Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
The world at large is ever-changing, and our organizations and employees are doing all we can to keep up. The days of going off to a strategic planning retreat, planning a five-year vision and executing it are gone. We now operate in a world that is VUCA — Volatile, Uncertain, Complex and Ambiguous. What do you as the HR leader have to do to adapt to this new and ever-changing world? We will identify common needs of HR functions today and give tips and suggestions to align HR with the changes in the organization, ensure you gain the resources you need and establish yourself as the visionary team member that is helping to drive your organization forward.
Learning objectives:
What is the VUCA world?
Evaluate what areas of HR will be impacted by changes.
Establishing and advocating for needs of HR and your employees.
Aligning processes with the new initiatives in your organization.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
The world at large is ever-changing, and our organizations and employees are doing all we can to keep up. The days of going off to a strategic planning retreat, planning a five-year vision and executing it are gone. We now operate in a world that is VUCA — Volatile, Uncertain, Complex and Ambiguous. What do you as the HR leader have to do to adapt to this new and ever-changing world? We will identify common needs of HR functions today and give tips and suggestions to align HR with the changes in the organization, ensure you gain the resources you need and establish yourself as the visionary team member that is helping to drive your organization forward.
Learning objectives:
What is the VUCA world?
Evaluate what areas of HR will be impacted by changes.
Establishing and advocating for needs of HR and your employees.
Aligning processes with the new initiatives in your organization.
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Talent Management - Aligning Implementation with Your Organization’s NeedsCornerstone OnDemand
Patients are every healthcare organization’s main focus. HCR ManorCare knew that to provide the best patient care, they needed to start with their biggest resource: their people. They discuss their approach to implementing a talent management strategy in this recording.
It was an ever-changing process as they welcomed a new COO, faced adjustments in the organization’s strategy, and had to manage struggles with funding as reimbursement changes in healthcare occurred. Their approach focused on improved employee learning, succession planning for key positions, and linking performance management to training and succession.
In this viewcast, you will learn:
• How to link your Talent Management approach to your organization’s strategy
• Strategies for adjusting your approach due to internal and external issues that will occur during implementation
• The importance of doing a full organizational assessment prior to implementing a Talent Management strategy
View our webinar, “Unified Talent Management: How HCR ManorCare Made Their People The Priority,“ to learn some strategies around developing an people-focused talent management strategy.
On November 15 Tom Haak, Director of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Leads of the Dutch universities. These are the slides he used.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Learning professionals face challenges to keep pace with the speed in which valued skills and capabilities are sweeping the workforce. With the added complexity of ubiquitous learning, disruptive technologies and multi-generational workforce diversity, we can safely agree that the time is now for learning and development functions to reboot. During this session, you will learn how Blue Cross and Blue Shield of North Carolina’s evidence-based approach is positioning us to reduce learning cost, improve stakeholder satisfaction, align to value-based business outcomes and gain efficiencies.
Simply Irresistible: Engaging the 21st Century WorkforceJosh Bersin
Josh Bersin's keynote presentation on the Simply Irresistible Organization, a new and expanded way of thinking about employee engagement and building a people-centric company.
Work has changed, so why haven’t our leadership strategies? Today’s organizations are idea factories, constantly trying to keep up in a competitive, innovative global marketplace. Gone are the days when leadership meant keeping track of clear, steady progress towards well-defined goals. We’re living in a creative economy, and leading top talent means understanding how learners are motivated. In this session, explore the paradox of psychological safety, the role of control and the myth of money as motivation. Learn how to ditch the habits that are holding your leaders, your teams and your organizations back, and explore new tools for leading the workforce of the future.
Strategic Partnerships to Infuse Technology in Student AffairsStephanie Cheney
This presentation will be delivered at NASPA in Chicago, March 09, 2010 by a team of Student Affairs and Academic Technology from Wentworth Institute of Technology.
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
Bold HR: Driving Business Value through PeopleJosh Bersin
This keynote presentation is from my keynote at the 2015 Bersin by Deloitte IMPACT conference. It describes the imperatives for HR leaders and professionals for the years ahead, and explains how innovation and creativity is needed to build business value in HR.
Description:
2016 Glassdoor Summit
Josh Bersin, Principal, Bersin by Deloitte, Deloitte Consulting LLP -- The New World of Employment Brand: Culture, Engagement, Career, Wellness
https://www.youtube.com/watch?v=jKcVisrqfNo
Talent Management - Aligning Implementation with Your Organization’s NeedsCornerstone OnDemand
Patients are every healthcare organization’s main focus. HCR ManorCare knew that to provide the best patient care, they needed to start with their biggest resource: their people. They discuss their approach to implementing a talent management strategy in this recording.
It was an ever-changing process as they welcomed a new COO, faced adjustments in the organization’s strategy, and had to manage struggles with funding as reimbursement changes in healthcare occurred. Their approach focused on improved employee learning, succession planning for key positions, and linking performance management to training and succession.
In this viewcast, you will learn:
• How to link your Talent Management approach to your organization’s strategy
• Strategies for adjusting your approach due to internal and external issues that will occur during implementation
• The importance of doing a full organizational assessment prior to implementing a Talent Management strategy
View our webinar, “Unified Talent Management: How HCR ManorCare Made Their People The Priority,“ to learn some strategies around developing an people-focused talent management strategy.
On November 15 Tom Haak, Director of the HR Trend Institute (https://hrtrendinstitute.com) conducted a workshop for the HR Leads of the Dutch universities. These are the slides he used.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Learning professionals face challenges to keep pace with the speed in which valued skills and capabilities are sweeping the workforce. With the added complexity of ubiquitous learning, disruptive technologies and multi-generational workforce diversity, we can safely agree that the time is now for learning and development functions to reboot. During this session, you will learn how Blue Cross and Blue Shield of North Carolina’s evidence-based approach is positioning us to reduce learning cost, improve stakeholder satisfaction, align to value-based business outcomes and gain efficiencies.
Simply Irresistible: Engaging the 21st Century WorkforceJosh Bersin
Josh Bersin's keynote presentation on the Simply Irresistible Organization, a new and expanded way of thinking about employee engagement and building a people-centric company.
Work has changed, so why haven’t our leadership strategies? Today’s organizations are idea factories, constantly trying to keep up in a competitive, innovative global marketplace. Gone are the days when leadership meant keeping track of clear, steady progress towards well-defined goals. We’re living in a creative economy, and leading top talent means understanding how learners are motivated. In this session, explore the paradox of psychological safety, the role of control and the myth of money as motivation. Learn how to ditch the habits that are holding your leaders, your teams and your organizations back, and explore new tools for leading the workforce of the future.
Strategic Partnerships to Infuse Technology in Student AffairsStephanie Cheney
This presentation will be delivered at NASPA in Chicago, March 09, 2010 by a team of Student Affairs and Academic Technology from Wentworth Institute of Technology.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
Is your organization keeping pace with the speed of digital transformation? Many companies are struggling to define new job roles and approaches to management. As AI and machine learning take on tasks and services, what are the best ways to evolve your work force? This session will offer practical insights on:
Understanding what it means to be a digital organization.
Why learning and development must be everyone’s responsibility.
How to work across functions to co-create key new systems.
How to upskill using design thinking, agile practices and AI.
Ways to measure success.
5 Barriers to Effective Employee Training Programs - Webinar 08.21.14BizLibrary
In this webinar we'll outline the 5 barriers to effective training and development programs and best practices for overcoming those barriers.
www.bizlibrary.com/webinars
Through this presentation, we bring you insights into how high impact learning can:
» Increase efficiency, productivity and profit for an organization
» Increased employee satisfaction
» A developed sense of ownership and accountability
» An enhanced ability for workers to adapt to change
Learn more about:
» How people are leaning today
» What people are learning
» Transformative learning
» Evolving Role of L&D and Content
» Framework to create a High Impact Learning
HOW WILL THE FOURTH INDUSTRIAL REVOLUTION IMPACT HR AND LEARNING & DEVELOPMEN...Human Capital Media
First came steam power; then electricity and assembly lines; then computerization. So what comes next? A wave of technology is now crashing into our personal and professional lives like a ton of bricks. So the question becomes, when technology fuses with people, how does that impact and change our lives? How will the way that we work change? How is the fourth Industrial Revolution going to alter the way that we learn, work, and live? We’ll explore the forces of change and how organizations can prepare employees for the coming revolution.
Learning objectives:
Understand what the fourth Industrial Revolution is and the implications for your business
Understand core capabilities needed to build your future state L&D team
Identify trends and key questions to explore with your stakeholders to prepare your business for the future
Wipro helps customers do business better by leveraging our industry-wide experience, deep technology expertise, comprehensive portfolio of services and vertically aligned business model.
Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.
How Xerox Services is Driving Learning Culture with New L&D TechnologiesDavid Blake
Bersin by Deloitte research suggests that the single biggest driver of business impact tends to be the strength of an organization’s learning culture. But most of today’s workers are increasingly overwhelmed, distracted and impatient. They’re also now empowered to direct more and more of their development, often using outside resources. As a result, building a culture of continuous, everyday learning is a growing challenge for many L&D teams. New tools and emerging technologies can help, but building and sustaining an effective learning culture also demands that L&D professionals embrace new ways of thinking and working.
In this presentation you will learn:
-What learners can teach L&D professionals about learning
-What types of technologies can enable continuous learning
-How Xerox Services University is leveraging a culture of continuous experimentation to build a habit of everyday learning
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
Meaning of Training and Development ,objectives of Training and Development ,Methods of Training and Development and Methods of Training and Development used in IBM
MOVING BEYOND EMPLOYEE ENGAGEMENT: THE EMPLOYEE EXPERIENCE INDEXHuman Capital Media
Employee engagement is often viewed as the proxy for employee well-being. The line of thinking is that if engagement is good, that means employees are good, resulting in better business outcomes for employers. But is employee engagement the best construct that employers should use to positively impact productivity and performance?
New research suggests while engagement is important, it’s only one piece of the broader picture — the entire employee experience. In reality, people want to work for a company that allows them to bring their full selves to grow and thrive. Creating this kind of workplace goes beyond just ensuring that employees are engaged — discovering the ingredients that create the most positive employee experience, then creating the conditions to cultivate them. When companies enhance the employee experience, business benefits directly.
Join Chief Learning Officer magazine and BetterUp for a lively discussion where we’ll discuss:
Key findings from our research of more than 17,000 workers.
What the Employee Experience Index is, and why you’ll want to use it.
Why the EX Index will change how you think about traditional learning & development.
Strategies for optimizing six key experience areas for better business outcomes.
In this interactive discussion, CEO of DevelopIntelligence, Kelby Zorgdrager, will share strategies for measuring the impact of training from a variety of large organizations across the country: Salesforce, Eventbrite, VMware and Autodesk. In this session, you will discover and engage with current training program methodologies in order to determine your company’s return on investment on learning.
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Coffee with Cornerstone: How to Deliver Training to Franchisees and DealersCornerstone OnDemand
You know that educating your network of franchises, dealers, and partners is critical to your organization's success, but how can you best deliver training to an external audience?
Grab a coffee and join Cornerstone for a discussion and demonstration of some of the latest trends in franchisee and dealer training.
During the webinar, you'll see how you can:
• Deliver training content to franchisees and dealers
• Measure the impact of your training programs
• Generate revenue from training courses
Learning objectives:
• What is the VUCA world?
• Evaluate what areas of HR will be impacted by changes.
• Establishing and advocating for needs of HR and your employees.
• Aligning processes with the new initiatives in your organization.
Learning and Business Impact: Making the Case through Metrics and AnalyticsCornerstone OnDemand
Proving the impact of a single learning investment is relatively easy. Answering the broader question of "What impact is L&D having on the business?" is hard.
Revising your Enterprise Learning Strategy: It Starts with CommitmentCornerstone OnDemand
As a $1 billion growth company, AthenaHealth had grown rapidly over a relatively short period. As a result, their learning and development department was faced with new challenges related to leadership commitment, employee engagement and scalability to support the organization’s pace of change. During this spotlight webinar, AthenaHealth’s chief learning officer, Karen Hebert-Maccaro, shares how she stewarded the organization into the next phase of their enterprisewide learning strategy, through senior leadership commitment and the development of tailored learning experiences for each employee.
During this spotlight webinar, viewers will learn:
•How AthenaHealth took a contemporary approach in developing their learning strategy.
•Lessons learned as the organization underwent a significant change modernizing the L&D department and introducing a learner-centric culture.
•The risks and rewards in overhauling your organization’s learning strategy.
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
Preventing Staff Burnout: Strategies for Happier Staff and Healthier PatientsCornerstone OnDemand
There is a fine line between stress and passion in the workplace. Both require extreme dedication, time and commitment, however, one is not pleasant, while the other, completes the reason for your existence. The term ‘burnout’ in the workplace suggests that people are tired of working to the point that they no longer want to continue at their current pace. We often consider burnout as a ‘bad thing’ in the workplace and overall that is correct, however, this can emanate from both a stressful position as well as a passionate position.
According to of a comprehensive study conducted within the nursing ranks, there are three types of stress; eustress, distress and severe distress (i.e. burnout). Eustress is the kind of stress that generates either fear or excitement, often see to be ‘good stress.’ Distress is what we all think of when we speak of stress, the bad kind. Distress generates depression, sadness, and pessimism to name of few. Lastly, severe distress is extreme stress. This is the type of stress that causes emotional exhaustion to the point of coronary heart disease. Stress is no laughing matter and a very real issue in clinical operations. Arguably, organizations must address these issues intentionally and for multiple reasons.
In this session, Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services for Cornerstone on Demand, will discuss the challenges of dealing with both stress and passion in the workplace, both leading to staff burnout. He will go over the causes of stress in the clinical workplace as well as some struggles to help alleviate some of the issues.
Driving Engagement: The Link Between Staff Buy-in and Quality CareCornerstone OnDemand
Employee engagement is good for both the employee as well as the organization; when employees are happy, they’re more productive, and the institution delivers higher levels of patient care while keeping overall costs down. As they say, it’s a win-win. Just 44% of healthcare workers are engaged (HBR) and engagement was the top variable for mortality rates (Forbes). What might be a good solution to boost engagement?
The crux of this issue is that employee engagement is 'over' defined. Search for the term on Google and you will get a myriad of definitions that lead to confusion about what you’re trying to solve and how to solve it. In this webinar, we will address the history of employee engagement, where the confusion lies, and implications for the clinical staff relevant to competency and patient outcomes. We will also propose some areas for immediate focus to get ahead of this issue.
In a similar format to Part 1 of this series, the webinar will address a strategic view of employee engagement, while attendees will receive an eBook describing some practical steps to increase overall employee engagement. Click here to access previous sessions:
Our presenters for Part 1 will be Tom Tonkin, Ph.D., Principal Consultant, Thought-Leadership and Advisory Services and Lynn Howe, Regional Sales Manager for Cornerstone on Demand. Dr. Tonkin has over 25 years of experience in human resources challenges and focuses on the Healthcare sector for Cornerstone. Howe, RN, MS, CEN, and CCRN is a Registered Nurse, former Director of Education with 30 years of clinical experience, holds a graduate degree in Human Resource Management and is currently a regional sales manager in the healthcare vertical.
Onboarding in Healthcare that Sticks: It's More Than Just the PaperworkCornerstone OnDemand
Unfortunately, staff turnover in the healthcare industry has now become a characteristic of the sector. Research reports that half of the nurses leave their current positions after two years. Care centers report significant turnover that equates to a $7 million a year problem. Adding to that is a two-headed dragon: the workforce that is retiring 10,000 people per day, yet the average adult lifespan is increasing.
That’s why Cornerstone OnDemand is proud to present a four-part series that addresses weaknesses in employee development to shine a light on a persistent, yet fixable problem.
The first of the series will address onboarding issues. We know that hospitals on board their employees in just one day. The rationale for this timeframe is that healthcare in America is a ubiquitous industry; however, many onboarding programs in hospitals disregard the fact that each institution holds different values, beliefs, and shared norms, many of which can’t be fully addressed in one day.
Join Tom Tonkin, Principal Consultant, Thought-Leadership and Advisory Services at Cornerstone OnDemand, for the first webinar in our series on staff burnout in healthcare and how to treat it across the entire employee life cycle! Topics covered in this webinar include:
-The importance of strong onboarding on day 1
-How to set clear goals and expectations from the beginning
-The importance of opening up job-roll-specific training early in the onboarding process
"Disruptive" Technology in Healthcare Implications for the Workforce & HR Pro...Cornerstone OnDemand
Electronic Medical Records, Meaningful Use, remote patient monitoring, and healthcare apps galore, just to name a few. The industry has recently seen a tremendous rise in new technologies that are changing the way healthcare is delivered today. These advancements have led to new standards of care but have also had a significant impact to the knowledge and skill-sets needed for healthcare staff to remain successful and deliver quality care.
However, rolling out new technology initiatives across organizations often come with their own set of challenges – possibly leading to a totally different type of “disruption”. Learn strategies for how your organization can minimize “growing pains” and realize the benefits of these new healthcare technologies sooner.
Join Elizabeth Robledo, Talent Management System Program Manager at Legacy Health and Rehan Mirza, Product & Verticals Marketing Manager at Cornerstone OnDemand as they discuss:
-Big health tech trends of 2016
-Impacts of new technology on the modern healthcare workforce
-Strategies for implementing new technology at your organization
Performance Appraisals Strike Back - Accelerating Productivity on-the-goCornerstone OnDemand
The fast paced, dynamic environment that makes SMBs so attractive to employees is also what prevents managers to give regular feedback to their employees. Yet regular feedback is probably the most important aspect of performance reviews, as those ongoing discussions are what will have the most positive impact on productivity in your business.
Companies such as GE, Accenture, Adobe and Deloitte have recently shifted away from annual performance reviews to an ongoing feedback model, for several reasons:
They are a chore, for managers and employees alike. One central conversation gets all the attention, when frequent, bite-size feedback is the most efficient. Worse, annual reviews tend to promote bad management.
Review this presentation to understand the new paradigm of performance appraisals, and its extended benefits to employee engagement and motivation (if you do it the right way).
Toxic Employees in the Workplace: Hidden Costs and How to Spot ThemCornerstone OnDemand
Toxicity in any organization is contagious and quickly spreads to your good employees. What’s more, these employees are much more likely than the toxic staff members to seek alternative employment. After all, they are good at their job and can easily transfer to a company with a positive working environment.
If toxicity is destructive in the larger corporate environment, it is lethal in the smaller business. It is absolutely critical that employers focus their attention on avoiding toxic employees in the first place and, alternatively, do their best to identify and eradicate dangerous employee behavior quickly, before it has ripple effects on the bad behavior and voluntary departure of co-workers.
Five Strategies to Expand Succession Planning in the Public SectorCornerstone OnDemand
Talent management is evolving, and implementing innovative solutions for succession planning, mentoring, training, and recruiting are critical steps for reaching agency goals.
Join us for our webinar to learn how you can efficiently build tomorrow's public sector workforce.
This webinar will teach you:
• Strategies for recruiting millennials
• Different methods and a model for identifying high potential employees
• Strategies and processes to identify, capture, structure, value, and share your organization’s intellectual assets
• How to expand your succession planning strategies to mid-level positions
• How to implement Unified Talent Management Processes and systems
SAP Sapphire 2024 - ASUG301 building better apps with SAP Fiori.pdfPeter Spielvogel
Building better applications for business users with SAP Fiori.
• What is SAP Fiori and why it matters to you
• How a better user experience drives measurable business benefits
• How to get started with SAP Fiori today
• How SAP Fiori elements accelerates application development
• How SAP Build Code includes SAP Fiori tools and other generative artificial intelligence capabilities
• How SAP Fiori paves the way for using AI in SAP apps
Essentials of Automations: The Art of Triggers and Actions in FMESafe Software
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
Removing Uninteresting Bytes in Software FuzzingAftab Hussain
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
Why You Should Replace Windows 11 with Nitrux Linux 3.5.0 for enhanced perfor...SOFTTECHHUB
The choice of an operating system plays a pivotal role in shaping our computing experience. For decades, Microsoft's Windows has dominated the market, offering a familiar and widely adopted platform for personal and professional use. However, as technological advancements continue to push the boundaries of innovation, alternative operating systems have emerged, challenging the status quo and offering users a fresh perspective on computing.
One such alternative that has garnered significant attention and acclaim is Nitrux Linux 3.5.0, a sleek, powerful, and user-friendly Linux distribution that promises to redefine the way we interact with our devices. With its focus on performance, security, and customization, Nitrux Linux presents a compelling case for those seeking to break free from the constraints of proprietary software and embrace the freedom and flexibility of open-source computing.
The Metaverse and AI: how can decision-makers harness the Metaverse for their...Jen Stirrup
The Metaverse is popularized in science fiction, and now it is becoming closer to being a part of our daily lives through the use of social media and shopping companies. How can businesses survive in a world where Artificial Intelligence is becoming the present as well as the future of technology, and how does the Metaverse fit into business strategy when futurist ideas are developing into reality at accelerated rates? How do we do this when our data isn't up to scratch? How can we move towards success with our data so we are set up for the Metaverse when it arrives?
How can you help your company evolve, adapt, and succeed using Artificial Intelligence and the Metaverse to stay ahead of the competition? What are the potential issues, complications, and benefits that these technologies could bring to us and our organizations? In this session, Jen Stirrup will explain how to start thinking about these technologies as an organisation.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
2. Today’s Speaker
Olivier Pestel
AVP, Solution Consulting & Business Development
A French native, Olivier made Australia home 10 years ago
settling in Sydney. For the last 20 years, Olivier has worked with a
large number of organisations throughout Asia Pacific & Europe
on the journey to select, implement, adopt and optimise HR
technology in the Human Capital Management domain. Olivier
joined Cornerstone Asia Pacific Japan in 2014 and contributed to
build and expand the Business Development & Solution
Consulting practices which assist organisations to evaluate and
optimise how technology can enable better business
performance.
3. 3
There is no end to education. It is
not that you read a book, pass an
examination, and finish with
education. The whole of life, from
the moment you are born to the
moment you die, is a process of
learning.
Jiddu Krishnamurti
The acquisition of knowledge or skills through
study, experience, or being taught.
A process that leads to change, which
occurs as a result of experience and
increases the potential of improved
performance and future learning.
From How Learning Works: Seven Research-Based Principles for
Smart Teaching by Susan Ambrose, et al.
5. Mechanisation
Water power
Steam power
1 2 3
Mass production
Assembly line
Electricity
Computer
Automation
Networks
4
Digital
Machine learning
Artificial intelligence
The Next Industrial Revolution has Arrived
6. Technology is killing off traditional
corporations
60 YRS
15 YRS
1958 2012
The average lifespan of
companies is now less
than 20 years
7. Talent in the
Digital Age
Consumer expectations have entered the
workforce
Competition for skills and experiences is
intense
Jobs are being redefined or eliminated
“Career Walls” are the new career ladder
8. Every industry is being disrupted
Media &
Entertainment
Transportation
Financial Services
Manufacturing Technology
Retail Healthcare Education
9. Every job is changing
Experimentation Platform
Director
Automotive Occupant
Packaging Engineer
Crypto Protocol Engineer
Computer Vision
Engineer
Design Researcher
Camera Algorithm
Engineer
Culinary Product
Developer
Bioinformaticist
10. 90% 30% 35%
CEOs expect digital
transformation to
disrupt their company
CEOs think their
workforce is ready
with the right skills
of APAC organisations
are currently focused
on skills based learning
(vs. 60% globally)
We are witnessing a global skills crisis
11. •How often do you review your skills inventory that your business needs
(single choice)?
• A) Continuous ongoing review
• B) Multiple times per year
• C) Yearly
• D) Every 2+ years
• E) Never
Polling Question #1
15. Every job will require some technology, and therefore
we’ll need to revamp education. The curriculum is
obvious, but it’s the adult retraining – lifelong
learning systems – that will be even more important.
“
”– Ginni Rometty, CEO of IBM
17. •Which one of the below impediment does/could affect your workforce
the most to be ready for the future (single choice)?
• A) Lack of adequate leadership
• B) Lack of adequate technology
• C) Lack of skilled talent
• D) Lack of engaged employees
• E) None of the above
Polling Question #2
18. The new way of thinking about talent
EMPLOYEES
COMPANY
DEPARTMENTS
EXPERIENCE
EXPERT
TEAMS
PLATFORM
LEGACY NEW
19. Evolution of Workplace Learning
3
Blended
Learning
4
Social
Learning
5
Modern
Workplace
Learning
FORMA
L
INFORMAL
1
Classroom
Training
2
E-Learning
5 Stages of Learning
Source: Hart, Jane, “5 Stages of Workplace Learning (Revisited 2017)”
20. Automating training data & processes
Classroom
Time boxed and siloed
HR/L&D Led
One-size-fits-all approach
Transaction
Focused
Skills-based Learning
Digital
Continuous and blended
Curation by Expert x Machine
Personalised experience
People
Focused
25. Developing Skills
Requires a New Learner Experience
Personalised
experience
powered by
Machine
Learning
Unifying all
sources of
learning
content
Engaging
modern user
experience
anywhere,
anytime
Enhanced
Collaboration
through
curation, share
and
communities
27. Manual curation and
learning paths
Most organisations are
unable to curate content from
various learning sources
and formats, and leverage
machine learning to
deliver the right content
at the right time.
Content is King
Always Playing a Constant Game of Catch-up
Expensive, outdated
content
Content from legacy providers
have become outdated and
unable
to accommodate for modern
learners demanding video,
mobile and collaborative
learning.
Top-down vs.
Bottom-up learning
Traditional learning is
driven mostly by HR-led,
compliance training versus
more desired, user-driven
learning that can be
self-directed and
consumed
on-demand.
Complex Vendor
Management
When assessing and
purchasing learning
content most organisations find
themselves sourcing from
multiple vendors in order to
piece together
a comprehensive
learning program.
28. •Are you embracing any of the following in your learning strategies?
• A) Collaborative learning (communities of practice)
• B) Microlearning (bite sized videos)
• C) Playlists curation by Subject Matter Experts
• D) Machine learning recommendations
• E) Mobile learning
• F) None of the above
Polling Question #3
29. So, how can we futureproof
our organisations?
29
31. Three Critical Factors For Success
McKinsey’s 2017 CEO’s Guide to Competing Through HR
Next Gen Automation
• Robotic Process
Automation
• Smart work flows
• Natural-language
processing
Continuous process
improvement
• Direct access to
info/transactions online
• Simpler processes
• Clearer decision making
User Experience
• Understanding customer
decision journey
• Understanding user needs
• User needs are the
foundation to drive digital
user experience
32. Is your current people strategy future-focused and based on employee growth
and development?
Do you set aside sufficient time and budget for innovation and
experimentation?
Are you embracing continuous learning in your learning strategies?
Do you have systems in place to hire diverse talent, build their skills and
leverage diverse perspectives?
Is your career framework dynamic enough to provide guidance on the skills
and experiences the business needs?
Critical Questions
33. Our mission is to
empower people and
organisations to
realise their
34. Cornerstone's Holistic Learning Platform
Learning
Management System + Learning
Cornerstone Content+Learning
Experience Platform
A holistic learning platform engages lifelong learners with a personalised
experience and makes it easy to manage, track, and deliver directed learning for
your compliance and regulatory needs.
35. Q & A
Please type your questions into the chat box.
36. Thank You
Olivier Pestel
AVP, Solution Consulting & Business Development
Email opestel@csod.com
LinkedIn linkedin.com/in/opestel/
Twitter @opestel
36
Editor's Notes
“The world has changed and the next industrial revolution has arrived. According to the World Economic Forum, we have entered the 4th Industrial Revolution, in which technology has been and will continue to be embedded into society in ways that involve and require entirely new capabilities for people and machines. “
----(more detail for reference)------
If you haven't already seen it, the 4th Industrial Revolution is coming and in many cases is already here.
The First Industrial Revolution is widely taken to be the shift from our reliance on animals, human effort as primary sources of energy to the use of fossil fuels and the mechanical power this enabled.
The Second Industrial Revolution occurred between the end of the 19th century and the first two decades of the 20th century, and brought major breakthroughs in the form of electricity distribution, both wireless and wired communication, the synthesis of ammonia and new forms of power generation.
The Third Industrial Revolution began in the 1950s with the development of digital systems, communication and rapid advances in computing power, which have enabled new ways of generating, processing and sharing information.
The Fourth Industrial Revolution can be described as the advent of “cyber-physical systems” involving entirely new capabilities for people and machines. While these capabilities are reliant on the technologies and infrastructure of the Third Industrial Revolution, the Fourth Industrial Revolution represents new ways in which technology becomes embedded within societies
Sources To Review: https://www.weforum.org/agenda/2016/01/what-is-the-fourth-industrial-revolution/
“Technology has also destroyed the staying power of traditional companies, reducing their average lifespan by two thirds since 1950, and moving the majority of their assets from tangible products to intangible assets, comprised of people and intellectual property.”
----(more detail for reference)------
The average age of an S&P 500 company is under 20 years, down from 60 years in the 1950s, according to Credit Suisse.
It's forecast to shrink to 14 years by 2026.
About 50 percent of the S&P 500 will be replaced over the next 10 years. Increased buyout and M&A activity certainly had a hand in shortening that life span, but the increased pace of the disruption is accelerating and can be blamed on technology.
Sources: https://www.innosight.com/insight/creative-destruction/
________________
In 1982, the value of publicly traded companies was made up of 62% tangible assets and 38% intangible assets. In 2015, the value of publicly traded companies was made up of only 35% tangible assets and 65% intangible assets. This means two things, intellectual property and people.
Source: – Human Capital Institute
“Every industry is being disrupted. Every job is changing. And as a result, we have a global skills crisis. Concerns about the availability of skills are at an eight year high and top the list of 81% of CEO’s talent agendas.”
----(more detail for reference)------
Disruption is not new but that the speed, complexity and global nature of it is. In fact, it is clear that a number of sectors are currently impacted by multiple disruptive forces.
Disruption such as the change in how we consume media – from Blockbuster to Redbox To Netflix & Streaming
Disruption in how we commute – From Taxis, to Uber to Driverless Cars
Disruption is coming in Manufacturing in the form of 3D Printing
The change is dramatic, automation is the No. 1 disruptive force
“Jobs have already changed, and the skills are new, unique and in many cases in short supply. According to the latest research, soon we'll only be as good as the skills we possess. But which skills are they, and how can we make sure we keep pace?”
.
----(more detail for reference)------
You can see here jobs that exist TODAY.
Amazon who needs “Culinary Product Developers” to
Tesla/Uber and the Automotive Occupant Packing Engineer who “Create and conduct ergonomic studies for ingress/egress, comfort, occupant rider experience, and platform benchmarking”.
Smart Phone companies need “Camera Algorithm Engineers” as that is a key differentiator in platform.
“The world of work is changing – and some jobs are changing faster than others
Sources: https://www.weforum.org/focus/skills-for-your-future
http://www3.weforum.org/docs/WEF_FOJ_Executive_Summary_Jobs.pdf
“PWC 18th Annual Survey - CEOs are seeking a much broader range of skills, great products and solutions come when there is a synthesis of lots of different kinds of perspectives. They also feel as if their people may not be ready, and in some cases, this just may be true”
In a recent Wall Street Journal survey when asked: What is the top concern of CFOs today? - “The No. 1 concern this quarter is hiring and retaining qualified employees. We’ve been doing the surveys 21 years, 85 quarters now. That’s the first time that’s been the No. 1 concern.”
Sources: https://www.wsj.com/articles/how-cfos-are-feeling-1497838320
Skills are at the top of CEOs’ talent agenda. 81% say their organisations are now looking for a much broader range of skills than in the past. This is unsurprising at a time when CEOs want to increase headcount but concerns about the availability of key skills are at an eight-year high.
Sources: https://www.pwc.com/gx/en/ceo-survey/2015/assets/pwc-18th-annual-global-ceo-survey-jan-2015.pdf
35% of APAC Organisations – The Work Ahead: The Future of Businesses and Jobs in Asia Pacific’s Digital Economy
The early sign of this growing disconnect is already visible; a recent report by The Organisation for Economic Cooperation and Development highlights the fact that skill shortages have become a growing problem for employers and are most pronounced in Japan and India than elsewhere.
__________________
In studying the Best Workplaces for Millennials, leading employers use different “meaning archetypes” to help employees connect to their work and feel part of something significant. For example, they might identify as an industry disruptor that inspires innovation, or declare giving back a key part of their organisational culture. Others honed in on their service-oriented focus, their unwavering team support for employees in times of need, or their reputation as industry leaders offering superior products and expertise.
In a “VUCA” world (volatility, uncertainty, complexity and ambiguity) – With external volatility the prevalent characteristic these days, business leaders who stay focused on their mission and values and have the courage to deploy bold strategies building on their strengths will be the winners..
So the best companies continue to reinvent themselves
….and your employees know who they are
Look closely at this picture. What do you see, or perhaps what do you NOT see? Amazon's data-driven approach -- supported by metrics on everything from customer behavior to the most effective recruiting strategy -- gives it a serious competitive advantage. As jobs were eliminated, jobs were created.
Amazon’s human resources team will be busy in the next year-and-a-half. It plans to hire 100,000 full-time employees in the U.S. between now and mid-2018. The jobs will include full benefits and span engineering roles, logistics, and customer service, among other occupations. By the time the jobs initiative is over, Amazon will employ more than 280,000 people in the U.S., alone.
These new job opportunities are for people all over the world and with all types of experience, education and skill levels—from engineers and software developers to those seeking entry-level positions and on-the-job training.
Nestle SA, is one of the world's top five most respected, food and beverages companies. Besides being the world's no 1 food company in terms of sales, Nestle was also the world leader in coffee (Nescafe), food and nutrition.
Like many food companies worldwide, Nestle has been undergoing a significant transformation, focused on catering to health conscious consumers and increasing their reach into health care segments. On the same premise, Nestle acquired the medical nutrition business of Swiss pharmaceutical major, Novartis International AG in 2007, striving to reposition itself as a nutrition, health and wellness company. With this acquisition, Nestle moved from being a minor player in the health care nutrition segment to the world's number two player in the nutrition, health and wellness industry.
This shift has demand Nestle to rethink the talent needed as they transform their business and in some businesses reskill their workforce to focus on nutrition, health and wellness?
K-12 curriculum outdated- not preparing our students to think critically but thankfully kids that are web savvy are learning some of these key skills necessary for the future
Kids inherently understand things like:
Instantaneous feedback
Social branding- avatars
Learning about failure- easy to hit reset
Control their learning- they do google searches before asking for help
Kids are coming to work with a different life expectation that learning is in their control
So what does the future hold for you in this age of uncertainty? And how will you futureproof your business, your people, and your success?
----(more detail for reference)------
Welcome to the age of uncertainty. Welcome to the skills economy which is no longer a “buyers” market. Scarcity and change come with it risk, but for the Disruptors, Innovators and Transformers there is always opportunity. What does the future hold for you?
Let’s insure that together we at Cornerstone can help your “Futureproof” your Business, your People and your Success.
In a skills economy, you have remote employees, contingent employees, dynamic teams, identifiable experts and a burning desire to grow and connect. Classic “command and control” structures do not work.
----(more detail for reference)------
That's how people grow -- not by being hemmed in with rules and policies designed to keep people coloring inside the lines, but by coloring outside the lines and collaborating to generate better solutions together than they could do individually.
We now push for a culture of continuous improvement. Encourages people to take action and support them if they make mistakes. We want them to keep learning on the job, by actively learning from their mistakes. They are therefore all the time looking for ways to improve their processes and themselves. Because, without developing the necessary skills, competences and knowledge for your particular job it is impossible to comply with your responsibilities.
And not just any kind of learning
Who remembers when training was 3 days stuck in a room with a heavy notebook or binder that you’ll leave on your shelf and never open again?
Jane Hart recently revised this continuum with stage 5 as MODERN WORKPLACE LEARNING”
Learning has evolved beyond classroom training
Employees at all levels expect the opportunity to learn and grow, without taking the time away from their desk
We are in the age of modern workplace learning… so what is modern workplace learning?
Jane Hart, founder of the Centre for Learning and Performance Technologies,
Employees don’t just want to earn money. They want to give meaning to what they do, they yearn for flexibility and crave autonomy. This is especially true with the development of digital tools that have allowed employees to develop new competencies.
We need to place teamwork at the heart of the organization, adapt to our employees’ specific needs as much as possible, continuously help them develop their employability, and make sure their work has a tangible impact.
As much as we are living in an increasingly connected world, we are still challenged with communicating to employees in an effective manner. With remote employees, staff members on the road, the rise of flex hours and telecommuting, and working in satellite offices, the traditional methods of working have dramatically changed. To reach today’s on-the-move and geographically dispersed workforce, the past styles of communicating through in-office meetings, email blasts, and posters just won’t suffice.
Today’s employees expect timely, relevant, and customized communication in easily digestible pieces (context) and a built in recognition and rewards system.
ANZ Statistics - New Work Order - report was prepared by the Foundation for Young Australians
by 2030 it is predicted that we will, on average, spend 30 per cent more time per week learning skills on the job;
Advances in technology and access to data will lead to a constantly changing work landscape, resulting in workers needing to spend 13 hours a week, up p 3 hours, learning
The skills that will matter most in the workplace of the future are, by a wide margin, problem solving, judgment and critical thinking. The average Australian worker will likely spend double the time at work solving problems (12 hours each week, up from 6 hours today).
Learning Perspectives:
- Fixed mindset- where people see intelligence or learning potential as limited. “we can only learn so much”
Growth mindset- we see learning as incremental and never ending possibility
Carol Dweck, Professor at Stanford, has researched growth and fixed mindsets for years. What we know is that we can develop a growth mindset where we see possibility through effort and deliberate practice. We can be taught how to react differently, how to face challenges and how to think differently.
Her research shows that leaders with growth mindsets drive change, continually open themselves up to be more vulnerable by asking questions to learn from others. She also found that leaders with a fixed mindset (who often see themselves as geniuses or visionaries) can often set companies up for failure because they see failure as an indication of their own limitations.
It is clear that it is advantageous to develop a learning mindset and one piece is doing this is to look at how learning has evolved and how learning has shifted from something done TO people to something that people control. Learning now is about choice and AI has made this easier and more complex simultaneously.
Simply put, we are at an inflection point where we are seeing the emergence of extreme learners
----
<NOTES FOR REP>
How did they do it? They did it with curated content provided by our Cornerstone team.
Every person at your organization is curious with limitless potential…..
Lifelong Learning: New innovations are changing the way brands in all verticals do business, taking a lifelong learning approach to technology can help organizations and individuals stay up to date and make the most of these emerging abilities.. For the employee; The day you stop learning is the day your career begins to die. No matter your age, experience level, or professional status, lifelong learning is the most essential ingredient for success. The world is constantly changing and evolving. If you’re not keeping up, you’re falling behind.
We must deliver tailored, personal and relevant experiences in an age where content overload is the new normal.
We’ve got the ability to administer compliance & regulatory training down….but now we need to deliver an engaging learning experience to encourage completion of that training and also promote engagement in personal development.
So, the engaging learner experience makes it easy to find & discover.…..
Our Clients are playing a constant game of catch up with it comes to Learning Content. I’ve boiled it down to (4) main challenges that our clients are going through, that you should be aware of:
Expensive Outdated Content – with the rate of change & in-demand skills becoming obsolete every 5 years, this means that companies need to constantly be updating the learning that they’re providing their people. Content becomes outdated REALLY quickly. It’s hard to keep up with.
Complex Vendor Management – Most organizations source content from multiple vendors, this means lots of overhead when it comes to assessing, purchasing & keeping up with the content that fills your LMS. Imagine if you had to buy a different TV for every channel you wanted to watch – that would require a ton of overhead & headache. CSOD simplifies the vendor management process by providing companies a “one-stop-shop”, or one single point of contact for lots of different content vendors.
This is really focused on modern learner demands, & moving from a top down to bottom up approach – our clients are trying to take their traditional learning programs and transition their company mindset and processes into a more learner-led culture. It’s no longer only about compliance training, there’s lots of other skills training that learners are demanding.
Personalized, yet Scalable – this is where curation comes in to make our buyers lives SO MUCH EASIER. Without the power of machine learning (LEP + CONTENT) L&D struggles to deliver personalized learning experiences at scale. The old way of doing things was to manually hand curate content, and learning paths – it’s no longer feasible. Machine curation is no longer a NICE to have it’s a NEED to have in order to provide a positive & engaging learner experience.
Because Employees don't see a "learning" problem or a "performance problem. They see everything that happens at work as an integrated experience, therefore you should manage it as one.
http://www.mckinsey.com/business-functions/organization/our-insights/the-ceos-guide-to-competing-through-hr?hrexaminer
Robotic Process Automation - Is RPA able to provide automation that these 22% percent of HR software buyers are seeking without having to implement yet another software platform? Could RPA alone boost a company’s automation capabilities and process support?
Rather than being bogged down by legacy system issues, most RPA software are able to flawlessly bridge the gap with older HR applications because software robots work in the presentation layer just like humans. Furthermore, if RPA is already present within a company, the company is most likely either developing or already has a RPA Center of Excellence and growing expertise on the implemented RPA software. RPA technology and the new talent within the company can fix the shortcomings in existing HR processes by boosting the automation capabilities of the older HR system and automating paths that couldn’t otherwise be automated. This could involve, for example, boosting the accuracy of payroll processing or decreasing the human involvement required to onboard a new employee.
Cornerstone, since our founding 18 years ago, has had one vision, one mission, one CEO. CSOD has been committed to developing people and “educating the world”.
We help with a holistic approach to learning
The LMS is top down learning. It’s about assigned curricula or training. We as a company have to shift beyond this mindset, because the LMS won’t help us deliver modern learning.
LMS focuses on transactional training & compliance
LMS requires manual and non-scalable curation
LMS not enough to deliver personalized learning
LMS does not contextualize learning (how does this fit in to the bigger picture?)
LMS does not engage learners
But learning today demands more than LMS.
(What is contextualized learning – I know why it’s relevant. Beyond personalization in that I understand how it fits into my life.
Look, who loves looking at your transcript, oooh, wonder what’s in my transcript? No, boring. Same for other employees. Low adoption means people complaining, not seeing ROI of their Cornerstone investment. Low adoption means opportunity for a competitor.
“In contrast to LMSs learning experience platforms typically function as a curation and aggregation layer between an organization’s internal digital learning assets, the vast amount of external content available on the Internet, and user generated content. The outcome is a personalized and interactive hub for learning that extends beyond the curricula made available by internal L&D. Additional features often include prebuilt integrations with other
solutions, gamification elements, collaboration features, AI and admin curation, and social features.”
LEP focuses on continuous learning
LEP aggregates and curates learning
LEP uses machine learning to personalize content
LEP contextualizes learning
LEP engages people in their learning
So I’ve talked about our learning delivery capabilities, with our LMS and now our LEP.
Yet, it doesn't matter how simple or sophisticated your LMS & / or LEP are if you haven't got the right content!