This document provides information about G-TEC Education, an ISO-certified company that provides IT and ICT training. It discusses the 7 Ps of G-TEC's marketing strategy: (1) Their courses and certificates are their products. (2) They price courses competitively. (3) Centers are located in dense areas. (4) Promotion includes school campaigns and job fairs. (5) Trainers and alumni interact with students. (6) Students receive direct instruction. (7) Centers provide standardized infrastructure as physical evidence of the brand.
The Professional Studies Framework (PSF) enables the formation of named awards using work-related credit from different sources combined in flexible ways to meet employer needs. The PSF allows employers to develop awards by choosing relevant modules from different institutions and programs. It also facilitates recognizing employers' in-house training and developing bespoke modules. The PSF has a module suite that can accredit existing professional development and industry courses or help employers develop new training provisions. The framework supports academics, business developers, and industry trainers in creating custom awards for various professional certificates, diplomas, and degrees.
The New American Tuition Reimbursement ModelGary Stocker
Companies are exploring new ways to manage tuition reimbursement programs and better align employee education with business needs. Some companies are identifying degree programs from local colleges that relate to the company's learning objectives. They are also negotiating with schools for scaled pricing for employee cohorts and more control over instructor quality and consistency. This allows employees to learn with colleagues while creating skills and a learning culture that provides returns on the tuition investment.
Strategic training was a presentation topic given to us,so we try to put our best effort and build this slides with concept mapping with nokia example.the content is refered from raymond noe's book (training and develepment)
1. Overview to the education sector
2. Contribution of the education sector to India's GDP
3. Tangibility spectrum of education sector
4. 7 P's of unacademy
5. The service triangle of Unacademy
6. The gap analysis of Unacademy
7. The process flow of Unacademy
8.The Petal diagram of Unacademy
9. Factors affecting the pricing strategy
10. The dynamic pricing
BYJU'S business model focuses on providing quality education to students through an online video learning platform. They generate revenue through a freemium model where basic services are free with additional paid services and products. Key partners include Chan-Zuckerberg Initiative, Sequoia, and Light Speed Venture Partners who contribute funding, strategic guidance, and help develop BYJU'S technology infrastructure to support its online and offline educational offerings.
This is simply e-learning for dummies. This presentation focuses on how each mode of training delivery, From Classroom to Multimedia modules, can be used effectively to support Learning Strategy
This document proposes a model to address the problem of unemployed graduates in India who lack necessary skills. A central organization would establish and fund skill development franchises across the country. Franchises would be for-profit and run training programs tailored to local industry needs. The central organization would develop course content, facilitate industry partnerships, and provide resources and support to franchises. The model aims to boost graduates' employability through hands-on, practical training to meet industry demand for skills. It seeks to benefit unemployed youth, franchise owners, recruiters, and partner industries.
This document provides information about G-TEC Education, an ISO-certified company that provides IT and ICT training. It discusses the 7 Ps of G-TEC's marketing strategy: (1) Their courses and certificates are their products. (2) They price courses competitively. (3) Centers are located in dense areas. (4) Promotion includes school campaigns and job fairs. (5) Trainers and alumni interact with students. (6) Students receive direct instruction. (7) Centers provide standardized infrastructure as physical evidence of the brand.
The Professional Studies Framework (PSF) enables the formation of named awards using work-related credit from different sources combined in flexible ways to meet employer needs. The PSF allows employers to develop awards by choosing relevant modules from different institutions and programs. It also facilitates recognizing employers' in-house training and developing bespoke modules. The PSF has a module suite that can accredit existing professional development and industry courses or help employers develop new training provisions. The framework supports academics, business developers, and industry trainers in creating custom awards for various professional certificates, diplomas, and degrees.
The New American Tuition Reimbursement ModelGary Stocker
Companies are exploring new ways to manage tuition reimbursement programs and better align employee education with business needs. Some companies are identifying degree programs from local colleges that relate to the company's learning objectives. They are also negotiating with schools for scaled pricing for employee cohorts and more control over instructor quality and consistency. This allows employees to learn with colleagues while creating skills and a learning culture that provides returns on the tuition investment.
Strategic training was a presentation topic given to us,so we try to put our best effort and build this slides with concept mapping with nokia example.the content is refered from raymond noe's book (training and develepment)
1. Overview to the education sector
2. Contribution of the education sector to India's GDP
3. Tangibility spectrum of education sector
4. 7 P's of unacademy
5. The service triangle of Unacademy
6. The gap analysis of Unacademy
7. The process flow of Unacademy
8.The Petal diagram of Unacademy
9. Factors affecting the pricing strategy
10. The dynamic pricing
BYJU'S business model focuses on providing quality education to students through an online video learning platform. They generate revenue through a freemium model where basic services are free with additional paid services and products. Key partners include Chan-Zuckerberg Initiative, Sequoia, and Light Speed Venture Partners who contribute funding, strategic guidance, and help develop BYJU'S technology infrastructure to support its online and offline educational offerings.
This is simply e-learning for dummies. This presentation focuses on how each mode of training delivery, From Classroom to Multimedia modules, can be used effectively to support Learning Strategy
This document proposes a model to address the problem of unemployed graduates in India who lack necessary skills. A central organization would establish and fund skill development franchises across the country. Franchises would be for-profit and run training programs tailored to local industry needs. The central organization would develop course content, facilitate industry partnerships, and provide resources and support to franchises. The model aims to boost graduates' employability through hands-on, practical training to meet industry demand for skills. It seeks to benefit unemployed youth, franchise owners, recruiters, and partner industries.
Virtuosity is a complete knowledge management, education and training company, pioneering Technology-aided, Global Learning Solutions in the Indian Academia, ushering in a new era of globally contemporary, boundary less, anytime anywhere learning opportunities for learners across the country.
Virtuosity offers suitable skills enhancement and measurement solutions for all job functions in IT, ITES & BFSI sectors, totaling to about 74% of hiring in the country.
This document outlines skills development initiatives in Northern Ireland and introduces the Skills Solutions service. It discusses strategic targets to increase skills levels, various DEL-funded training opportunities, and common challenges employers face in accessing skills programs. The Skills Solutions service provides a single point of contact to help employers navigate options and apply for funding. Representatives are available to provide advice on what programs suit different business needs. Examples highlighted include the Bridge to Employment pre-employment training and Customized Training for current staff. Contact details are provided at the end.
EDUfinity is an organization that aims to fulfill aspirations by connecting learning stakeholders through various communication channels based on empathy, honesty, and mutual benefit. Their mission is to create lasting career impacts for at least 200 professionals/students in 2010-2011 by partnering with 10 institutions to better market their offerings. Their goals are to identify students' passions and advise them on pursuing excellence through coaching and enabling best opportunities via counseling, including studying abroad at top universities and working in India and abroad at top companies.
This presentation suggests some strategies and tactics for marketing KTH University around the world. The aim is to get the full house in 2012.
This presentation was selected the best at Leadership for Operational Development Course.
Use of logos or any other sign with legal responsibility is only for educational purposes. It should be considered as a school assignment and not something official.
The document discusses the benefits of Jaro Education's International MBA programs, which allow working professionals to earn an MBA part-time in 1 year or less. The programs provide knowledge of international business concepts and exposure to global work culture through online lectures, guest speakers, and international coursework. This helps graduates secure managerial roles in India and abroad or fast-track their careers. The International Executive MBA further focuses on international business strategies. Both programs offer affordable fees and flexibility to balance work and study.
SXT Learning provides mobile and online training platforms to help companies train distributed workforces. Their goals are to improve customer satisfaction, reduce employee attrition, and better manage skills. Their platform features mobile apps, a management website, authoring tools, training materials, user administration, performance tracking, and skill management. They draw on experience in online language training and deliver training content and comprehension tests on smartphones that employees can access anywhere.
Emerging global trends in training and developmentMaheen Tahir
The document discusses emerging trends in training and development. Traditional training models are inefficient and expensive, with only one third of spending going to actual learning delivery. Training is now evolving rapidly to keep up with changes. Key trends include a focus on collaboration both within and between organizations, multi-generational learning to develop diverse workforces, an emphasis on slow and critical thinking over fast solutions, greater use of mobile learning, more integration of learning technologies, learning from others through mentoring and coaching, and personalized learning approaches.
The document discusses Hybrid Finishing Schools, which provide short, specialized training courses to bridge the gap between academic education and industry needs. The training includes reskilling, upskilling, and soft skills programs. Components include online learning content, blended learning, mock tests and assessments, and job placement assistance. Benefits include enhancing students' confidence, industry knowledge, and job skills. Universities benefit from insights into industry expectations and benchmarking faculty. The Hybrid Finishing School operates on a Build-Operate-Transfer model and helps produce a more skilled, "industry ready" workforce through industry-institute partnerships.
Iconic Mascots that Have Dotted the Indian Branding LandscapeICFAIEDGE
Mascots can be powerful branding tools that help achieve objectives like product differentiation, demonstrating trust and relevance, and engaging target audiences. They can boost sales and brand recognition if used consistently across all branding elements. Effective mascots permeate brand values, deliver distinctive experiences with a unique identity, and provide seamless, consistent brand messaging.
Toppr is an online learning platform that provides educational content from classes 5-12, as well as test preparation for entrance exams in India. It offers video tutorials, practice tests, doubt solving with experts, and performance tracking features. Toppr covers 20 school boards and over 60 competitive exams. It aims to personalize learning for each student through adaptive practice and individual learning paths. Toppr is funded by investors including SAIF Partners, Helion Ventures, and Eight Roads Ventures, and competes with other online education companies in India.
Course Entrepreneurship. McGraw hill & Columbia Business School Paco Muñoz
Os hago llegar quizás uno de los mejores cursos de emprendimiento del Mundo con una colaboración de McGraw Hill y la Columbia Business School.
Al finalizar el curso te ofrecen un diploma de Columbia Business School de Nueva York.
I am sending you perhaps one of the best entrepreneurship courses in the world with a collaboration from McGraw Hill and the Columbia Business School.
At the end of the course they offer you a diploma from Columbia Business School in New York.
GOA Infra Group is a human resource management company in the Netherlands that focuses on training and education for civil engineering companies. It consists of 49 member companies. The group aims to make use of older, skilled workers and help them stay employed. It has several programs to do this, including recruiting and training mentors from older employees to help train other workers. The mentors receive education on skills like communication, feedback, and maintaining their own competences. They then work with other employees through on-the-job training and knowledge sharing to transfer their expertise. GOA Infra also created a competence center to catalog skills of older workers and match them with training and employment needs within member companies.
This document discusses competency-based assessment, which focuses on students demonstrating mastery of specific skills and concepts, rather than time spent in class. It is a good fit for challenge-based learning, which aims to develop five core competencies. In this model, assessment should be formative and frequent, with clear expectations and feedback. Employer partners can also provide authentic feedback on competencies relevant to future careers. The document recommends several resources to learn more about competency-based assessment and tools to assess readiness for this approach.
E-learning, or electronic learning, provides a way for organizations to train employees through online learning modules. It allows learning to be self-paced, accessible anywhere at any time, and can reduce training costs significantly compared to in-person training. E-learning modules can cover a variety of topics from compliance training to application systems training. The company described offers a full range of e-learning design, development, and project management services to help clients implement effective e-learning solutions.
BNZ Enterprise Learning has redesigned its learning framework to accelerate staff competency. The framework focuses on core curriculum learning through onboarding, sales, service, technical, product and system training. It aims to build and maintain a core learning platform across all business areas, and develop a suite of credit and learning solutions to support new and existing staff. Key elements include formal resources, social collaboration, personal learning and on-demand options. Progress and proficiency will be measured over time to ensure staff reach proficiency standards within 6-9 months.
How Online Learning Delivery Tools Are Changing the Business LandscapeLambda Solutions
This document summarizes key points from a 30-minute presentation on how online learning delivery tools are changing the business landscape.
The presentation covered 5 main topics: 1) Better employee experiences, 2) Acceptance of eLearning, 3) Increased agility in learning experience design, 4) Online learning becoming the business, and 5) Increased accessibility and inclusion. Case studies and examples were provided for each topic. The presentation concluded with a discussion of takeaways and next steps for applying the concepts to organizations.
This document provides an overview of the FUSION program, which aims to address challenges in developing IT talent in Minnesota. It summarizes the program as follows:
1) The FUSION program blends employer and educator perspectives to develop IT curriculum and place students in IT residencies with employer partners, in order to produce graduates with both technical skills and real-world experience.
2) Through the residency program, students gain credits toward their degree while employers help shape the program and evaluate residents.
3) The goals are to provide rewarding careers for students and quality IT talent for Minnesota employers, and create a community that fuels innovation.
The document outlines a campus hiring strategy with the following key elements:
1) It discusses developing a campus recruitment plan by forecasting manpower needs, selecting campuses, and planning recruitment activities and drives.
2) It recommends running an internship program to build relationships with potential hires and improve retention, quality, and branding.
3) It provides tips for building and maintaining campus relationships through engaging faculty, setting goals, targeting the right colleges, and sending qualified representatives.
Pearson has partnered with Knoitall to provide Learning Centers that give employees access to internal and external learning resources through a single platform. Learning Centers map an organization's competency needs to learning content and providers. This helps reduce training costs while improving skills. Key features include consolidated access to Pearson content, third party content, accredited programs, and advising services. The document provides five example use cases and addresses common objections regarding the value of Learning Centers versus other solutions.
The document provides information on setting up a training department within an organization. It discusses deciding on the types of training to be offered, determining which existing department will oversee training, choosing appropriate training tools, getting employee input, selecting trainers and managers, and introducing the new training department. Various models for organizing a training department are also described, including the faculty model, customer model, matrix model, corporate university model, and business embedded model.
Virtuosity is a complete knowledge management, education and training company, pioneering Technology-aided, Global Learning Solutions in the Indian Academia, ushering in a new era of globally contemporary, boundary less, anytime anywhere learning opportunities for learners across the country.
Virtuosity offers suitable skills enhancement and measurement solutions for all job functions in IT, ITES & BFSI sectors, totaling to about 74% of hiring in the country.
This document outlines skills development initiatives in Northern Ireland and introduces the Skills Solutions service. It discusses strategic targets to increase skills levels, various DEL-funded training opportunities, and common challenges employers face in accessing skills programs. The Skills Solutions service provides a single point of contact to help employers navigate options and apply for funding. Representatives are available to provide advice on what programs suit different business needs. Examples highlighted include the Bridge to Employment pre-employment training and Customized Training for current staff. Contact details are provided at the end.
EDUfinity is an organization that aims to fulfill aspirations by connecting learning stakeholders through various communication channels based on empathy, honesty, and mutual benefit. Their mission is to create lasting career impacts for at least 200 professionals/students in 2010-2011 by partnering with 10 institutions to better market their offerings. Their goals are to identify students' passions and advise them on pursuing excellence through coaching and enabling best opportunities via counseling, including studying abroad at top universities and working in India and abroad at top companies.
This presentation suggests some strategies and tactics for marketing KTH University around the world. The aim is to get the full house in 2012.
This presentation was selected the best at Leadership for Operational Development Course.
Use of logos or any other sign with legal responsibility is only for educational purposes. It should be considered as a school assignment and not something official.
The document discusses the benefits of Jaro Education's International MBA programs, which allow working professionals to earn an MBA part-time in 1 year or less. The programs provide knowledge of international business concepts and exposure to global work culture through online lectures, guest speakers, and international coursework. This helps graduates secure managerial roles in India and abroad or fast-track their careers. The International Executive MBA further focuses on international business strategies. Both programs offer affordable fees and flexibility to balance work and study.
SXT Learning provides mobile and online training platforms to help companies train distributed workforces. Their goals are to improve customer satisfaction, reduce employee attrition, and better manage skills. Their platform features mobile apps, a management website, authoring tools, training materials, user administration, performance tracking, and skill management. They draw on experience in online language training and deliver training content and comprehension tests on smartphones that employees can access anywhere.
Emerging global trends in training and developmentMaheen Tahir
The document discusses emerging trends in training and development. Traditional training models are inefficient and expensive, with only one third of spending going to actual learning delivery. Training is now evolving rapidly to keep up with changes. Key trends include a focus on collaboration both within and between organizations, multi-generational learning to develop diverse workforces, an emphasis on slow and critical thinking over fast solutions, greater use of mobile learning, more integration of learning technologies, learning from others through mentoring and coaching, and personalized learning approaches.
The document discusses Hybrid Finishing Schools, which provide short, specialized training courses to bridge the gap between academic education and industry needs. The training includes reskilling, upskilling, and soft skills programs. Components include online learning content, blended learning, mock tests and assessments, and job placement assistance. Benefits include enhancing students' confidence, industry knowledge, and job skills. Universities benefit from insights into industry expectations and benchmarking faculty. The Hybrid Finishing School operates on a Build-Operate-Transfer model and helps produce a more skilled, "industry ready" workforce through industry-institute partnerships.
Iconic Mascots that Have Dotted the Indian Branding LandscapeICFAIEDGE
Mascots can be powerful branding tools that help achieve objectives like product differentiation, demonstrating trust and relevance, and engaging target audiences. They can boost sales and brand recognition if used consistently across all branding elements. Effective mascots permeate brand values, deliver distinctive experiences with a unique identity, and provide seamless, consistent brand messaging.
Toppr is an online learning platform that provides educational content from classes 5-12, as well as test preparation for entrance exams in India. It offers video tutorials, practice tests, doubt solving with experts, and performance tracking features. Toppr covers 20 school boards and over 60 competitive exams. It aims to personalize learning for each student through adaptive practice and individual learning paths. Toppr is funded by investors including SAIF Partners, Helion Ventures, and Eight Roads Ventures, and competes with other online education companies in India.
Course Entrepreneurship. McGraw hill & Columbia Business School Paco Muñoz
Os hago llegar quizás uno de los mejores cursos de emprendimiento del Mundo con una colaboración de McGraw Hill y la Columbia Business School.
Al finalizar el curso te ofrecen un diploma de Columbia Business School de Nueva York.
I am sending you perhaps one of the best entrepreneurship courses in the world with a collaboration from McGraw Hill and the Columbia Business School.
At the end of the course they offer you a diploma from Columbia Business School in New York.
GOA Infra Group is a human resource management company in the Netherlands that focuses on training and education for civil engineering companies. It consists of 49 member companies. The group aims to make use of older, skilled workers and help them stay employed. It has several programs to do this, including recruiting and training mentors from older employees to help train other workers. The mentors receive education on skills like communication, feedback, and maintaining their own competences. They then work with other employees through on-the-job training and knowledge sharing to transfer their expertise. GOA Infra also created a competence center to catalog skills of older workers and match them with training and employment needs within member companies.
This document discusses competency-based assessment, which focuses on students demonstrating mastery of specific skills and concepts, rather than time spent in class. It is a good fit for challenge-based learning, which aims to develop five core competencies. In this model, assessment should be formative and frequent, with clear expectations and feedback. Employer partners can also provide authentic feedback on competencies relevant to future careers. The document recommends several resources to learn more about competency-based assessment and tools to assess readiness for this approach.
E-learning, or electronic learning, provides a way for organizations to train employees through online learning modules. It allows learning to be self-paced, accessible anywhere at any time, and can reduce training costs significantly compared to in-person training. E-learning modules can cover a variety of topics from compliance training to application systems training. The company described offers a full range of e-learning design, development, and project management services to help clients implement effective e-learning solutions.
BNZ Enterprise Learning has redesigned its learning framework to accelerate staff competency. The framework focuses on core curriculum learning through onboarding, sales, service, technical, product and system training. It aims to build and maintain a core learning platform across all business areas, and develop a suite of credit and learning solutions to support new and existing staff. Key elements include formal resources, social collaboration, personal learning and on-demand options. Progress and proficiency will be measured over time to ensure staff reach proficiency standards within 6-9 months.
How Online Learning Delivery Tools Are Changing the Business LandscapeLambda Solutions
This document summarizes key points from a 30-minute presentation on how online learning delivery tools are changing the business landscape.
The presentation covered 5 main topics: 1) Better employee experiences, 2) Acceptance of eLearning, 3) Increased agility in learning experience design, 4) Online learning becoming the business, and 5) Increased accessibility and inclusion. Case studies and examples were provided for each topic. The presentation concluded with a discussion of takeaways and next steps for applying the concepts to organizations.
This document provides an overview of the FUSION program, which aims to address challenges in developing IT talent in Minnesota. It summarizes the program as follows:
1) The FUSION program blends employer and educator perspectives to develop IT curriculum and place students in IT residencies with employer partners, in order to produce graduates with both technical skills and real-world experience.
2) Through the residency program, students gain credits toward their degree while employers help shape the program and evaluate residents.
3) The goals are to provide rewarding careers for students and quality IT talent for Minnesota employers, and create a community that fuels innovation.
The document outlines a campus hiring strategy with the following key elements:
1) It discusses developing a campus recruitment plan by forecasting manpower needs, selecting campuses, and planning recruitment activities and drives.
2) It recommends running an internship program to build relationships with potential hires and improve retention, quality, and branding.
3) It provides tips for building and maintaining campus relationships through engaging faculty, setting goals, targeting the right colleges, and sending qualified representatives.
Pearson has partnered with Knoitall to provide Learning Centers that give employees access to internal and external learning resources through a single platform. Learning Centers map an organization's competency needs to learning content and providers. This helps reduce training costs while improving skills. Key features include consolidated access to Pearson content, third party content, accredited programs, and advising services. The document provides five example use cases and addresses common objections regarding the value of Learning Centers versus other solutions.
The document provides information on setting up a training department within an organization. It discusses deciding on the types of training to be offered, determining which existing department will oversee training, choosing appropriate training tools, getting employee input, selecting trainers and managers, and introducing the new training department. Various models for organizing a training department are also described, including the faculty model, customer model, matrix model, corporate university model, and business embedded model.
7 Tips to Create a Winning Learning Strategy - Webinar 12-11-13BizLibrary
The best practices in learning strategies are a mix of several elements that meet the needs of the organization, employees and clients or customers. In this complimentary webinar, you will learn:
7 clear and concise elements of Next Generation Learning Strategies
The importance of continuing adjustments to a successful strategy
Aligning your learning strategies to support organizational goals.
7 Key Elements for Every Top Learning Strategy - Webinar 02.19.14BizLibrary
The best practices in learning strategies are a mix of several elements that meet the needs of the organization, employees and clients or customers. In this complimentary webinar, you will learn:
- 7 clear and concise elements of Next Generation Learning Strategies
- The importance of continuing adjustments to a successful strategy
- Aligning your learning strategies to support organizational goals.
www.bizlibrary.com/webinars
Chapter 1 Introduction to Training and Development.pptDr. Nazrul Islam
Training means the process of increasing the knowledge and skills of an employee for doing a particular job. It seeks to improve the job performance and work behaviour of those trained.
The Learning Shared Services Center (LSSC) aims to deliver innovative learning solutions to enable the organization to become high-performing. Its mission is to provide performance consulting, learning management, content development, and management services. The goals of the LSSC are to support the corporate learning strategy and processes, set up and maintain learning and performance management, and ensure learning content quality and access. The LSSC manages learning as a business process through functions like operations, client management, vendor management, and service level agreements. It provides products like learning consulting services, content sourcing, and a content repository.
Building the Foundation for Success: Enhancing Workforce Skills DevelopmentCTU Training Solutions
Enhancing workforce skills development is crucial for building a strong foundation for success in any organization. As the business landscape evolves rapidly, organizations must invest in their employees' skills to ensure they stay competitive and adapt to new challenges. Visit here: https://ctutraining.ac.za/academic-qualifications/workforce-development-guide/
S1: The document discusses training, including identifying needs, motivation, methods, and managing diversity. It emphasizes that training contributes to business strategy, continuous learning, and employee skills.
S2: Managers play a key role in supporting on-the-job training and identifying needs through assessments to ensure training effectiveness. A variety of methods like blended, virtual, and team-based approaches are explored.
S3: Effective training increases employee performance, prepares them for change, and improves business results by developing skills for new technology, competitors, and working in teams.
This document outlines 12 scalable and nimble options for upskilling employees through peer-to-peer learning, new business ventures, computer-based training, partnering with educational institutions, volunteering, mentoring programs, and leveraging free online resources and technology partners. Example applications are provided for each option.
S1- Feedback - Ask executives to reflect on the sorts of problems that have arisen during their
development action plans and formalize these findings into collective lessons-learned.
S2- Insight - Send Insights campaigns that include concrete tips and downloadable resources
related to key training session topics (e.g. fostering innovation, promoting diversity, etc.).
Supporting change after training sessions!
The document proposes two solutions to sustain momentum generated during training sessions after executives return to work: 1) Collect feedback from executives on problems arising during development plans and share lessons learned. 2) Send periodic insight campaigns with tips and resources related to training topics to help executives apply principles in daily work. Solution 1 captures collective learning for sharing. Solution 2 helps move executives from strategy to action through practical on-the-job activities in short insight packages. Manageris can help formalize findings, include additional resources, and repeat periodically to accelerate learning and progress on development goals.
This document discusses job training methods and processes at an IT firm. It begins by introducing the importance of training for employees and businesses. It then provides background on the growth of the IT sector in India and the increased need for training and skills development. The rest of the document discusses various training models, domains, methods, and essential aspects of training in the IT industry. It also includes surveys on effective training delivery methods and the variation of trainer salaries with experience in the IT sector.
The Ultimate 6 Steps Guide to Right Customer Training Strategy.pdfVinay Londhe
This blog teslls you about the ultimate 6 steps guide to right customer training strategy.
1. Sketch Your Audience in Mind
2. Get in Touch with Your Content Specific Value
3. Create an Exciting Learning Environment (Keep it Simple!)
4. Use the Right Platform to Deliver Distinct Audiences
5. Gain Leverage From Your Ideal LMS Technology
6. Test, test, test your Training Program-Progress
Learning and Development at workplace: Changing Paradigms, Emerging Trends24x7 Learning
E-learning continues to grow in popularity in India, however its use as a tool for learning and development is still at a nascent stage compared to developed nations like the US and UK. Indian companies have made significant progress integrating technology-based learning with talent development. There is increased focus on management training to help managers evolve their skills and lead across cultures. Online education in India is gaining popularity through MOOCs and online courses offered by educational institutions and companies.
The principal objective of training and development divisions is to ensure an organization has a skilled and willing workforce. There are four other objectives: help employees achieve personal goals to enhance individual contribution; assist the organization's primary objectives; maintain departmental contributions; and ensure social responsibility. Training plays an increased role in organizations of all types and sizes to bring about desired change. Training investment is directly linked to higher market capitalization. Training is essential to maintain effective manpower planning and the quantity and quality of employees.
The document outlines the importance of training and a systematic 9-step approach to developing effective training programs, including assessing needs, setting objectives, designing the program, selecting instructional methods, implementation, and evaluation. It emphasizes that training aims to fill performance gaps and develop employees' attitudes, skills, and knowledge, and provides examples of how to conduct needs assessments, write objectives, and develop training calendars and individual plans.
Conduent Learning Services has a long legacy in learning and development that began with ACS and included acquiring Intellinex to provide services. It became one of the largest learning outsourcing providers through subsequent acquisitions by Xerox and now Conduent. Phil Antonelli outlines the top 10 business reasons for using xAPI, including gaining insights from data on learning activities, analytics on how the organization works and learns, and optimizing learning to drive business outcomes and reduce time to employee proficiency.
IT, Soft skills enhancement training for employees @ Rs 7500Prof. Harsha Kestur
Today, skill imparting and up-gradation is most wanted to professionals Keeping this in focus and as our objective, and with support from both National and International institutions, the EFS Academy, India has developed programs to suit professionals needs.
EFS Academy has developed many ‘skill-based programs,’ that are grouped under major skill-sets. These programs are tailor-made to the training needs. For this purpose, we have partnered with the ‘National Education University, USA,’ and the ‘State University of New York USA’ for the course design, content, and delivery, to meet the requirements of professionals.
These programs are administered by RIMSR, EFS Academy, which are technology driven dedicated skill-enhancement institutions in India. The programs are delivered on e-platform. Upon successful completion of the courses, the participants are duly certified.
These Programs offers more than 200 skill-sets so that professional has option to choose based on their specific needs. The focus is on the content, quality and the learning index of the participants.
To say it in short, these programs are extremely useful, to professionals to professionalize themselves with the global standards.
2. AGENDA
Background
Value of Learning Centers
Target Audience
Use Cases
Qualifying Questions
Common Concerns, Objections and Resolution
Competition
Resources and Support
3. KNOITALL SKILLS ENGINE™ MATCHES LEARNING WITH NEEDED SKILLS
All internal and externally delivered learning is organized around
competencies and brought into a single view for the employee.
6. KEY BENEFITS OF A LEARNING CENTER
Reduced cost for managing learning
Develop the needed skills for an organization
Provide access to greater network of learning and
continuing education suppliers
Improve transparency on learning outcomes
Support internal initiatives such as performance
management
7. TARGET AUDIENCE AND BUYER
Organizations over 5000 employees
Executive Roles (Director or above)
Human Resources Executive
Talent Management
Workforce Development
Learning and Development
Division Directors (Sales, Operations)
8. USE CASE #1: SINGLE LOCATION TO DISCOVER AND
COMPARE LEARNING OPTIONS
Background: Vencore offers multiple training and education
offerings. However, employees do not have a single location to
discover and compare learning options (internal training,
external learning and accredited education)
Solution: Private learning center that provides consolidated
view into learning options supported by Vencore
Integrate with existing training catalog (Skillport website)
Provide channels to the company’s external training providers
Provide channel to the external accredited education providers
company is using for tuition assistance benefit (degrees, certs)
Map learning offerings to the skills required by the company
10. USE CASE #2: MULTIPLE LEARNING CENTERS TO DEVELOP
SPECIFIC SKILLS ACROSS THE ORGANIZATION
OVERVIEW: Company needs to develop specific skills sets for
different functions. This could include training for managers,
leadership development, IT professionals, or the sales team.
Solution: Multiple private learning centers that address each
workforce need:
Educational offerings mapped to the specific skills sought by the company
Learning centers populated with the mapped learning content
Access to learning providers to post and manage their educational offerings
Password-protected gateway for employees
12. USE CASE #3: MULTI-NATIONAL ENABLES FRANCHISE OPERATORS
OVERVIEW: Company has a franchisee population that
they wish to support by offering limited educational
benefits. The company wants to limit choice but provide
viable opportunities for employees to complete their GED
or associate degrees.
Solution: Public learning center for franchisees
Providing access to approved educational partners that support GED and
associates degree completion opportunities, both face-to-face and online
Providing a “Public-access” learning center for franchisee employee access to
view, assess and interact with these providers
Access to free resources to help employees understand adult education options,
credit transfer, and how to balance education with work
Maintain a dynamic learning plan for each learner based upon the skills they are
seeking.
14. USE CASE #4: ACADEMIC ADVISING
Background: Intel offers a robust tuition reimbursement benefit
to support employee development. Employees need guidance on
selecting the appropriate program.
Solution: Learning center to connect employees with academic
advising
Enable learning providers and third-party advising service to load and manage
their advisors and offerings
Enable manager approval process when employee request advising session.
Enable the scheduling of Corporate employees into advising sessions
Map academic advisors to the offerings presented (both advisors within the
universities as well as third party advisors)
Maintain a dynamic learning plan for each learner based upon the skills
they are seeking.
Provide a single sign on solution to the Company.
16. USE CASE #5: EDUCATING EXTENDED ENTERPRISE
Background: Indyme offers
solutions for retail organizations
Challenge: Company needs to educate channel
partners that sell their solution
How do I distribute content to that audience?
How do I do it cost-effectively?
Can I use the content I’ve already produced?
Solution: Public learning center accessible from
the company website
18. QUALIFYING QUESTIONS
Are there any skills gaps within your workforce?
Do you have any challenges building skills and competencies within your
team?
Are there different learning needs within your workforce?
How are you managing learning today?
Is it centralized or is each department responsible for training?
Do you create your own learning content, purchase external content or use
both?
How are employees finding external education today?
Do you want to have greater visibility and control over the learning your
employees access?
How do you pay for learning? Do you have a tuition assistance program?
19. COMMON CONCERNS/OBJECTIONS
1. Why do I need a learning center?
2. I already have an LMS, how does this help?
3. I don’t have any IT resources to do another project?
4. Can I add my own learning content?
5. What types of learning are supported?
6. What if I want other learning content besides Pearson?
7. Does this integrate with my tuition assistance benefit?
8. Does this integrate with my talent management system?
9. What kind of reports are available?
10. Does this solution support single sign-on?
21. PARTNERSHIP PROVIDES UNIQUE VALUE
We cover the entire learning supply chain which includes
formal and informal learning as well as accredited
education.
Competency mapping technology to create individual
learning center(s) for each employer.
Support for all learning formats including online, face-
to-face and self-directed.
Access to learning resources such as academic advisors
and coaches.
Employee reviews that help an organization assess the
quality of the learning.
22. SUPPORT RESOURCES
Demonstrations and technical support:
First stop is your Pearson Learning Business Partner
Additional support from Knoitall team
John Zappa - john@knoitall.com
Jeff Creighton - jeff@knoitall.com
Reference resource
Sales Kit: Selling Learning Centers