific
to
their
jobs
32. 32
Typical
Forgetng
Curve
for
Newly
Learned
Informa5on
Source:
Bersin
by
DeloiDe,
2017
33. 33
Solu5on
Is
Three
Simple
Things:
Repe55on,
Spacing,
Ques5oning
Source:
Bersin
by
DeloiDe,
2017
34. 34
Source:
Bersin
by
DeloiDe,
2017
1. Organiza5on
focuses
on
long-‐term
career
success
of
its
workers
2. Organiza5on
focuses
on
enabling
workers
to
perform
well
in
current
role
3. Organiza5on
employs
design
thinking
in
development
opportuni5es
4. Organiza5on
offers
high-‐value
learning
and
development
experiences
5. Organiza5on
rewards
employees
for
development
6. Organiza5on
gives
stretch
assignments
as
part
of
worker
development
7. Employees
are
able
to
influence
which
tasks
are
assigned
to
them
8. Organiza5on
is
clear
on
decision-‐making
processes/ability
9. Risk-‐taking
is
rewarded
in
the
organiza5on
10. Mistakes
are
valued
as
learning
opportuni5es
11. Organiza5on
u5lizes
experiences
for
development
12. Organiza5on
gathers
data
on
worker
performance
in
several
ways
What
really
maPers
• Careers
• On
the
job
• Experien5al
• Reward
systems
• Empowerment
• Learn
from
mistakes
• Performance
data
• Culture
of
learning
35. 35
New
Capabili5es
Needed
Source:
Bersin
by
DeloiDe,
2017
Experience
Management/
Architecture
Technology
Tools
&
Leadership
Experience
Leadership
Experience
Design
Branding
&
Communica5on
Data
Analysis
Content
Cura5on
Mul5media
Development
App
Development
User
Experience/
Interface
Design
Division/Country
Leadership
Instruc5onal
Design
Content
Development
Learning
Delivery
Learning
Evalua5on
LMS
Administra5on
L&D
Performance
Consul5ng
Tradi3onal
Learning
Organiza3on
Capabili3es
New/Enhanced
Learning
Organiza3on
Capabili3es
Strategic
Core
Enablers
36. 36
Today
Tomorrow
Learning
is
a
series
of
corporate
programs
built
around
L&D-‐designed
content
and
L&D-‐approved
experts.
Learning
is
an
“environment”
and
an
“experience,”
leveraging
experts,
content,
and
materials
sourced
and
recommended
by
external
communi5es
as
well
as
by
other
employees
and
internal
experts
(not
just
L&D).
The
learning
environment
is
managed
by
a
corporate
learning
management
system—essen5ally
a
large
catalog
filled
with
courses.
The
learning
environment
feels
like
a
consumer
website
that
provides
videos,
courses,
content,
and
access
to
experts—as
well
as
recommenda5on
engines
that
help
people
find
precisely
what
they
need.
L&D,
business,
and
compliance
experts
push
out
training,
iden5fying
required
courses
to
be
completed
by
employees
based
on
roles.
Employees
pull
learning,
naviga5ng
and
accessing
opportuni5es
from
inside
and
outside
of
the
company.
The
focus
is
on
internal
training
sanc5oned
by
the
company.
External
training
is
available
from
any
digital
content
source.
Learning
professionals
are
generalists
who
do
everything
from
design
to
development,
logis5cs,
and
measurement.
Learning
professionals
are
specialists
who
are
excellent
at
the
component
they
own.
Training
follows
a
lecture-‐based
model
guided
by
an
expert.
Training
is
experien0al,
relying
on
simula5ons,
case
studies,
and
flipped
classrooms.
Employees
learn
specific
skills
through
expert-‐guided
instruc5on
Employees
learn
how
to
learn
through
facilita5on
and
coaching.
Organiza5ons
create
detailed,
exhaus5ve,
skills-‐based
competencies
that
drive
the
learning
agenda.
Organiza5ons
create
high-‐level
frameworks
that
outline
broad
capabili5es.
The
learning
organiza5on
plays
a
lead
role
in
what
a
person
learns
and
focuses
on
delivering
work
experiences,
interac5ons
with
others,
and
formal
training
in
the
tradi5onal
70-‐20-‐10
ra5o.
The
learning
organiza5on
plays
a
suppor0ng
role
in
what
a
person
learns,
expanding
the
10
to
include
“inside”
and
“outside”
learning;
shiring
the
20
to
include
internal
and
external
networks;
and
redefining
the
70
to
include
corporate,
community,
and
social
experiences.
38. 38
Why
Blackboard?
We
want
to
inspire
the
world
to
learn!
• Anywhere
• Any
device
• At
any
age
39. 39
Blackboard:
The
largest
learning
company
in
the
world
Serving
100
million
users
in
100+
countries
3,000
HE
Ins5tu5ons
in
North
America
1,900
Interna5onal
Ins5tu5ons
9,300
K-‐12
Schools
and
Districts
1,800
Corporate
and
Government
Orgs
40. 40
Your
partner
in
change
100M
learners
and
users
19+
yrs
15+
yrs
14+
yrs
19+
yrs
18+
yrs
Years
present
across
the
world
17+
yrs
13+
yrs
16+
yrs
17+
yrs
21
yrs
41. 41
The Blackboard solution
Reporting,
Dashboards &
Analytics
Blackboard Learning
& Development
Platform
Implementation
and strategic
services
Bb Collaborate
Bb Registration
and Management
Content Authoring,
Ally & Custom
content
development
Blackboard
for Business
42. 42
Allstate
Insurance
(US)
Training
for
Employees
Training
for
remote
staff
across
the
US
• Allstate
Insurance
trains
the
employees
at
their
dispersed
offices
across
the
US
• Allstate
emphasizes
the
importance
of
brand
standards
and
service
standards
• Suppor0ng
staff
in
a
total
of
14
geographies
Sales
Support
Focused
on
revenue
growth
• Offer
a
consistent
and
uniform
curriculum
to
all
staff
• Focused
on
the
benefits
and
best
prac0ces
for
sale
of
insurance
instruments
• Training
15,000
employees
annually
Use
of
the
System
The
flexibility
of
Bb
allows
BBVA
to
use
the
learning
tools
in
several
different
ways:
• Corporate
Training
Pla]orm
• Integrated
with
the
Bb
Registra0on
and
Management
Module
• Hired
Bb
Consul0ng
and
outsourced
system
administra0on
43. 43
Leading
Global
Teaching
Hospital
Training
at
Medical
School
College
of
Medicine
and
new
Medical
School
in
2017
• Hybrid
model
–
HE
and
Bb4B
• Onsite
Academic
Technology
Planning
onsite
w/eStrategy
component
• All
Med
School
courses
now
have
a
Bb
element
Account
Growth
True
partnership
and
significant
growth
poten3al
• Clients
of
Learn,
Collaborate,
Registra0on
&
Management
Module,
Consul0ng
• Have
an
ongoing
Consul0ng
engagement
• Academic
Technology
Planning
• Course
Design
Pilot
• Rebranding
Services
(CSS)
• People
Analy0cs
Use
of
the
System
Uses
mul3ple
Blackboard
Products
and
Services
• Train
healthcare
providers
in
Africa
via
Bb
Collaborate
• Students
par0cipate
in
live
training
with
surgeons,
then
take
test
on
mobile
devices
in
real-‐0me
• Surgeon/instructor
shares
results
with
class
on
overhead
and
determines
who
will
join
surgery
that
day.
• 152k
employees
trained
annually
44. 44
ADP,
beDer
collabora3on
means
more
effec3ve
learning
Background
ADP
(based
in
New
Jersey,
57k
employees)
decided
to
make
a
change
in
how
it
trained
its
sales
force.
That
investment
meant
an
improved
learning
environment
for
its
employees
through
the
Blackboard
Learn
plalorm.
Just
a
few
years
ago,
ADP’s
new
sales
associate
training
was
an
intensive,
lengthy,
and
expensive
process
that
required
trainees
to
spend
a
great
deal
of
5me
away
from
customers
and
prospects.
ADP
wanted
to
improve
that
process,
and
its
business
results,
so
the
company
decided
to
pilot
a
distance-‐
learning
program
in
order
to
streamline,
and
improve,
its
sales
training
regimen.
Benefits
of
the
new
learning
plalorm
were
evident
right
from
the
start.
Although
5me
inside
a
formal
classroom
lessened,
students
became
more
engaged
in
the
sales
process.
Comprehension
quickly
increased
while
reten5on
and
grades
rose.
In
the
end,
ADP
experienced
a
true
impact
on
their
business.
hPp://blog.blackboard.com/case-‐study-‐blackboard-‐pays-‐off-‐
for-‐sales-‐training-‐adp/
Solu5on
benefits
• $1.5-‐$1.6
million
savings
in
training
expenses
• 60-‐day
increase
in
sales
produc5vity
for
trainees
• 12%
increase
in
first
year
annual
sales.
• Increase
in
reten5on
of
sales
force
• Increase
in
comprehension
• Increase
in
engagement
• Improvement
in
grades
&
mastery
45. 45
Ci5banamex
Degree
programs
for
Leadership
• Administra0on
of
Sales
• Administra0on
of
service
and
opera0on
• Administra0on
of
banking
opera0ons
• Masters
in
Human
Behavior
and
Leadership
• Business
Administra0on
(in
collabora0on
with
Tecnológico
de
Monterrey).
• Hundreds
of
graduates
have
come
through
the
program
in
past
8
years
with
lienses,
master’s
degrees
and
diplomas.
Real
Time
Mee0ngs
&
Training
for
Bank
Employees
• Offer
real
0me
mee0ngs
and
training
to
all
bank
employees
in
Mexico
using
Blackobard
Collaborate
Use
of
the
System
The
flexibility
of
Bb
allows
Ci3banamex
to
use
the
learning
tools
in
several
different
ways:
• Corporate
Training
Pla]orm
through
Blackboard
Learn
• Integrated
with
the
Bb
Registra0on
and
Management
Module
• Hired
Bb
Consul0ng
for
technical
and
strategic
consul0ng
during
implementa0on
and
con0nue
to
purchase
services
including
content
and
course
development.
46. 46
Federal
&
Department
of
Defense
Overview
40
Cabinet
level
agencies
using
Blackboard
today
115
Schools
for
Training
&
Educa5on
Largest
client
US
Army
with
350k
users
ATO
for
FEDRAMP
coming
later
this
year
DOD
clients
choose
Blackboard
because
of
our
breadth
of
experience,
and
extremely
high
sa5sfac5on
levels
Corporate
academies
are
poised
for
change
on
the
order
of
magnitude
experienced
a
century
ago
New
Customers
Online
&
running
in
30
days
48. SPECIAL
OFFER
FOR
CLO
WEBINAR
PARTICIPANTS
• $50
off
registra0on
fee
• Offer
runs
April
19th,
2018
–
May
18,
2018
• Limited
to
the
first
100
redemp5ons
• Use
code
BbWCLO18
to
register
at
BbWorld.com
NOTE:
discount
not
valid
for
speakers
or
other
reduced
rate
registrants
(AKA,
daily
or
pre-‐cons)
WHY
ATTEND
• 3
days
of
speakers,
panels,
workshops
&
informa5onal
sessions
• Network
with
over
2,000
like-‐minded
aPendees
• Learn
the
latest
0ps
&
tricks
to
deliver
compelling
content
• Meet
face-‐to-‐face
with
over
200
product
experts
49. 49
Con5nue
the
session
with
your
ques5ons
and
discussion
Tom
Holz
Senior
Director
Blackboard
Business
&
Government
Web:
go.blackboard.com/forbusiness
Email:
tom.holz@blackboard.com
LinkedIn:
linkedin.com/in/tholz
TwiDer:
@tom_holz
51. #CLOwebinar
Register for the next webinar!
The Business Case for Adaptive
Learning: Drive ROI and Unlock
Performance
Tuesday, April 24, 2018
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Chief Learning Officer Webinars at
clomedia.com/webinars