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
Building the Agile Enterprise: A New Model for HRJosh Bersin
Josh Bersin's IMPACT 2012 Keynote Speech ... "The Agile Enterprise" - how HR must rapidly evolve through changes in strategy, learning, leadership, and technology to adapt to today's agile management model. Detailed notes available from Bersin & Associates.
CSL Limited (Chinese: 香港移動通訊有限公司) is Hong Kong's first mobile communications operator established in 1983. It operates a world-class GSM / WCDMA /UMTS 900 network in Hong Kong and launched the world’s first dual band 4G LTE with DC-HSPA+ network with the brands 1O1O, one2free and New World Mobility. CSL is part of HKT Group, Hong Kong's premier telecommunications service provider.
Learn how an evolved PMO can bring discipline to project prioritization, track project portfolios, and provide the support teams need to embrace Agile.
Talent Management has gained importance over the years and as long as we need a smooth and uninterrupted flow of business; it is going to be an indispensable part of any HR strategy. Following definition clearly outlines what is Talent Management:
“Talent management is an integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs.”
- Silzer and Dowell
Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments.
Thanks & Regards,
Building the Agile Enterprise: A New Model for HRJosh Bersin
Josh Bersin's IMPACT 2012 Keynote Speech ... "The Agile Enterprise" - how HR must rapidly evolve through changes in strategy, learning, leadership, and technology to adapt to today's agile management model. Detailed notes available from Bersin & Associates.
CSL Limited (Chinese: 香港移動通訊有限公司) is Hong Kong's first mobile communications operator established in 1983. It operates a world-class GSM / WCDMA /UMTS 900 network in Hong Kong and launched the world’s first dual band 4G LTE with DC-HSPA+ network with the brands 1O1O, one2free and New World Mobility. CSL is part of HKT Group, Hong Kong's premier telecommunications service provider.
Learn how an evolved PMO can bring discipline to project prioritization, track project portfolios, and provide the support teams need to embrace Agile.
Talent Management has gained importance over the years and as long as we need a smooth and uninterrupted flow of business; it is going to be an indispensable part of any HR strategy. Following definition clearly outlines what is Talent Management:
“Talent management is an integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs.”
- Silzer and Dowell
Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments.
Thanks & Regards,
Prosci's webinar "Change Management Value Proposition" - delivered live on Wednesday, Nov 11 11:00 AM EST and Thursday, Nov 12 4:00 PM EST. Register at www.prosci.com/webinars
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
This guide summaries a successful Agile transformation in Telco with a related case study.
Do not take the described steps of this guide as the only way to be successful, there can be many other alternatives for sure. However, this guide explains a way thats experienced to be successful in many companies and under different circumstances.
Looking forward to hear your comments & suggestions
Thanks
Training And Development Proposal PowerPoint Presentation SlidesSlideTeam
It is an undeniable fact that providing proper training to the employees equips them with the right skills thus helping them develop in their field and deliver competent work. Many organizations concerned about grooming their employees are looking for companies that provide training services; hence a well-structured training proposal can really act as a good marketing tool. Use this comprehensively designed professional PPT template to quote your services competently. Outline your training objectives such as effective leadership, resolving key issues, time management, and productivity, team building workshops, etc. Also, describe your training process and talk about your team members and their expertise that will play a major role in persuading your clients to opt for your services. Grab more training projects for both small and large organizations using this informative training and development proposal template. This industry-training compliant proposal template will help you in pitching your services efficiently in front of your potential clients. Since training and development service industry is quite competitive, stand out of the pack and win more projects with this informative template. This PPT is designed in such a way that it will help you in creating the right proposal for any training service that your organization provides. This informative and professionally designed PPT template can be customized as per the user’s desire, therefore, it allows full flexibility. It also makes it easy to give your own look and feel to the template, regardless of the expertise you possess. So, download this fully customizable and editable Training And Development Proposal PowerPoint Presentation Slides to save yourself from the hassle of creating a proposal from scratch.
Company talent development presentation (public)Ramil Mastiyev
This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
Lean Agile Center of Excellence LACE – Drink our own ChampagneCA Technologies
How to establish a Lean Agile Center of Excellence in your organization, and lead your transformation initiative in an Agile way. Drinking our own champagne as change agents.
Create and Evolve your Lean Agile Center of Excellence!
Managing talent is no longer an episodic exercise. Leading companies are taking a holistic view, from building their employer brand, to attracting new people, to developing their best people, to crafting succession strategies. Korn Ferry can deliver all this and more through a consistent methodology, IP framework, and global team of experts.
This guide provides the definitive list of Korn Ferry’s integrated talent solutions. It includes information on what each of them does and how we can use them to meet your organization’s unique needs.
Is your organization benefitting from the effectiveness of High Performance Teams (HPTs)? Use this presentation to learn how HPTs produce more successful business outcomes, about the roles of leaders and members in HPTs, how to assess team effectiveness, and how to build HPTs.
For more information about building High Performance Teams, please see www.tbointl.com
Transforming Business Operations: Our Name is Our Mission
TBO International, with offices in Houston and San Antonio, is recognized as a firm that consistently helps improve organizational performance through our expertise, objectivity and partnering. Our success is measured by achieving our client's business targets, whether performance, economic or behavioral.
Large Scale Agile Transformation by Husni RoukbiAgile ME
The agile manifesto introduced a new way of implementing software development projects which resulted in a dramatic improvement in these types of projects. Agile success at the project level has prompted IT leaders within organization to try to scale it to the enterprise level with less success rate. In this interactive session, we will review the various approaches to large-scale agile transformation, discuss the transformation road map and organizational change management required as well as key drivers/sponsors required for a successful agile transformation. We will discuss how to measure transformation progress, and outline possible challenges and corresponding solutions.
Use amazingly designed Learning Roadmap PowerPoint Presentation Slides to present individual career and professional development plans. Outline career objectives, short- and long-term goals, comprehensive plan and more with the help of learning roadmap PowerPoint presentation slideshow. Companies can incorporate this learning roadmap to make their employees understand their roles and responsibilities. You can outline tasks and goals for the employees using learning roadmap PPT presentation templates. Map out a training program to keep your employees on track using learning roadmap PowerPoint presentation slides. These templates are completely customizable. Change color, text, icon and font size as per your requirement. Add or remove the content, if needed. Grab this professionally designed learning roadmap PowerPoint presentation templates that outlines company’s future developments and enhancements. Folks appreciate your interference due to our Learning Roadmap Powerpoint Presentation Slides. They acknowledge your attempt to improve conditions.
Agile People - Habilitando la agilidad desde Gestión de talentoJohnny Ordóñez
Les comparto mi presentación en Ágiles Colombia 2019; con algunas técnicas y enfoques que me han servido durante estos años colaborando con áreas de Gestión de Talento.
Change Management Training Plan Powerpoint Presentation SlidesSlideTeam
You can download this product from -
https://www.slideteam.net/change-management-training-plan-powerpoint-presentation-slides.html
slideteam.net has the world's largest collection of Powerpoint Templates. Browse and Download now!
Description of this above product -
Change management is the systematic approach and application of knowledge, skills, tools, and resources to implement and deal with organizational change. Grab our Change management training plan template. It is professionally curated, exhibiting the development of training plans to prepare employees for effectively implementing organizational changes. Our Change management training program deck includes the seven change management models, with five types of changes implemented in the enterprise. It showcases the various types of organizational changes and training plans for implementing them in the enterprise. Additionally, our Strategic change management PPT incorporates issues the organization faces in implementing these changes, strategies to overcome challenges, and gap analysis. It also includes the benefits of implementing various changes in the enterprise. Further, our Change implementation training plan module mentions the roles and responsibilities of multiple stakeholders and details related to the cost incurred in facilitating training to employees. Lastly, it shows the impact of change management training on enterprises and employees with the dashboard to track and analyze the performance of training programs conducted by the organization. Get access now.
The Emergence of MOOCs: What Does This Mean to You? Will This Market Disrupt ...Udemy for Business
The MOOC marketplace has exploded with growth over the last two years - with educational content now available in many forms from many channels. In this webinar we will overview the MOOC market and give HR and L&D managers our perspectives on the market, how to think about MOOCs and other forms of online content, and what kinds of tools and solutions are now available for corporate buyers.
Educational technology startups are continuing to grow, with more than $800 million in venture capital flowing into this sector in the last 12 months1. Who are some of the important players and how do they fit into the world of corporate training? In this webinar, Josh Bersin, Bersin by Deloitte, Deloitte Consulting LLP will highlight the market and help you understand your opportunities to leverage amazing educational content for your entire organization.
For more information, contact business@udemy.com.
Everyone in corporate learning is talking about MOOCs - massive, open, online courses - right now. But while there's a lot of curiosity among L&D professionals, there is not much understanding of what, exactly, MOOCs are and how they do (and don't) work for workforce training.
This presentation summarizes and analyzes what MOOCs really mean for enterprise L&D:
• What makes MOOCs different from other forms of online learning;
• How MOOCs have (and haven't) evolved to meet the needs of enterprise L&D; and
• Critical lessons learned by leading organizations already using MOOCs.
Prosci's webinar "Change Management Value Proposition" - delivered live on Wednesday, Nov 11 11:00 AM EST and Thursday, Nov 12 4:00 PM EST. Register at www.prosci.com/webinars
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
This guide summaries a successful Agile transformation in Telco with a related case study.
Do not take the described steps of this guide as the only way to be successful, there can be many other alternatives for sure. However, this guide explains a way thats experienced to be successful in many companies and under different circumstances.
Looking forward to hear your comments & suggestions
Thanks
Training And Development Proposal PowerPoint Presentation SlidesSlideTeam
It is an undeniable fact that providing proper training to the employees equips them with the right skills thus helping them develop in their field and deliver competent work. Many organizations concerned about grooming their employees are looking for companies that provide training services; hence a well-structured training proposal can really act as a good marketing tool. Use this comprehensively designed professional PPT template to quote your services competently. Outline your training objectives such as effective leadership, resolving key issues, time management, and productivity, team building workshops, etc. Also, describe your training process and talk about your team members and their expertise that will play a major role in persuading your clients to opt for your services. Grab more training projects for both small and large organizations using this informative training and development proposal template. This industry-training compliant proposal template will help you in pitching your services efficiently in front of your potential clients. Since training and development service industry is quite competitive, stand out of the pack and win more projects with this informative template. This PPT is designed in such a way that it will help you in creating the right proposal for any training service that your organization provides. This informative and professionally designed PPT template can be customized as per the user’s desire, therefore, it allows full flexibility. It also makes it easy to give your own look and feel to the template, regardless of the expertise you possess. So, download this fully customizable and editable Training And Development Proposal PowerPoint Presentation Slides to save yourself from the hassle of creating a proposal from scratch.
Company talent development presentation (public)Ramil Mastiyev
This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
Lean Agile Center of Excellence LACE – Drink our own ChampagneCA Technologies
How to establish a Lean Agile Center of Excellence in your organization, and lead your transformation initiative in an Agile way. Drinking our own champagne as change agents.
Create and Evolve your Lean Agile Center of Excellence!
Managing talent is no longer an episodic exercise. Leading companies are taking a holistic view, from building their employer brand, to attracting new people, to developing their best people, to crafting succession strategies. Korn Ferry can deliver all this and more through a consistent methodology, IP framework, and global team of experts.
This guide provides the definitive list of Korn Ferry’s integrated talent solutions. It includes information on what each of them does and how we can use them to meet your organization’s unique needs.
Is your organization benefitting from the effectiveness of High Performance Teams (HPTs)? Use this presentation to learn how HPTs produce more successful business outcomes, about the roles of leaders and members in HPTs, how to assess team effectiveness, and how to build HPTs.
For more information about building High Performance Teams, please see www.tbointl.com
Transforming Business Operations: Our Name is Our Mission
TBO International, with offices in Houston and San Antonio, is recognized as a firm that consistently helps improve organizational performance through our expertise, objectivity and partnering. Our success is measured by achieving our client's business targets, whether performance, economic or behavioral.
Large Scale Agile Transformation by Husni RoukbiAgile ME
The agile manifesto introduced a new way of implementing software development projects which resulted in a dramatic improvement in these types of projects. Agile success at the project level has prompted IT leaders within organization to try to scale it to the enterprise level with less success rate. In this interactive session, we will review the various approaches to large-scale agile transformation, discuss the transformation road map and organizational change management required as well as key drivers/sponsors required for a successful agile transformation. We will discuss how to measure transformation progress, and outline possible challenges and corresponding solutions.
Use amazingly designed Learning Roadmap PowerPoint Presentation Slides to present individual career and professional development plans. Outline career objectives, short- and long-term goals, comprehensive plan and more with the help of learning roadmap PowerPoint presentation slideshow. Companies can incorporate this learning roadmap to make their employees understand their roles and responsibilities. You can outline tasks and goals for the employees using learning roadmap PPT presentation templates. Map out a training program to keep your employees on track using learning roadmap PowerPoint presentation slides. These templates are completely customizable. Change color, text, icon and font size as per your requirement. Add or remove the content, if needed. Grab this professionally designed learning roadmap PowerPoint presentation templates that outlines company’s future developments and enhancements. Folks appreciate your interference due to our Learning Roadmap Powerpoint Presentation Slides. They acknowledge your attempt to improve conditions.
Agile People - Habilitando la agilidad desde Gestión de talentoJohnny Ordóñez
Les comparto mi presentación en Ágiles Colombia 2019; con algunas técnicas y enfoques que me han servido durante estos años colaborando con áreas de Gestión de Talento.
Change Management Training Plan Powerpoint Presentation SlidesSlideTeam
You can download this product from -
https://www.slideteam.net/change-management-training-plan-powerpoint-presentation-slides.html
slideteam.net has the world's largest collection of Powerpoint Templates. Browse and Download now!
Description of this above product -
Change management is the systematic approach and application of knowledge, skills, tools, and resources to implement and deal with organizational change. Grab our Change management training plan template. It is professionally curated, exhibiting the development of training plans to prepare employees for effectively implementing organizational changes. Our Change management training program deck includes the seven change management models, with five types of changes implemented in the enterprise. It showcases the various types of organizational changes and training plans for implementing them in the enterprise. Additionally, our Strategic change management PPT incorporates issues the organization faces in implementing these changes, strategies to overcome challenges, and gap analysis. It also includes the benefits of implementing various changes in the enterprise. Further, our Change implementation training plan module mentions the roles and responsibilities of multiple stakeholders and details related to the cost incurred in facilitating training to employees. Lastly, it shows the impact of change management training on enterprises and employees with the dashboard to track and analyze the performance of training programs conducted by the organization. Get access now.
The Emergence of MOOCs: What Does This Mean to You? Will This Market Disrupt ...Udemy for Business
The MOOC marketplace has exploded with growth over the last two years - with educational content now available in many forms from many channels. In this webinar we will overview the MOOC market and give HR and L&D managers our perspectives on the market, how to think about MOOCs and other forms of online content, and what kinds of tools and solutions are now available for corporate buyers.
Educational technology startups are continuing to grow, with more than $800 million in venture capital flowing into this sector in the last 12 months1. Who are some of the important players and how do they fit into the world of corporate training? In this webinar, Josh Bersin, Bersin by Deloitte, Deloitte Consulting LLP will highlight the market and help you understand your opportunities to leverage amazing educational content for your entire organization.
For more information, contact business@udemy.com.
Everyone in corporate learning is talking about MOOCs - massive, open, online courses - right now. But while there's a lot of curiosity among L&D professionals, there is not much understanding of what, exactly, MOOCs are and how they do (and don't) work for workforce training.
This presentation summarizes and analyzes what MOOCs really mean for enterprise L&D:
• What makes MOOCs different from other forms of online learning;
• How MOOCs have (and haven't) evolved to meet the needs of enterprise L&D; and
• Critical lessons learned by leading organizations already using MOOCs.
Delivering The Next Generation LMS ExperienceTribridge
David Wilson, Managing Director of Europe’s leading talent and learning analyst Elearnity, and Skip Marshall, CTO at Tribridge, discuss:
•Key challenges and barriers for LMSs today
•How to increase user engagement for your LMS
•Making learning processes more agile and aligned to business needs
•Real examples of how organisations are delivering the next generation learning experience to their employees.
In this webinar, David Mallon, Head of Research for Bersin by Deloitte, Deloitte Consulting LLP, will summarize the latest research on how forward-looking organizations are adapting their approaches to development in order to better meet the needs of modern learners. David will be joined by Carol Leaman, President & CEO, Axonify, who will share real-world examples of these trends and practical advice for other organizations facing similar challenges.
Get the recording here: know.axonify.com/modern-learner-webinar
How artificial intelligence is revolutionizing learning and development pract...Charles Cotter, PhD
How artificial intelligence is revolutionizing and disrupting learning and development practices throughout the ADDIE value chain - analysis, design, development, delivery and evaluation
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.
It’s not hard to be overwhelmed by the wealth of content available today. Every day, we create 2.5 quintillion bytes of data 1. That’s equivalent to 10 million compact discs that when stacked, would equal the height of 4 Eiffel towers 2. But the explosion of both content and digital technology hasn’t actually increased productivity. In fact, content searches cost companies over $14,000 per worker and nearly 500 hours per worker every year 3.
So how can you break through the noise? The most successful CLOs have begun harnessing the power of all learning experiences through curation, and more importantly, context. Curation and context powers learning in a variety of ways that can help you and your learners make sense of the plethora of information and reduce barriers to creating a culture of continuous learning.
Webinar: Empowering Continuous Learning with the Tin Can API (xAPI) Rustici Software
Employees are demanding more continuous and varied approaches to learning, but many L&D organizations struggle to keep up. One big reason: a lot of that informal learning happens on the open web, inside mobile apps, and in real life – not in an LMS. This means that L&D teams aren’t getting the whole picture. And without it, they’ll have an increasingly difficult time connecting learning to business results.
Learn how CUES is using Tin Can API (xAPI) to plug L&D back into learning, and in the process plug learning back in to business results.
In this webinar, we’ll discuss:
*New types of learning methods and technologies for continuous learning
*The Learning Tech Stack and why a cohesive one is important
*How CUES empowers continuous learning for their members
Presenters that you'll hear from on this webinar:
* Dani Johnson, Research Manager, Bersin by Deloitte, Deloitte Consulting LLP
* Wendy Wang-Audia, Sr. Research Analyst, Bersin by Deloitte, Deloitte Consulting LLP
* Mike Rustici, President, Rustici Software
* Christopher Stephenson, VP/Professional Development and Innovation, CUES
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...David Blake
Are you ready for today's learners?
According to new research by Degreed, only 18% of workers would recommend their employer's L&D opportunities to a colleague; they're disengaged and looking elsewhere for their learning and growth experiences. In this exclusive, free invitation-only event you will hear from prominent industry analyst, Josh Bersin, about innovative approaches to corporate learning in the 21st century.
Through a series of case studies and interactive discussion, you will also connect with some of the most forward thinking L&D leaders to share what they're learning about how to build more engaging, more responsive digital learning experiences.
It was my pleasure to share these ideas and best-in-class solutions for Human Capital Management at the at the 46th LTEN conference in Nashville, TN with my colleague and co-presenter John Constantine.
Josh Bersin’s HR Predictions for 2014. Building a Strong Talent Pipeline for ...Sage HR
Employers will be challenged to attract, retain and develop people in 2014. Organizations will need bold, innovative talent and human resources strategies to compete for skills amidst a global economy recovery. As retention concerns mount, organizations will focus on building a passionate, highly-engaged workforce.
Josh Bersin will expand on these challenges and more in Predictions for 2014: Building a Strong Talent Pipeline for the Global Economic Recovery. Available now to Bersin WhatWorks® members and on a complimentary basis to non-members, this annual report provides a preview of business, training and talent management developments in 2014.
VISIT HR BLOG -> cake.hr/blog
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.
Training and Development
Leadership Development
Large Group Intervention
Personality Profiling
Graphic Facilitation
Outbound Learning/Training
Business Simulation
The presentation was delivered by Stephen Littler and Sean McCready of ICS Learn at the CIPD L&D conference 2016. The presentation provided an overview of the the effective model that is required to participate in high quality learning and development in 2016.
The Hybrid Training Revolution - Webinar with Brandon Hall Group and Training...Training Orchestra
Watch On-Demand: https://trainingorchestra.com/resources/webinar-with-brandon-hall-group-on-demand-the-hybrid-learning-revolution
Prior to the pandemic, organizations had already been struggling with managing a mix of in-person and virtual classroom learning programs. Now, more than two years later, the landscape has only grown more complex – and the traditional approach to in-person and virtual instructor-led training hasn’t been up to the task. Fueled by the stickiness of the remote workplace, the future is now and the now is hybrid.
Organizations must rethink and revolutionize the way they approach hybrid learning if they want to meet the needs of both the business and learners. This means new approaches to training management and an infusion of automation to get everything optimized. Join David Wentworth, Principal Learning Analyst for Brandon Hall Group, and Stephan Pineau, CEO of Training Orchestra as they discuss strategies for making the most of both in-person and virtual learning moving forward.
Discussion topics include:
The newest research on the impact of remote work and the hybrid classroom
Evolving business and learner needs
Optimizing hybrid training management and the merger of ILT & vILT
Capturing the right data to make the best business decisions
Examples of best-in-class hybrid learning management
Similar to How Xerox Services is Driving Learning Culture with New L&D Technologies (20)
Conduent Webinar Feb 2020: Skills, The Currency of the Future of WorkDavid Blake
Two major shifts:
- Education went from being scarce to being abundant
- Technology outpaced the ability of humans to learn
- Created a massive global skills gap
CEO's reporting skills as a top priority, and lack of skills as a top threat to business
- Most companies cannot yet inventory skills
- Market is beginning to respond to meet this need
- Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs)
Bridging the Skills Gap - How Cognizant is re-defining learning strategiesDavid Blake
56% of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models, says ATD's survey on Bridging the Skills Gap. With the rise of digital disruption, a 4-generation workforce and 60-year careers, organizations are forced to re-think how they develop their employees. In order to operate differently, companies need to explore new strategies, skillsets, and modernized tools. It is an important time for corporate learning leadership to take stock of their learning investments and create the ecosystem and solutions that will take them through the age of disruption. In this webcast you learn about how some of the leading companies are re-thinking their learning strategies, what should be in your learning toolkit and how you can re-skill employees.
A recent Bersin survey pointed out that just 28 percent of organizations have “good” or “very good” levels of proficiency in basic data literacy skills. And that makes sense, because it often feels like you need a statistics degree to understand HR analytics. But the truth is, you don’t need a degree. You just need to know what to look for and how to turn that into meaningful conclusions. Degreed and Watershed are here to help.Join us for Data Fluency for Dummies.
Retooling L&D: Building the Right Capabilities for Organizational SuccessDavid Blake
Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”.
Retooling L&D: Building the Right Capabilities for Organizational SuccessDavid Blake
Dismally, only 40% of organizations feel that their L&D organizations are helping to drive the business. New technologies, empowered and picky employees, and executives that demand results are fundamentally changing the role that L&D must play in the business. As organizations become more intent on adaptable and innovative workforces, L&D capabilities must move from “doing” to “influencing”.
Shaping the Workforce: Strategies for the Future of WorkDavid Blake
For many years, society has operated under the premise that growth is a linear activity: school, then university and then work. But what if you didn’t have access to school? And what happens when you’ve been out of school for more than 10 years? Are you no longer valuable? Absolutely not – yet we value employees based on their degrees or time spent in formal training settings.
We have to become more modern in our approach to how we think about, and then support, the development of our employees.
Decoding L&D Jargon: How Learning Can Use Machine Learning and AIDavid Blake
Artificial intelligence (AI) and machine learning could prove to be invaluable as solutions to both hiring and modern skill development challenges. The problem? Many of us don’t actually know the differences, and most tech providers that say they do AI don’t actually provide exactly that.
This webinar provided a better understanding of these terms and how they can be used to benefit both employees and L&D management.
Getting Started Using Data-Driven Learning DesignDavid Blake
A savvy facilitator observes the body language of their participants to gauge interest and engage. While an online environment lacks the face-to-face interaction, every drop-off, click, or share is a learner shouting their likes and dislikes. These actions are the digital equivalents of the eyerolls, smiles, and arms-crossed in the classroom. But are we paying attention? Learn practical ways to use data you already have access to in ways to uncover valuable insights and make design decisions with better results, increased engagements, and save your content from the digital dustbin.
Proven Practices in Learning Curation - Transforming Content Shock to Busines...David Blake
Curation is more than putting your favorite content in a word or Google doc.
Take your curation efforts to the next level with curation expert, Dr. Gina Richter.
In this session, Dr. Richter demonstrated tried and true methods for creating effective learning pathways.
She covered content strategy, and how you can transform your organization's content shock and overload into learning experiences that drive business results.
60-year careers, the decreasing half life of skills, and digital disruption have many organizations rethinking, and maybe even struggling with how they develop their employees.
“Fifty-six percent of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models.” — ATD, Bridging the Skills Gap, 2015
Finding success in this turbulent time takes new strategies, skillsets and modernized tools, which makes it an important, yet perfect time for corporate learning leadership to take stock of their learning investments.
Creating the right ecosystem will be the difference between those who make it through the age of disruption and those who don’t.
How to Train the Smartest People in the WorldDavid Blake
It is responsible for putting 12 people on the moon and sending countless more to space, and has some of the world’s most advanced technology and brightest minds inside its walls. But even NASA’s Jet Propulsion Laboratory (JPL) has learning challenges.Recognizing the shift is already under way in the technology, skills, and employee demographic that will lead them into the future, JPL has shifted its learning strategy and technology ecosystem.Join us for a question and answer session with NASA Jet Propulsion Laboratory Head of Technical Learning and Development Tony Gagliardo.
How To Measure Informal Learning's Value David Blake
We’re hearing it everywhere: today’s workers are learning every day, in a variety of ways, on and offline. In fact, more than 70 percent of workers surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. Yet at the organization level, very little data is captured on what employees are learning in the course of doing their jobs. Regularly, measurement ends when the training program is over, and the details captured are minimal.
The Workforce is Learning Differently. What Does it Mean for the Digital CLO?David Blake
Organizational learning is always evolving, but it seems that we have reached a point in time when it is changing more rapidly than companies can keep up with. The changes are both dramatic and incremental, and coming from every direction. Simply changing what we do is not enough, we need to start changing who we are. Do today’s learning organizations and the people running them have the DNA to deliver the modern learning experience?
4 Effective Strategies for Engaging the New Consumer LearnerDavid Blake
For a long time, perhaps too long, the HR and training functions have dictated learning for employees. But workers have started taking things into their own hands.
This shift from relying on L&D to self-directed has left many organizations wondering what their next move should be.
The best place to start is putting yourself in the learner’s’ shoes and examine the human behaviors around growth and development.
4 Generations: How to Make Learning Part of Your BrandDavid Blake
Tuesday, March 14, 2017 1:00pm - 2:00pm CDT
By: Ryan Seamons, Product Manager, Degreed; Mariah Cherniss, BlueBeyond Consulting; Judy Dutton, Senior Director, Global Talent & Organization Development, eBay; and Kelly Palmer, Chief Learning Officer, Degreed
People are a big expense—up to 70 percent of operating costs in many organizations. They are also your best investment, the reason for your organization’s success. Empowering your workers through ongoing growth opportunities and keeping them engaged is more vital than ever.With multiple generations in the workforce with varying preferences, how do you show everyone in your organization you’re invested in them?
Digital technology is creating a huge opportunity to elevate the learning and talent development function from a distraction to a driver of business results.
But effectively adapting L&D to our always-on workforce is harder than ever. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger.
This talent-packed Q&A will feature a discussion with Bersin by Deloitte analyst, Dani Johnson, and 3 learning trailblazers:
- Barry Murphy, global learning at airbnb
- Chris Trout, VP of L&D at The Walt Disney Company
- Amy Rouse, Senior Learning Strategist, formerly of AT&T
We will dive into just how these leaders are adapting and evolving to confront the digital disruption of L&D.
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
The near future of learning and development (L&D) is already here. And this new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices and tools are obsolete – they still play an important role. But they do need to evolve. These days, the most successful CLOs do more than just “supply” learning. They also enable their workers to take learning into their own hands. Caterpillar has done just that, having created a dynamic learning environment that empowers workers to both discover and track learning at their moment of need, rather than wait for the next formal session.
The Democratization of Learning and DevelopmentDavid Blake
The future of learning and development (L&D) is already here. This new reality includes workers and their managers sharing more of the responsibility than you might be used to. That doesn’t mean your L&D organization, practices, and tools are obsolete—they still play an important role. But they do need to evolve. These days, the most successful chief learning officers do more than just supply learning. They also enable their workers to take learning into their own hands.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
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Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
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This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
"Protectable subject matters, Protection in biotechnology, Protection of othe...
How Xerox Services is Driving Learning Culture with New L&D Technologies
1. How Xerox Services is Driving
Learning Culture with New L&D
Technologies
Dani Johnson
VP Learning Research
Bersin by Deloitte,
Deloitte Consulting LLP
Todd Tauber
VP Product Marketing
Degreed
Kerry Hearns-Smith
VP Learning Strategy & Delivery
Xerox Global Learning Services
28. Xerox Global Learning Services—Client Xerox
Delivering human performance solutions through innovative approaches to learning design,
delivery and technology.
Driving Learner-Centric Learning
November 4, 2015 Xerox Confidential and Proprietary28
30. Common Business Challenges
!
1Workforce 2020: Cultural Changes and Impact on Talent, SAP, 12/2014
2 SHRM research
Cost to replace an
employee is 50% to 250%
of annual salary and
benefits.2
1. Lack of employee longevity/loyalty
2. Lack of adequate leadership
3. Lack of adequate technology
4. Lack of skilled talent1
31. Workforce 2020: Cultural Changes and Impact on Talent, SAP, 12/2014
Employees’ Concerns for their Future
!
For employees,
obsolescence is
a bigger concern
than layoffs
~75%:
“enable
my future
success”
32. Employees
&
The Business
1. Formal and compliance learning
2. Informal, self-directed learning
Percent of learning used on the job:
25%
75%
David Grebow, Founder, IBM Institute for Advanced Learning
100%
0%
1. Formal and compliance learning
2. Informal, self-directed learning
Percent of typical corporate spending:
With XSU, we mix formal and
informal learning formats and deliver
micro, self-directed learning.
33. Employees
&
The Business
“In the long run, the only sustainable competitive advantage is your organization’s
ability to learn faster than the competition.”
Peter Senge
Director of Organizational Learning at MIT Sloan
“Xerox...an employer of choice, a great place to work
and a place where intangible innovation is the norm.”
Ursula Burns
34. Engaged employees…
who rapidly deliver results and create business value,
as they influence colleagues, leaders, and clients.
They are ready for the next challenge.
Focused leaders…
who spend less time on recruiting and onboarding
more time and skills growing business and profit
who develop employees for performance.
They are ready for the next challenge.
Imagine
We’re on our way…insightful, innovative
learning on-demand
November 4, 2015 Xerox Confidential and Proprietary34
35. November 4, 2015 Xerox Confidential and Proprietary35
The Commons
• Collaborative
• Supporting
• Social
• Learning communities
• Competency-based
Our People
• 100,000+ global learners
• Diverse set of learners
and generations
• Building a culture of
continuous learning
Process
• Transformational
• Intuitive
• Curated
• Adaptive to
individual and
business needs
Technology
• Delivers the 70:20:10
learning experience
• Interoperable,
integrated, and mobile
• Built for scale and
disruption
Experience
• Personalized
• Competency-based
learning
• Short-form content
• On-demand
• Social and
collaborative
XSU
37. The 2020 Learner Experience
Performance
Enablement
Research and
Resources
Next role
development
Onboarding
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
What are the components
of effective learning?
38. The 2020 Learner Experience
Onboarding OLC
Performance
Enablement
Research and
Resources
Next role
development
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
Onboarding
39. The 2020 Learner Experience
Performance
Enablement
Research and
Resources
Next role
development
Onboarding
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
Learning pathways to
Learning
40. The 2020 Learner Experience
Collaborate and share
Performance
Enablement
Research and
Resources
Next role
development
Onboarding
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
41. Set pathways and explore
new ones
The 2020 Learner Experience
Performance
Enablement
Research and
Resources
Next role
development
Onboarding
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
42. The 2020 Learner Experience
Explore, think, grow
Use business
resources and
content to create a
path.Performance
Enablement
Research and
Resources
Next role
development
Onboarding
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
43. The 2020 Learner Experience
Performance
Enablement
Research and
Resources
Next role
development
Onboarding
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
Learning everyday
44. The 2020 Learner Experience
Performance
Enablement
Research and
Resources
Next role
development
Onboarding
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
Performance enablement,
feedback, and coaching
45. The 2020 Learner Experience
What’s next?
Performance
Enablement
Research and
Resources
Next role
development
Onboarding
Experience
Formal
Learning
Self-directed
learning &
reflection
Collaboration
46. “Xerox... an employer of choice,
a great place to work, and a place
where intangible innovation is the
norm.” Ursula Burns
Solution:
Xerox can fulfill Ursula’s vision
and sustain a competitive
advantage by shifting to a
learning culture.
Challenge:
“Culture eats strategy for
breakfast.” (Peter Drucker)
Imperative:
Shift the culture via XSU—
pathways, the Commons, and
You.
November 4, 2015 Xerox Confidential and Proprietary46
47. How do we power effective learning?
XSU – Powered by pathways, The Commons, and You
November 4, 201547
Learner-Driven Engaged Collaborative Aligned Optimized
Xerox Confidential and Proprietary
48. XSU – Powered by pathways, The Commons, and You
November 4, 201548
Learner-Driven Engaged Collaborative OptimizedAligned
How do we power effective learning?
Xerox Confidential and Proprietary
49. “Control leads
to compliance;
autonomy
leads to
engagement.”
Daniel Pink
Your profile starts your learning:
• Settings—What do I want to learn?
• Within the capability framework driven by competencies and the
learner
Profile Building—Education and Work Experience
• Education and Work Experience
• Collection—learning assets you have already explored
• Insights—overall view of your experience, education, and learning
Notifications
• Who is following you
• Goals you have been assigned
Learner Driven
How do we power effective learning?
November 4, 201549 Xerox Confidential and Proprietary
50. Learner Driven – Profile Insights
November 4, 201550
Features Homepage
Xerox Confidential and Proprietary
51. XSU – Powered by pathways, The Commons, and You
November 4, 201551
Learner-Driven Engaged Collaborative OptimizedAligned
How do we power effective learning?
Xerox Confidential and Proprietary
52. Highly engaged organizations
have the potential to decrease
employee turnover by 87%.
“According to the research data compiled by Bersin
by Deloitte, one of the most important factors in a
highly engaged company is the strength of its learning
programs.” June 2015 CLO
The Dashboard guides your learning:
• Today’s Learning—What you might be interested in, driven by
competencies
• Learning Queue—What you want to learn—You placed the asset
here
• Recommendations Page—Recommendations made by colleagues
Engaged
November 4, 201552
Human Capital Institute
Xerox Confidential and Proprietary
53. XSU – Powered by pathways, The Commons, and You
November 4, 201553
Learner-Driven Engaged Collaborative OptimizedAligned
How do we power effective learning?
Xerox Confidential and Proprietary
54. Groups
• Having discussions within a group.
• Collaborating to build pathways of learning.
• Sharing comments on articles or other learning assets.
Ability to follow other learners for
mentoring opportunities
Collaborative
November 4, 201554 Xerox Confidential and Proprietary
56. XSU – Powered by pathways, The Commons, and You
November 4, 201556
Learner-Driven Engaged Collaborative OptimizedAligned
How do we power effective learning?
Xerox Confidential and Proprietary
57. Business-driven pathways for your learning:
• Learners are able to search for and consume assets that are
aligned with our competencies.
• Pre-built pathways exist that are based on our key
competencies.
• Learners are able to copy pre-built pathways to meet their
needs, as well as the needs of their teams and/or clients.
• Learners can create pathways aligned with our key
competencies.
Aligned
November 4, 201557 Xerox Confidential and Proprietary
58. XSU – Powered by pathways, The Commons, and You
November 4, 201558
Learner-Driven Engaged Collaborative OptimizedAligned
How do we power effective learning?
Xerox Confidential and Proprietary
59. Imagine, XSU will enable you to…
• Harness the power of the Internet and the vast resources
available through our internal sites.
• Make sense of the mountains of information from both external
and internal sources.
Optimized
November 4, 201559
“We deal with mountains of information and it is coming
at us at dizzying speed and in ever great volume...
information is power.”
Ursula Burns
Xerox Confidential and Proprietary
60. Learning culture is our new imperative…
where collaboration and coaching is expected,
and curated business content simplifies
information overload.
Employee engagement is our new norm
in a learner-driven environment
aligned to our business needs
that delivers results.
Sustaining a competitive advantage
is within our reach.
November 4, 2015 Xerox Confidential and Proprietary60
Powering our potential.
We are one of the only organization of scale focused entirely on HR. Our research is focused on large complex organizations, and many of them have global footprints. These are issues that all of our customers are working to solve. The choice you have is about how to solve them. I’d like to use this time to discuss your issues and how we help you solve them in a way that no one else can.
We target the full spectrum of HR, Talent and Learning Challenges [Detail on each practice area]:
Human Resources: Achieve an integrated view of the entire HR function – built from a research-driven focus on business outcomes. Prioritize objectives and drive business alignment to move your organization forward.
Leadership Development: Cultivate capabilities that help high-potential leaders deliver on business objectives. Our research, frameworks, and consulting services support successful management training, succession planning, and executive education programs.
Learning & Development: Use our knowledge base to make more effective decisions and build roadmaps to transform your learning initiatives and culture.
Talent Acquisition: Deliver improved quality of hire, implement programs that create a strategic talent acquisition function.
Talent Management: Develop your workforce while effectively responding to business needs through an integrated approach.
Tools & Technology: Drive competitive advantage through investments in HCM technologies with research-based insights, solution provider profiles, market analysis, case studies, practical tools, and planning guides.
Briefly, this slide tells you how you can expect to spend the next hour with us.
I’ll address
Why employee development is more important than ever and how we accelerate it
I’ll also talk about what continuous learning is and what sorts of technology are available to support it
David will then go over some of our recent research on technology ecosystems
And then Rich will describe the learning ecosystem at T-Mobile.
As you probably guessed, we’re not doing that well.
Not well.
A few data points:
L&D is becoming a more important issue. While last year it was in the #8 spot, this year it was in the #3 spot, meaning that 84% of survey participants rated it as a critical or urgent problem.
In the same timeframe that learning and development jumped in importance, the capability gap tripled. Meaning, that while L&D is more important, business leaders’ faith in their L&D department to actually deliver fell 300%.
So what are we seeing come out of this? Business leaders and learning leaders alike see an urgent need to reinvent learning. This means not just making a relatively small tweaks we’ve seen to l&D in the past 10 years, but radically changing the way we think about it.
How do we do that?
We start by considering a different model.
Over the past 120 years, L&D has basically used the same model: pull people out of the workplace, put them in a classroom, teach them stuff, and then send them back to the workplace.
Even with 70:20:10 and some of the other models that have made appearances, the main focus of L&D has been EDUCATION.About a year ago we started talking about more holistic development and we describe it with what we call the continuous learning model. It’s a way to describe how learning should happen to meet learner and business needs.
Briefly,
There are basically 4 contexts or ways that people learn, and we call them the 4Es for obvious reasons:
Education – Traditional learning and development activities – These are generally formal in nature with a defined beginning and end, and easily measured
Experience – Learning that occurs on the job – job rotations, stretch assignments, learning that happens when people do their work.
Exposure – or learning that happens through interaction and relationships with other people – professional organizations, social and professional networks, etc.
Environment – or point-of-need learning that leverages infrastructures in the workplace to enable employees to access information and support themselves in their work.
So how does this model affect how L&D responds to business and learner needs
Then explain it.
SLOW DOWN
For many years, the industry has talked about learning methods or assets in terms of formal and informal.
With the Continuous Learning Model, there is a new focus on the development of the learner in a holistic sense—not just formal learning, not just informal learning, but more of a continual learning experience made up of several approaches.
So take a look at the graphic on your screen. This is something we put together to describe some of the methods available to learners today.
And, we’ve mapped them back to the continuous learning model we just talked about.
Most L&D organizations focus on education circle – the one closest to the center of the graphic on the screen.
And we understand why – it’s the most comfortable.
But, look at the experience, exposure, and environment rows and all of the learning methods and ways to reach and develop learners that are ignored if we continue to focus only on education.
(incidentally, a lot of the methods that appeal to modern learners are found outside of the education row).
Also, more than 6 in 10 executives we surveyed last year described their companies as “weak” at using some of the more modern tools like social learning, MOOCs, and advanced media (video, gaming, simulations)
So just take a minute and ask yourself, “How many of these learning methods can we confidently say that we can deliver, based on our current capabilities?”
We’re constantly paying attention to this market, and we’ve recently put together a graphic that we’re calling the Continuous Learning Technology Stack,
or the sum of all technology organizations leverage for the purposes of learning and development of employees.
What you’re looking at on the screen is how we’re thinking about this Tech Stack.
Again, it’s aligned around continuous learning, and it basically details the types of learning tech that are out there.
Items in solid circles are technologies purchased for learning – like your LMS, or e-learning authoring tools, or virtual classroom. (generally show up on the balance sheet)
Items with white outlines are technologies that aren’t necessarily purchased specifically for learning but can be leveraged for learning, like search software, social networks, stuff like that.
And the size of the circle roughly represents the technology’s usage in the learning industry
It’s probably important to note that all organizations have some form of a learning tech stack, but in most cases, it’s not intentional, and often, it’s not clearly articulated.
Deciding what your learning tech stack should look like goes back to a question we think every L&D org should be able to answer, and that is: What does it mean to be developed in our organization? How can we enable that with technology?
It’s also probably important to note that some platforms provide more than one of these tech categories. So for example, you may have a learning portal that acts as an LMS, but it also has a large social component, which helps learners build social networks, has IM and chat, etc.
This is an ongoing interest of both David and myself. So after we put together this initial map, we wanted more info on how the tech stack was formed, what was important to those making purchasing decisions, what was being offered, and where were we going.
It’s more than usability. It’s a deeper understanding of the learner/user experience: the needs, motivations, environment, intended outcomes. We need to meet needs to drive usage to drive data to drive insights to provide direction.
WIFTO – analytics driven insights, big data in learning
MOOCs are a symptom a problem, not necessarily a solution.
Context engines are the future.
Video is assumed.
Is the pendulum swinging away from consolidation?
Is the LMS the right platform to be the answer to that context setting for anything but the eductation? Is this yes by default? Budget? Purchasing rules? HR dept already made a big platform decision?
In each of the 4 Es, how are you sourcing, managing, making them discoverable, and capturing insight
Change Content authoring to sourcing
NOTE: If you want to skip all of the details click on the Xerox Logo to skip to slide 34.