E-Learning Strategies for Business – A SHRM Seminar, Bill RobinsonThe HR Observer
The evolving virtual and electronic learning platforms are revolutionising Learning & Development. This session will discuss how e-Learning supports an agile workforce while building employee competencies that have tangible business outcomes. Low cost training methods coupled with higher quality learner experiences are increasing job performance to the point of creating a competitive advantage for those organizations leading the way. Specific examples will relate to blended learning models, continual education credits for professionals and case studies from Skill Soft, E-Cornell and online academic degrees.
Data Insights for Higher Education - Valter SciarilloLinkedIn
Originally presented during EducationConnect 2014 on 10/28/14 in NYC, Valter Sciarillo, Sr. Insights Manager for LinkedIn, discusses how education marketers can leverage the power of LinkedIn data to understand their audience, build relationships, and drive applications.
The Significance of L&D in Organisational DevelopmentICFAIEDGE
Learning and Development (L&D) is an essential element in attracting and retaining talent. Employees look for opportunities to learn and grow while in an organisation. As a result, learning and development have become a critical talent management tool helping organisations shape future leaders and hone employee skills thereby improving organisational effectiveness and productivity. In a fast-paced corporate environment, learning and development programs allow employees to upskill, learn new concepts so they can become adept at what they do.
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
E-Learning Strategies for Business – A SHRM Seminar, Bill RobinsonThe HR Observer
The evolving virtual and electronic learning platforms are revolutionising Learning & Development. This session will discuss how e-Learning supports an agile workforce while building employee competencies that have tangible business outcomes. Low cost training methods coupled with higher quality learner experiences are increasing job performance to the point of creating a competitive advantage for those organizations leading the way. Specific examples will relate to blended learning models, continual education credits for professionals and case studies from Skill Soft, E-Cornell and online academic degrees.
Data Insights for Higher Education - Valter SciarilloLinkedIn
Originally presented during EducationConnect 2014 on 10/28/14 in NYC, Valter Sciarillo, Sr. Insights Manager for LinkedIn, discusses how education marketers can leverage the power of LinkedIn data to understand their audience, build relationships, and drive applications.
The Significance of L&D in Organisational DevelopmentICFAIEDGE
Learning and Development (L&D) is an essential element in attracting and retaining talent. Employees look for opportunities to learn and grow while in an organisation. As a result, learning and development have become a critical talent management tool helping organisations shape future leaders and hone employee skills thereby improving organisational effectiveness and productivity. In a fast-paced corporate environment, learning and development programs allow employees to upskill, learn new concepts so they can become adept at what they do.
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
What is the main responsibilities and objectives of Learning, Training and Development in your organization? Have you ever done evaluation on the investment on it? Let's hear from the other corporates and see how they manage their learning, training and development activities!
Connecting with Today's Prospective Students - Christina Jenkins and Ira Amil...LinkedIn
Originally presented during EducationConnect 2015 on 10/15/15 in NY, Christina Jenkins, Director Global Research, LinkedIn and Ira Amilhussin, Sr. Marketing Manager, LinkedIn, unveil new research the prospective student mindset.
The Top HR Challenges as it relates to Business Analytics Trish Cotter
90% of the world's data has been generated in just the past 2 years.
As a result, Business Analytics (BA) has become pervasive, yet there is a shortage of suitable BA candidates.
What are the challenges and recommendations for Human Resources (HR)?
Learning & Development Service Providers slide_share_2014People Matters
The future of learning in the coming months will be described by several disruptive movements challenging traditional learning delivery methods. New technologies and expectations will bring forth mobile, experiential, gamified, simulated, and pervasive learning to the core of the L&D universe
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Life Sciences want.
Are employers whining or do we really have a skills gap?serrainne Nyamori
Are we facing a skills shortage in the height of global unemployment? Millions of people are desperately looking for jobs, why are many employers claiming they can’t fill their vacant positions?
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
Better learning outcomes in 2014 focus learning on jobs, skills and require...Human Capital Media
If you have a learning culture and an LMS in your organization, how do you enable your colleagues to find appropriate learning to close skills gaps, accelerate onboarding effectiveness, support career mobility or drive productivity and performance? Your learning and development team is building and sourcing great, instructionally valid content. However, unless this content is mapped to what you need people to do, aligned to your operational goals and defines what good looks like, it’s not going to impact the big ROI numbers such as EBITDA, profit, COG, risk management and customer retention.
There is a path you can take to quickly focus these learning activities and align them to what you need your organization to do. As the year marches on, time to market of development programs is critical to capitalize on their impact.
In this webinar, IBM’s Gordon Ritchie will discuss:
The effect of learning on achieving business goals and results.
Case studies and research of successful organizations in delivering impactful learning strategies.
Five key best practices for a successful learning management program.
How a competency-based approach can accelerate learning impact and the ROI of your learning investments targeting your colleagues’ jobs.
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting? Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap
What is the main responsibilities and objectives of Learning, Training and Development in your organization? Have you ever done evaluation on the investment on it? Let's hear from the other corporates and see how they manage their learning, training and development activities!
Connecting with Today's Prospective Students - Christina Jenkins and Ira Amil...LinkedIn
Originally presented during EducationConnect 2015 on 10/15/15 in NY, Christina Jenkins, Director Global Research, LinkedIn and Ira Amilhussin, Sr. Marketing Manager, LinkedIn, unveil new research the prospective student mindset.
The Top HR Challenges as it relates to Business Analytics Trish Cotter
90% of the world's data has been generated in just the past 2 years.
As a result, Business Analytics (BA) has become pervasive, yet there is a shortage of suitable BA candidates.
What are the challenges and recommendations for Human Resources (HR)?
Learning & Development Service Providers slide_share_2014People Matters
The future of learning in the coming months will be described by several disruptive movements challenging traditional learning delivery methods. New technologies and expectations will bring forth mobile, experiential, gamified, simulated, and pervasive learning to the core of the L&D universe
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Life Sciences want.
Are employers whining or do we really have a skills gap?serrainne Nyamori
Are we facing a skills shortage in the height of global unemployment? Millions of people are desperately looking for jobs, why are many employers claiming they can’t fill their vacant positions?
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
Better learning outcomes in 2014 focus learning on jobs, skills and require...Human Capital Media
If you have a learning culture and an LMS in your organization, how do you enable your colleagues to find appropriate learning to close skills gaps, accelerate onboarding effectiveness, support career mobility or drive productivity and performance? Your learning and development team is building and sourcing great, instructionally valid content. However, unless this content is mapped to what you need people to do, aligned to your operational goals and defines what good looks like, it’s not going to impact the big ROI numbers such as EBITDA, profit, COG, risk management and customer retention.
There is a path you can take to quickly focus these learning activities and align them to what you need your organization to do. As the year marches on, time to market of development programs is critical to capitalize on their impact.
In this webinar, IBM’s Gordon Ritchie will discuss:
The effect of learning on achieving business goals and results.
Case studies and research of successful organizations in delivering impactful learning strategies.
Five key best practices for a successful learning management program.
How a competency-based approach can accelerate learning impact and the ROI of your learning investments targeting your colleagues’ jobs.
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting? Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap
7 Critical Skills Every Business Needs to Develop Today
Our corporate partners tell us workforce agility is the #1 need today. And, agility comes from mastery of the Power Skills™. These seven skills were isolated as the most impactful based on exhaustive research. Today, these are integrated into Bellevue University’s curricula and offered separately in boot camps. Mastery of the Power Skills is foundational to our commitment to Real Learning for Real Life™.
The essential Power Skills that produce workforce agility are:
Problem-Solving
Decision-Making
Judgement
Communication
Self-Management
Collaboration
Values Clarification
Accenture 2013 Skills and Employment Trends Survey: Perspectives on Training accenture
Executives at large US companies believe a skills gap persists for their businesses, and that many companies will not have the skills they need in the next one to two years. In a positive sign, many US businesses plan to increase their investments in training in the next two years.
In today’s economic environment, identifying and attracting high-potential employees can give employers an edge on their competition and set up their organizations for future success. This white paper:
Provides background on high-potential talent.
Offers steps HR and talent management professionals can take to establish an effective high-potential talent identification program.
Identifies the competencies leading organizations are seeking in high-potential talent.
Discusses other factors HR and talent management professionals should consider when identifying high-potential talent.
The Talent Shortage Myth and Non-Traditional Recruiting Methods.pdfEmma Bush,EdD
The talent shortage myth is preventing access to overlooked, talented, passionate individuals. This presentation deck offers quick, actionable insights for finding this talent pool, enhancing workforce development, and building a skilled team. Each slide provides a concise tip or strategy that can be reviewed in just 5 minutes, making it perfect for busy professionals.
Companies today need to drive performance from every aspect
of their IT investments. Find out how skills drive performance
results and how IBM is building skills for a smarter planet in
partnership with IBM Global Training Providers
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
Talent management a solution to brain drainTapasya123
Over the years, India has become a major supplier of skilled and talented young people to the
developed countries the skilled Indians prefer US Green Cards and EU Blue Cards over the notso-
attractive pay checks and average living conditions of a developing country like India
Talent Management is a strategy which serves as a solution to Brain Drain, that a company
employs to attract, retain and develop employees in order to achieve objectives of the
organization .Most of the organizations are planning ahead to handle an inevitable talent
crisis, to ensure that they have the right people to do the right jobs, when needed. Many
challenges are associated with the changing and competitive nature of work and the
workplace environment are very real for every organization. Rapid changes require a skilled,
knowledgeable and talented workforce with employees who are adaptive, flexible and focused
on the future.
Redefining Workplace Learning For The 21st CenturyBy Jenny Dearb.docxsodhi3
Redefining Workplace Learning For The 21st Century
By Jenny Dearborn, Vice President, Chief Learning Officer, SuccessFactors – an SAP company
Forbes, October 2013
Disruptive technologies and shifting demographics are redefining the workforce. In response, smart companies are reinventing workplace learning in an effort to make their programs more relevant and effective, and to create a culture that encourages continuous learning and develops innovative leaders at all levels of the organization.
“Today, workplace learning has achieved mission-critical status,” says Sam Herring, CEO of Intrepid Learning. “Global CEOs face an environment that is more competitive than ever—one in which they live or die by their ability to lead innovation, which can only be realized by having world-class talent that is highly competent, motivated and engaged. Top companies understand this connection, and they know that success requires more than waging a war to acquire talent; it requires that they strategically develop the talent they need to envision and execute the business strategies that will make them successful in the future.”
Get out of the classroom
For most of the last century, workplace learning had a familiar look and feel: students sat in rows taking notes as an expert stood at the front of the room and dispensed information. Technology offered new ways to communicate and learn, but all too often technology-based learning programs turned out to be little more than upgraded versions of the same traditional K-12 model.
Today, that is changing rapidly. New advances in mobile devices and cloud technology, a deeper understanding of neuroscience and how humans learn best, and the emergence of the millennial workforce—the tech-savvy generation that is the largest in U.S. history—is creating a growing demand for more innovative and informal approaches to workplace learning.
“Employees no longer see their careers as the function of a single organization, but as the culmination of a purposeful set of development experiences they own themselves,” says Mary Slaughter, senior vice president and chief talent officer at Sun Trust. “When you combine their motivations with ubiquitous, on-demand access to skills and knowledge, and the unrelenting pressure to increase workplace productivity, it’s fruitless to maintain traditional, static learning architectures.”
How workplace learning is changing
In the very near future, workplace learning will be about social collaboration, team-based activities, and decentralized peer-to-peer learning. Learning will be mobile, and access will be continuous and instantaneous. Workers will attend fewer scheduled classes and online training sessions. Instead, short videos, game-like simulations, and peer communities that offer networking, information sharing and informal coaching will engage and motivate workers by delivering “anyplace, anytime learning.”
In the future, workplace learning will be increasingly experiential and relationsh ...
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting?
Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even
though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap.
University Recruitment an Employer Manual-Florida International UniversityAndrea De La Cruz
Acquiring and retaining talent is crucial to an organization’s success. College Recruiting can provide additional strategic benefits to your Recruitment plan. It can help your organization manage its talent gaps as well as promote your brand message on campus. A University recruitment program is not determined by the size of the company, every company regardless of large or small should examine their recruiting opportunities as a way to attract the best and brightest; and having a strategic College Recruiting program in place, can help an organization with:
1. Creating a pipeline of interns and entry level hires that will help grow the organization.
2. Choose and select the best talent in a shorter amount of time than traditional recruitment
3. Save time and effort in Advertisement, Screening and Selection.
College Recruiting goes beyond the career fair, this manual will walk you through how you can create a College Recruiting program that can transform your recruitment efforts and brand your company effectively to the best Student/Alumni talent beyond the career fair.
Human resource professionals can leverage Adaptimist's competency assessment services to identify growth areas for the talent within their organizations.
Parents can take advantage of Adaptimist's Personal Intelligence testing services designed for youth. These can augment existing wellness programs for their children.
Why Smart People Fail: The role of emotional intelligence in project success.Geoff Crane
This talk explores the role emotional intelligence plays in delivering successful projects. It uses the Bar-On dimensions and cites a cool project by Dr. Ashlea Troth at Griffin University in Australia. I preface it by talking about what a galactic nerd I was and how difficult it was to fit in. We all relate, right? :-)
"This is why we can't have nice things"
A project risk retrospective.
This presentation takes a look at great projects throughout history and identifies common threads regarding the risk management techniques applied during their execution.
Why aren’t client objectives enough? Papercut Project Monitoring looks up the noses of stakeholder organizations and tries to fathom what’s important.
If someone’s objectives aren’t spelled out at the beginning of a project, sooner or later a senior stakeholder in that organization is going to notice and scream about what they’re not getting. That senior guy is going to put pressure on the project team to deliver, who will then try to wrestle project objectives away from the other teams.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
2. WHY EMOTIONAL COMPETENCIES?
According to 5000 survey responses in LinkedIn’s 2019 Global
Talent Trends report, 92% of human resources professionals
say that ”soft skills” matter as much or more than the hard
skills that students learn over the course of their post-
secondary education.
The report identified the five skills listed above as those most
in demand due to changing market conditions.
3. HOW BAD IS THE SHORTAGE?
Employment research firm SHRM’s Skills Gap 2019 report
suggests that 75% of human resource workers struggle to fill
their open positions. Respondents identified the following
three skills as conspicuously absent in new entrants to the
workforce.
4. HOW ARE EMPLOYERS
ADDRESSING THIS PROBLEM?
Given the shortage of soft skills available in today’s emerging
workforce, organizations have been resorting to hiring
external resources (e.g., contractors) and increasing compen-
sation as a means to attract the talent they need.
Companies are also expanding the use of onsite and external
training programs as a vehicle for improving the skills of new
hires. This training represents a lost opportunity for
institutions producing fresh graduates, as it occurs after the
students have left academic life.
5. WHAT CAN SCHOOLS DO?
Embed emotional competency training directly into their
existing programs! Most curriculum can be adapted to
address the previously-identified competencies without
altering the nature of the programming itself. Examples of
successful integration include:
• Bedside manners for medical students
• Problem solving for business students
• Creative thinking for engineering students
It begins with the desire to prioritize emotional competency
education at the institutional level.
6. Are you concerned about the quality of education your
institution produces?
Would you like to learn more about integrating emotional
competency programs in your curricula?
Do you like to hear about hybrid/flipped classroom options
available?
Message me on LinkedIn
and then visit my website for more free resources!
adaptimist.com
HEY!