10 Ways to Use an Enterprise Social Network for Social LearningJane Hart
Using an ESN in these ways can help L&D play a significant part in inspiring, encouraging, supporting and embedding social learning in the organisation - and at the same time build widespread adoption of the ESN. (Presentation at LT16, London, 3 February 2016)
10 Trends for Workplace Learning (from the Top 100 Tools for Learning 2015)Jane Hart
The document discusses 10 trends in workplace learning based on an analysis of the Top 100 Tools for Learning in 2015. Key trends include:
1) E-learning content is becoming more visually appealing through tools that create infographics, animated explainers, and interactive video.
2) 2015 is seeing strong growth in the use of video for creating lessons and content.
3) There is a shift from traditional course management systems to more social learning platforms and hosting courses on enterprise social networks.
4) Tools for classroom interaction and participation are increasing to move beyond one-way instruction to more collaborative learning.
Revolutionize Corporate Learning: Beyond Formal, Informal, Mobile, Social Dic...Marcia Conner
A report for business decision makers interested in abolishing traditional corporate training functions, creating instead vibrant modern collaborative cultures. Why? The corporate learning field is in dire need of bravery, insight, creativity and boldness. It has been stuck in an antiquated rut for too long. Full classrooms and smile-sheet summaries only indicate employees can successfully sit through training, not that these strategies demonstrate value or engender growth in competitive organizations. With a nod toward early twentieth-century innovations, moving the art world toward natural forms, the corporate education function should aim to become learning nouveau. The people responsible for fostering education throughout organizations ought to consider becoming artists. Here's how. [Additional information at http://www.marciaconner.com/learning-nouveau/]
A short presentation on some of the key shifts we are experiencing over the past few years, their impact on how work, learn, collaborate and the future of work.
The use of Tin Can and Open Badges for learningEpic
Epic's Head of Platforms Mark Aberdour presents 'The use of Tin Can and Open Badges for learning' to a packed seminar at Learning Technologies Summer Forum.
Supporting Social & Collaborative Learning in the WorkplaceJane Hart
1. The document discusses supporting social and collaborative learning in the workplace. It explains that learning happens through many different ways at work, including independently, through collaboration with colleagues, and instruction.
2. It outlines three key factors for successful social learning: people who want to learn with each other, an organizational culture that supports social learning, and appropriate technology.
3. The role of L&D is to enable knowledge sharing, collaborative problem solving, and relationship building. This includes working with managers to help them become effective social leaders, helping groups become effective social teams, and fostering relationships across the organization.
The New Way of Learning. What has changed for Corporate Learning? Jochen Robes
The document discusses the "New Way of Learning" for corporate learning. It describes how adidas launched its Learning Campus to enhance training through new digital technologies and make learning an integral part of daily work. The New Way of Learning includes a growing number of open online resources, learners becoming trainers and experts, knowledge workers sharing ideas in communities, and employees choosing their own tools for learning. It also includes new approaches like open badges to recognize informal learning. The implications for corporate learning are new roles for training experts, new competencies, learning concepts and formats, infrastructures, and audiences.
10 Ways to Use an Enterprise Social Network for Social LearningJane Hart
Using an ESN in these ways can help L&D play a significant part in inspiring, encouraging, supporting and embedding social learning in the organisation - and at the same time build widespread adoption of the ESN. (Presentation at LT16, London, 3 February 2016)
10 Trends for Workplace Learning (from the Top 100 Tools for Learning 2015)Jane Hart
The document discusses 10 trends in workplace learning based on an analysis of the Top 100 Tools for Learning in 2015. Key trends include:
1) E-learning content is becoming more visually appealing through tools that create infographics, animated explainers, and interactive video.
2) 2015 is seeing strong growth in the use of video for creating lessons and content.
3) There is a shift from traditional course management systems to more social learning platforms and hosting courses on enterprise social networks.
4) Tools for classroom interaction and participation are increasing to move beyond one-way instruction to more collaborative learning.
Revolutionize Corporate Learning: Beyond Formal, Informal, Mobile, Social Dic...Marcia Conner
A report for business decision makers interested in abolishing traditional corporate training functions, creating instead vibrant modern collaborative cultures. Why? The corporate learning field is in dire need of bravery, insight, creativity and boldness. It has been stuck in an antiquated rut for too long. Full classrooms and smile-sheet summaries only indicate employees can successfully sit through training, not that these strategies demonstrate value or engender growth in competitive organizations. With a nod toward early twentieth-century innovations, moving the art world toward natural forms, the corporate education function should aim to become learning nouveau. The people responsible for fostering education throughout organizations ought to consider becoming artists. Here's how. [Additional information at http://www.marciaconner.com/learning-nouveau/]
A short presentation on some of the key shifts we are experiencing over the past few years, their impact on how work, learn, collaborate and the future of work.
The use of Tin Can and Open Badges for learningEpic
Epic's Head of Platforms Mark Aberdour presents 'The use of Tin Can and Open Badges for learning' to a packed seminar at Learning Technologies Summer Forum.
Supporting Social & Collaborative Learning in the WorkplaceJane Hart
1. The document discusses supporting social and collaborative learning in the workplace. It explains that learning happens through many different ways at work, including independently, through collaboration with colleagues, and instruction.
2. It outlines three key factors for successful social learning: people who want to learn with each other, an organizational culture that supports social learning, and appropriate technology.
3. The role of L&D is to enable knowledge sharing, collaborative problem solving, and relationship building. This includes working with managers to help them become effective social leaders, helping groups become effective social teams, and fostering relationships across the organization.
The New Way of Learning. What has changed for Corporate Learning? Jochen Robes
The document discusses the "New Way of Learning" for corporate learning. It describes how adidas launched its Learning Campus to enhance training through new digital technologies and make learning an integral part of daily work. The New Way of Learning includes a growing number of open online resources, learners becoming trainers and experts, knowledge workers sharing ideas in communities, and employees choosing their own tools for learning. It also includes new approaches like open badges to recognize informal learning. The implications for corporate learning are new roles for training experts, new competencies, learning concepts and formats, infrastructures, and audiences.
This document provides 10 ideas for teachers to use social media to work and learn smarter through professional development. It suggests monitoring the web for new content, reading industry blogs, subscribing to favorite blogs, connecting with other teachers on Twitter, Facebook and LinkedIn, viewing and sharing presentations, using content curation services, blogging experiences, and building communities of practice. The goal is to improve individual, team and organizational productivity through finding, using, creating and sharing content while joining networks and communities.
20160412 IEEE EDUCON Open Education Keynote Christian M. StrackeChristian M. Stracke
Open Education for Smart Education: Open educational policies, strategies and access for all - Keynote at IEEE EDUCON 2016 in Abu Dhabi by Dr. Christian M. Stracke (OUNL)
mLearning and MOOCs as an optimal training environmentInge de Waard
This presentation merges the benefits from mobile learning and MOOCs. The presentation was given during one of ADL Interagency Mobile Learning Webinars on 16 July 2013.
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.
Social media can be used to improve learning and performance in the workplace. It supports informal, self-managed, and social learning approaches. Younger generations are demanding more up-to-date tools, and people across generations are becoming more digitally fluent. Social media allows for different levels of engagement from browsing to creating content. Organizations should consider factors like generational demands, technology trends, and their specific needs to determine the best social media tools.
The Social Learning Revolution: What it means for Higher EducationJane Hart
The document discusses the social learning revolution and its implications. Key points:
1. Learning has shifted from formal instruction to social and collaborative learning using online tools. Individuals now have more control over their own learning through personal learning networks.
2. Both individuals and teams are using social tools like Twitter and Google Drive to ask questions, share resources, learn from each other, and collaborate in new ways.
3. This social, on-demand, and autonomous learning represents a major shift that will impact how workplaces and educational institutions approach learning. Personal knowledge management will be increasingly important for individuals to stay relevant and marketable in a changing job market.
LSG Webinar: Next generation learning practices in the age of knowledge shari...Jane Hart
This document summarizes a presentation about the next generation of learning practices in the age of knowledge sharing and collaboration. The key points discussed include:
- How learning in the workplace is changing with the rise of enterprise social networks and new learning practices that are more collaborative.
- The importance of knowledge sharing and building personal learning networks for keeping skills and knowledge up to date.
- How traditional e-learning is becoming less effective and new approaches like connected learning and learning flows are emerging.
- The changing role of workplace learning professionals to encourage and support knowledge sharing across organizations.
A Practical Guide to using Social Media in your JobJane Hart
This document provides a summary of a guide about using social media in the workplace. It discusses how social media can help employees and teams become more productive by finding information, keeping updated, communicating, sharing resources, and collaborating. The guide contains tips on using tools like Google, Wikipedia, blogs, LinkedIn, Twitter, Yammer, email, instant messaging, and file sharing services to support work activities. It is available at a provided web address.
1) The social learning revolution is changing how individuals learn through social tools like Twitter, YouTube, and Google Drive that allow people to build networks to share knowledge and learn from each other.
2) Social learning is more continuous, on-demand, social, and autonomous compared to traditional e-learning which is frustrating some employees.
3) As a result, companies are changing to become social businesses that use enterprise social networks to facilitate collaboration, knowledge sharing, and connected learning among employees.
Building the New Skills of the Networked WorkplaceJane Hart
Jane Hart gave a presentation at the Charity Learning Consortium Conference in London on November 27, 2013 about building new skills for the networked workplace. She discussed how individuals are using free online social tools like Google Drive, YouTube, and Twitter to build personal learning networks, ask and answer questions, share resources and ideas, and learn from each other. Teams are also using social tools for knowledge sharing and collaboration. Learning has become continuous, on demand, social, and autonomous as individuals now have more control over their own learning using these new tools. The connected workplace demands new skills, and the role of learning and development professionals is shifting to supporting collaborative learning and knowledge sharing through enterprise social networks and online communities of practice.
The Comet's Tail of Workplace Learning TrendsJane Hart
This document outlines key workplace learning trends over the past 15 years using a comet tail metaphor. It shows how training has evolved from traditional classroom training to include e-learning, blended learning, live online learning, simulations, and rapid e-learning. More recent trends include the rise of mobile learning, gamification, informal learning, MOOCs, social learning, knowledge sharing, and performance support. A variety of tools that support each trend are also listed.
From "Command & Control" to "Encourage & Engage" Jane Hart
This document discusses the shift from traditional command and control models of management and learning to more collaborative and engaging models that empower employees. It describes how the modern "smart worker" learns through informal, social, and autonomous means like networking, sharing knowledge, and constant skills improvement. The document suggests learning and development professionals embrace these trends by supporting personal learning, knowledge sharing, and performance over formal training. It argues measuring learning quality through performance rather than course completions will better support today's engaged knowledge workers.
Understanding Social Learning in the WorkplaceJane Hart
The document discusses social learning in the workplace. It defines social learning as learning with and from others, with or without technology, where learning is a broad concept. Social learning can take many forms, such as collaborative classrooms, social workshops, learning cafes, communities of practice, and more. Technology like enterprise social networks can underpin social learning by facilitating connection, conversation and knowledge sharing. The document provides examples of how to structure social learning experiences and support social learning through guidance, advising and encouraging participation. It also presents a case study of using Yammer to host social learning workshops and challenges.
The document discusses the workplace learning revolution brought about by the rise of social tools and personal learning networks. It notes that many employees are bypassing traditional learning and development to solve problems and learn in a more immediate, social and autonomous way using tools like Twitter, Google Drive, YouTube, and enterprise social networks. This is causing frustration with traditional e-learning approaches. Learning and development professionals are now helping teams collaborate better and supporting personal knowledge management through social onboarding, online workshops and enterprise learning networks.
LearningatWork keynote: learning in the social workplaceJane Hart
Jane Hart gave a keynote on social learning in the workplace. She discussed how social learning has always occurred naturally between friends and colleagues, but modern tools now enable new forms of social learning. She outlined different types of social learning like personal learning networks and described how learning and development professionals can support social learning by helping teams share and learn from one another. The case study of a Pfizer sales team in India showed how a guided social learning approach helped the team connect remotely and learn together.
This document summarizes the key points from a course on open education and MOOCs. It discusses the design challenges of MOOCs, including issues around scale, motivation, identity and support for students. It also addresses debates around the role of MOOCs and their implications for higher education. Specifically, it notes concerns that MOOCs could exacerbate the digital divide or that their use may ignore the need for student support. Overall, the document emphasizes that MOOCs are an important development in online learning and open education that higher education institutions should engage with rather than ignore or panic about.
The document discusses modern workplace learning and the role of learning and development (L&D) departments. It notes that learning now occurs in short bursts using mobile devices, is social and continuous. L&D departments should organize learning initiatives using short formats, curate online resources, and encourage social and mobile learning. They should support everyday learning by helping build communities, offering guided social learning, and encouraging reflection. L&D should also promote professional learning through supporting individual learning plans and building modern learning skills like seeking, sensing, and sharing information.
How can L&D support today's smart workers?Jane Hart
The document discusses how learning and development (L&D) professionals can support today's "smart workers" by moving from a command and control approach to one that enables and supports workers. It outlines eight characteristics of smart workers: they learn continuously on the job, want immediate access to solutions, are willing to share knowledge, rely on networks, learn from others, keep up-to-date in their field, strive to improve productivity, and thrive on autonomy. It argues that L&D should encourage and engage these behaviors rather than trying to control and mandate learning.
Digital transformation: implications for the L&D function (ICELW 2016)scil CH
This document discusses the implications of digital transformation for learning and development (L&D). It outlines how technological innovations like mobile computing, cloud computing, the internet of things, and cognitive computing are changing business needs and learner expectations. Learners now want personalized, engaging learning that is immediately useful on any device. Businesses want L&D support for their strategies and measurable business impact. The document presents a framework for how L&D organizations can adapt, including adjusting their service portfolios, business processes, customers, and revenue models to focus on agility, innovation, and developing digital competencies. It provides examples from companies like Festo Group, scil academy, Centre for Young Professionals, and SAP Learning H
From formal to informal learning and back: extending the portfolio of L&D unitsscil CH
The document discusses extending learning and development (L&D) portfolios to incorporate more informal and social learning opportunities. It proposes including practices like communities of practice, expert networks, and social media platforms. Training programs could integrate informal elements like videos, games and peer feedback. L&D units could provide services to facilitate collaboration, knowledge sharing, and performance support through coaching and expert discussions. The approach aims to build on informal learning experiences to enhance formal training, allowing lessons from small pilot programs to inform larger rollouts.
This document provides 10 ideas for teachers to use social media to work and learn smarter through professional development. It suggests monitoring the web for new content, reading industry blogs, subscribing to favorite blogs, connecting with other teachers on Twitter, Facebook and LinkedIn, viewing and sharing presentations, using content curation services, blogging experiences, and building communities of practice. The goal is to improve individual, team and organizational productivity through finding, using, creating and sharing content while joining networks and communities.
20160412 IEEE EDUCON Open Education Keynote Christian M. StrackeChristian M. Stracke
Open Education for Smart Education: Open educational policies, strategies and access for all - Keynote at IEEE EDUCON 2016 in Abu Dhabi by Dr. Christian M. Stracke (OUNL)
mLearning and MOOCs as an optimal training environmentInge de Waard
This presentation merges the benefits from mobile learning and MOOCs. The presentation was given during one of ADL Interagency Mobile Learning Webinars on 16 July 2013.
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.
Social media can be used to improve learning and performance in the workplace. It supports informal, self-managed, and social learning approaches. Younger generations are demanding more up-to-date tools, and people across generations are becoming more digitally fluent. Social media allows for different levels of engagement from browsing to creating content. Organizations should consider factors like generational demands, technology trends, and their specific needs to determine the best social media tools.
The Social Learning Revolution: What it means for Higher EducationJane Hart
The document discusses the social learning revolution and its implications. Key points:
1. Learning has shifted from formal instruction to social and collaborative learning using online tools. Individuals now have more control over their own learning through personal learning networks.
2. Both individuals and teams are using social tools like Twitter and Google Drive to ask questions, share resources, learn from each other, and collaborate in new ways.
3. This social, on-demand, and autonomous learning represents a major shift that will impact how workplaces and educational institutions approach learning. Personal knowledge management will be increasingly important for individuals to stay relevant and marketable in a changing job market.
LSG Webinar: Next generation learning practices in the age of knowledge shari...Jane Hart
This document summarizes a presentation about the next generation of learning practices in the age of knowledge sharing and collaboration. The key points discussed include:
- How learning in the workplace is changing with the rise of enterprise social networks and new learning practices that are more collaborative.
- The importance of knowledge sharing and building personal learning networks for keeping skills and knowledge up to date.
- How traditional e-learning is becoming less effective and new approaches like connected learning and learning flows are emerging.
- The changing role of workplace learning professionals to encourage and support knowledge sharing across organizations.
A Practical Guide to using Social Media in your JobJane Hart
This document provides a summary of a guide about using social media in the workplace. It discusses how social media can help employees and teams become more productive by finding information, keeping updated, communicating, sharing resources, and collaborating. The guide contains tips on using tools like Google, Wikipedia, blogs, LinkedIn, Twitter, Yammer, email, instant messaging, and file sharing services to support work activities. It is available at a provided web address.
1) The social learning revolution is changing how individuals learn through social tools like Twitter, YouTube, and Google Drive that allow people to build networks to share knowledge and learn from each other.
2) Social learning is more continuous, on-demand, social, and autonomous compared to traditional e-learning which is frustrating some employees.
3) As a result, companies are changing to become social businesses that use enterprise social networks to facilitate collaboration, knowledge sharing, and connected learning among employees.
Building the New Skills of the Networked WorkplaceJane Hart
Jane Hart gave a presentation at the Charity Learning Consortium Conference in London on November 27, 2013 about building new skills for the networked workplace. She discussed how individuals are using free online social tools like Google Drive, YouTube, and Twitter to build personal learning networks, ask and answer questions, share resources and ideas, and learn from each other. Teams are also using social tools for knowledge sharing and collaboration. Learning has become continuous, on demand, social, and autonomous as individuals now have more control over their own learning using these new tools. The connected workplace demands new skills, and the role of learning and development professionals is shifting to supporting collaborative learning and knowledge sharing through enterprise social networks and online communities of practice.
The Comet's Tail of Workplace Learning TrendsJane Hart
This document outlines key workplace learning trends over the past 15 years using a comet tail metaphor. It shows how training has evolved from traditional classroom training to include e-learning, blended learning, live online learning, simulations, and rapid e-learning. More recent trends include the rise of mobile learning, gamification, informal learning, MOOCs, social learning, knowledge sharing, and performance support. A variety of tools that support each trend are also listed.
From "Command & Control" to "Encourage & Engage" Jane Hart
This document discusses the shift from traditional command and control models of management and learning to more collaborative and engaging models that empower employees. It describes how the modern "smart worker" learns through informal, social, and autonomous means like networking, sharing knowledge, and constant skills improvement. The document suggests learning and development professionals embrace these trends by supporting personal learning, knowledge sharing, and performance over formal training. It argues measuring learning quality through performance rather than course completions will better support today's engaged knowledge workers.
Understanding Social Learning in the WorkplaceJane Hart
The document discusses social learning in the workplace. It defines social learning as learning with and from others, with or without technology, where learning is a broad concept. Social learning can take many forms, such as collaborative classrooms, social workshops, learning cafes, communities of practice, and more. Technology like enterprise social networks can underpin social learning by facilitating connection, conversation and knowledge sharing. The document provides examples of how to structure social learning experiences and support social learning through guidance, advising and encouraging participation. It also presents a case study of using Yammer to host social learning workshops and challenges.
The document discusses the workplace learning revolution brought about by the rise of social tools and personal learning networks. It notes that many employees are bypassing traditional learning and development to solve problems and learn in a more immediate, social and autonomous way using tools like Twitter, Google Drive, YouTube, and enterprise social networks. This is causing frustration with traditional e-learning approaches. Learning and development professionals are now helping teams collaborate better and supporting personal knowledge management through social onboarding, online workshops and enterprise learning networks.
LearningatWork keynote: learning in the social workplaceJane Hart
Jane Hart gave a keynote on social learning in the workplace. She discussed how social learning has always occurred naturally between friends and colleagues, but modern tools now enable new forms of social learning. She outlined different types of social learning like personal learning networks and described how learning and development professionals can support social learning by helping teams share and learn from one another. The case study of a Pfizer sales team in India showed how a guided social learning approach helped the team connect remotely and learn together.
This document summarizes the key points from a course on open education and MOOCs. It discusses the design challenges of MOOCs, including issues around scale, motivation, identity and support for students. It also addresses debates around the role of MOOCs and their implications for higher education. Specifically, it notes concerns that MOOCs could exacerbate the digital divide or that their use may ignore the need for student support. Overall, the document emphasizes that MOOCs are an important development in online learning and open education that higher education institutions should engage with rather than ignore or panic about.
The document discusses modern workplace learning and the role of learning and development (L&D) departments. It notes that learning now occurs in short bursts using mobile devices, is social and continuous. L&D departments should organize learning initiatives using short formats, curate online resources, and encourage social and mobile learning. They should support everyday learning by helping build communities, offering guided social learning, and encouraging reflection. L&D should also promote professional learning through supporting individual learning plans and building modern learning skills like seeking, sensing, and sharing information.
How can L&D support today's smart workers?Jane Hart
The document discusses how learning and development (L&D) professionals can support today's "smart workers" by moving from a command and control approach to one that enables and supports workers. It outlines eight characteristics of smart workers: they learn continuously on the job, want immediate access to solutions, are willing to share knowledge, rely on networks, learn from others, keep up-to-date in their field, strive to improve productivity, and thrive on autonomy. It argues that L&D should encourage and engage these behaviors rather than trying to control and mandate learning.
Digital transformation: implications for the L&D function (ICELW 2016)scil CH
This document discusses the implications of digital transformation for learning and development (L&D). It outlines how technological innovations like mobile computing, cloud computing, the internet of things, and cognitive computing are changing business needs and learner expectations. Learners now want personalized, engaging learning that is immediately useful on any device. Businesses want L&D support for their strategies and measurable business impact. The document presents a framework for how L&D organizations can adapt, including adjusting their service portfolios, business processes, customers, and revenue models to focus on agility, innovation, and developing digital competencies. It provides examples from companies like Festo Group, scil academy, Centre for Young Professionals, and SAP Learning H
From formal to informal learning and back: extending the portfolio of L&D unitsscil CH
The document discusses extending learning and development (L&D) portfolios to incorporate more informal and social learning opportunities. It proposes including practices like communities of practice, expert networks, and social media platforms. Training programs could integrate informal elements like videos, games and peer feedback. L&D units could provide services to facilitate collaboration, knowledge sharing, and performance support through coaching and expert discussions. The approach aims to build on informal learning experiences to enhance formal training, allowing lessons from small pilot programs to inform larger rollouts.
5th scil Trend Study 2015/2016 - What are the trends for learning professiona...scil CH
What are the trends of tomorrow in corporate learning? The swiss centre of innovations in learning (scil) repeated its trend study for the fifth time in order to investigate challenges in education management, changes for learning professionals and getting the important topics on corporate learning.
Therefore we used an online questionnaire for data collection from learning professionals in different companies, industry sectors and countries. Based on a proven reference frame of challenges in education management quantitative and qualitative data was collected. Due to the fact that the survey has just been completed, data analysis is still in progress.
We want to use the EAPRIL conference 2015 to discuss our results with practitioners of corporate learning because we are convinced that they should know trends in order to estimate and evaluate them. Thereby we want to contribute to professionalization of learning professionals.
Establishing value: success with & business impact of learningscil CH
The document discusses establishing value and impact for learning initiatives. It introduces the Swiss Center for Innovations in Learning (SCIL) and its services, which include extended training, standard trainings and courses, facilitated workplace learning, and learning networks and communities. SCIL uses methods like ROI analysis, success case studies, and monitoring informal learning to demonstrate the realized and potential value of learning programs. The document outlines these evaluation approaches and their steps to systematically measure learning impact and outcomes.
Digitale Transformation: Folgen für die Bildung? Maturandentag 2016scil CH
Diese Präsentation befasst sich mit der digitalen Transformation im Bildungsbereich und beleuchtet die Automatisierung und digitale Kompetenzen, welche in der Zukunft für Arbeit wichtig sein werden
Trends im betrieblichen Lernen/ Gestaltung von Lernräumen - Verwaltungsakadem...scil CH
Diese Präsentation von scil behandelt Trends im betrieblichen Lernen und erläutert diese Anhand von verschiedenen Beispielen. Themen sind z.B. der Umgang mit Diversität, Personalisiertes Lernen oder Blended Learning.
Mobile learning: current status, examples, challengesscil CH
This document discusses mobile learning, providing 3 key points:
1) It defines mobile learning as accessing educational content on mobile devices, learning outside the classroom, and learning by mobile learners.
2) It provides examples of how individuals and organizations are implementing mobile learning, using apps for self-directed learning and platforms for sharing work-related knowledge.
3) It outlines challenges in connecting learners, integrating information channels, supporting different devices, developing learning strategies and content for mobile users.
The Employee Retention Handbook - by No-Fail HiringSteve Valtin
This document provides guidance on employee onboarding and retention. It discusses why employees often leave within the first 6 months, such as false expectations, lack of attention, and lack of appreciation. It then outlines an effective onboarding model that includes assigning a sponsor, preparing the employee's workspace prior to their start date, conducting orientation and training in the first week and months, and checking in regularly over the first year. The goal of onboarding is to help new employees feel connected to the organization, build relationships, and understand their role to reduce turnover.
Debunking the ‘learner centric’ myths of L&DLaura Overton
This document discusses the importance of learner-centric learning and development strategies for businesses. It notes that learners now have more autonomy over what, how, and when they learn due to improved access to information online. However, many organizations still treat learning as something done "for" rather than "with" learners. The document highlights several myths around learner-centric approaches and provides facts about how today's learners prefer to learn. Specifically, it finds that learners want control over their own pacing, rely heavily on online resources and collaboration, and value support from managers. The document advocates listening to learners to develop customer-activated learning strategies that are more effective and improve business outcomes.
This document discusses how to future proof an organization's learning and development strategy. It highlights key drivers of change for L&D, including new regulations, business needs, workforce development, and changing business conditions. Data shows that L&D professionals want to better support business goals like productivity, customer satisfaction, and staff retention. The document advocates adopting new approaches like mobile learning, social learning, and aligning L&D more closely with business priorities to prepare for an uncertain future. It provides examples of how leading organizations are innovating their L&D strategies to respond faster to change and better support organizational talent needs.
The document discusses wireless network technologies and vertical handoffs. It introduces the motivation for intelligent vertical handoff techniques using artificial intelligence. Key points include:
1) Heterogeneous wireless networks integrate different technologies like WiFi, WiMAX and UMTS to provide seamless mobility but handoff decision making is challenging due to many parameters.
2) The document proposes using fuzzy logic for intelligent handoff necessity estimation and target network selection to maximize user satisfaction based on multiple criteria.
3) IEEE 802.16 standards including 802.16m, 802.16e, and 802.16j are discussed which focus on data rates up to 100Mbps for mobile and 1Gbps for fixed
Fuzzy logic is a form of logic that accounts for partial truth and vagueness. It extends Boolean logic to allow intermediate values between fully true and fully false. Fuzzy logic has applications in control systems, expert systems, and more. A fuzzy logic system uses fuzzy sets and membership functions to map inputs to outputs based on a rule base. For example, a fuzzy logic air conditioner controller uses temperature inputs like "cold" and "hot" mapped to fan speed outputs like "stop" and "blast" through rules like "if cold then stop".
This lease deed summarizes an agreement between a lessor and lessee to lease commercial property. The lessor agrees to lease a building located at [address] to the lessee for a term of [length of lease] in exchange for monthly rent payments. The lessee agrees to use the property only for office purposes and not make any structural changes without permission. Both parties agree to various covenants regarding maintenance, repairs, insurance, and early termination of the lease.
Mariia Rashkevych: Підвищення ефективності розроблення та реалізації освітніх...Lviv Startup Club
Mariia Rashkevych: Підвищення ефективності розроблення та реалізації освітніх проектів (UA)
UA Online PMDay 2024 Spring
Website – www.pmday.org/online
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
this is a very nice presentation on the strategy of training and development to match the target corporate strategy and acheive the HR goals for creating the behavioural model fo the employees
the training is a very important topic and each HR should make
This document discusses strategic training and the strategic training development process. It discusses:
1. The evolution of training's role from a program focus to broader focus on learning, knowledge creation and sharing.
2. A 4 step strategic training development process: 1) Identify business strategy, 2) Identify strategic training initiatives, 3) Translate initiatives into training activities, 4) Identify metrics to measure outcomes.
3. Organizational characteristics and HR planning influence training needs and development activities. Questions are also provided to assess potential training providers.
The document describes the process of redesigning the Provincial Instructor Diploma Program (PIDP) using an outcomes-based curriculum mapping approach. In February 2009, program faculty participated in a mapping exercise to define program outcomes and determine how existing courses aligned with these outcomes. However, the limited time for the exercise prevented completing the full mapping. In subsequent revisions, the faculty focused on aligning topics and content to outcomes, facing challenges in moving away from the original mapping. Lessons indicated that while outcomes mapping was useful, the process required more time and training for faculty accustomed to traditional curriculum development.
This course provides an introduction to business concepts including the business environment, managing organizations using management functions, and global business issues. Upon completing the course, students are expected to have knowledge and insight into business, management, and the factors affecting the business world. Key topics covered include business ethics, entrepreneurship, managing organizations, operations, marketing, information technology, and finance. Students will be assessed through exams, assignments analyzing case studies, and class participation. The goal is for students to understand core business concepts and strategies for managing different organizational functions.
This document provides an overview of a training portfolio for various courses related to health, safety, security, and management systems. It includes a 3-page biography of the trainer, Dieter Moll, outlining his career experience and areas of expertise. The remainder of the document lists 69 proposed course titles along with brief 1-paragraph descriptions of each course, including topics such as active shooter response, accident investigation, port facility security, emergency response, ISO standards, and safety compliance. The courses range from 3 to 10 days and cover subject areas like security, safety, investigation, management, and industry-specific topics.
This document provides an overview of training courses offered by Dieter Moll, an experienced trainer and vocational course designer specializing in policing, occupational health and safety, security, maritime security, and related fields. It includes a career summary of Mr. Moll, his training philosophy, skills and expertise. The second half of the document lists 43 course titles that Mr. Moll provides across various categories like safety, security, management systems, and more. Each course listing includes the title, duration, and category.
The document describes Memphis Light, Gas and Water's (MLGW) Corporate University, which was launched in 2006. It provides training and development services to MLGW's 2,600 employees. The University has a governance structure and curriculum developed around "Schools of Learning" aligned with MLGW's business units and strategic plan. Its goal is to support organizational performance through comprehensive training programs addressing areas like leadership, operations, safety and customer service.
RCS (Dieter MOLL lead trainer) - 2nd Q v1.2 - course program portfolio Dieter Moll
This document provides an overview of a training portfolio for various courses related to health, safety, security, and management systems. It includes a biography of the trainer, Dieter Moll, who has experience in areas such as policing, occupational health and safety, security, emergency response, and management systems. The document lists 73 courses with titles, duration, and brief descriptions. The courses cover topics such as active shooter response, accident investigation, port facility security, emergency response, safety standards and more.
Case study: MOOCs for professional development in global eye healthSally Parsley
1. The document discusses using MOOCs for professional development in global eye health. It describes a case study of the Open Education for Eye Health Programme which aims to increase participation in public health eye care training through open access online courses (MOOCs) for eye health teams in low and middle income countries.
2. It outlines five steps to developing quality MOOCs: analyse needs, design the course, implement, realise the course, and evaluate. It emphasizes engaging learners and stakeholders, defining and evaluating different types of success, using a team approach, and focusing on pedagogy in the design.
3. The presentation provides examples of how they have applied these principles, including collaborating with over 100 contributors
To develop an Agile Learning organization a learning strategy needs to be in place. This presentation shows how to develop a strategy and a roadmap on 3 workshops.
1st International Conference of the Network of Learning and Teaching Centers in Greek Universities: Transforming Higher Education Teaching Practice. Slides by Linda Castañeda
This document discusses resources that training and development professionals use to achieve results, including targeting learning efforts, managing content development, efficiently delivering content, and assessing value. It provides examples of competency frameworks, curriculum development, learning management systems, and approaches for delivering training. The conclusion emphasizes that combining resources allows T&D to change how learning is viewed, carried out, and managed in organizations to maximize benefits.
Digital 2030 - a strategic framework for post-16 digital learning in WalesJisc
A talk from Connect More in Wales 2018.
Speakers:
- Mark Ayton, subject specialist (strategy and business process), Jisc
- Marian Jebb, head of quality and effectiveness policy branch, Welsh Government DfES
Learning in a digital world: trends & implications for learning professionalsscil CH
The document discusses trends and implications in learning in a digital world. It covers topics like digital transformation, microlearning, informal learning, video-based learning, games and gamification, personal learning environments, and emerging topics like immersive learning environments, AI/bots, analytics, and adaptive learning systems. Digital transformation is changing how companies create value and compete through new digital technologies. Microlearning focuses on short, focused learning experiences. Informal learning is a significant part of the 70:20:10 model for learning. Video is increasingly popular for learning due to its production ease and learner appeal. Games and gamification can motivate learners when properly designed. Emerging topics may further transform learning.
Best 20 SEO Techniques To Improve Website Visibility In SERPPixlogix Infotech
Boost your website's visibility with proven SEO techniques! Our latest blog dives into essential strategies to enhance your online presence, increase traffic, and rank higher on search engines. From keyword optimization to quality content creation, learn how to make your site stand out in the crowded digital landscape. Discover actionable tips and expert insights to elevate your SEO game.
Digital Banking in the Cloud: How Citizens Bank Unlocked Their MainframePrecisely
Inconsistent user experience and siloed data, high costs, and changing customer expectations – Citizens Bank was experiencing these challenges while it was attempting to deliver a superior digital banking experience for its clients. Its core banking applications run on the mainframe and Citizens was using legacy utilities to get the critical mainframe data to feed customer-facing channels, like call centers, web, and mobile. Ultimately, this led to higher operating costs (MIPS), delayed response times, and longer time to market.
Ever-changing customer expectations demand more modern digital experiences, and the bank needed to find a solution that could provide real-time data to its customer channels with low latency and operating costs. Join this session to learn how Citizens is leveraging Precisely to replicate mainframe data to its customer channels and deliver on their “modern digital bank” experiences.
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
HCL Notes and Domino License Cost Reduction in the World of DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
We’ll show you how to fix common misconfigurations that cause higher-than-expected user counts, and how to identify accounts which you can deactivate to save money. There are also frequent patterns that can cause unnecessary cost, like using a person document instead of a mail-in for shared mailboxes. We’ll provide examples and solutions for those as well. And naturally we’ll explain the new licensing model.
Join HCL Ambassador Marc Thomas in this webinar with a special guest appearance from Franz Walder. It will give you the tools and know-how to stay on top of what is going on with Domino licensing. You will be able lower your cost through an optimized configuration and keep it low going forward.
These topics will be covered
- Reducing license cost by finding and fixing misconfigurations and superfluous accounts
- How do CCB and CCX licenses really work?
- Understanding the DLAU tool and how to best utilize it
- Tips for common problem areas, like team mailboxes, functional/test users, etc
- Practical examples and best practices to implement right away
In the realm of cybersecurity, offensive security practices act as a critical shield. By simulating real-world attacks in a controlled environment, these techniques expose vulnerabilities before malicious actors can exploit them. This proactive approach allows manufacturers to identify and fix weaknesses, significantly enhancing system security.
This presentation delves into the development of a system designed to mimic Galileo's Open Service signal using software-defined radio (SDR) technology. We'll begin with a foundational overview of both Global Navigation Satellite Systems (GNSS) and the intricacies of digital signal processing.
The presentation culminates in a live demonstration. We'll showcase the manipulation of Galileo's Open Service pilot signal, simulating an attack on various software and hardware systems. This practical demonstration serves to highlight the potential consequences of unaddressed vulnerabilities, emphasizing the importance of offensive security practices in safeguarding critical infrastructure.
A Comprehensive Guide to DeFi Development Services in 2024Intelisync
DeFi represents a paradigm shift in the financial industry. Instead of relying on traditional, centralized institutions like banks, DeFi leverages blockchain technology to create a decentralized network of financial services. This means that financial transactions can occur directly between parties, without intermediaries, using smart contracts on platforms like Ethereum.
In 2024, we are witnessing an explosion of new DeFi projects and protocols, each pushing the boundaries of what’s possible in finance.
In summary, DeFi in 2024 is not just a trend; it’s a revolution that democratizes finance, enhances security and transparency, and fosters continuous innovation. As we proceed through this presentation, we'll explore the various components and services of DeFi in detail, shedding light on how they are transforming the financial landscape.
At Intelisync, we specialize in providing comprehensive DeFi development services tailored to meet the unique needs of our clients. From smart contract development to dApp creation and security audits, we ensure that your DeFi project is built with innovation, security, and scalability in mind. Trust Intelisync to guide you through the intricate landscape of decentralized finance and unlock the full potential of blockchain technology.
Ready to take your DeFi project to the next level? Partner with Intelisync for expert DeFi development services today!
Let's Integrate MuleSoft RPA, COMPOSER, APM with AWS IDP along with Slackshyamraj55
Discover the seamless integration of RPA (Robotic Process Automation), COMPOSER, and APM with AWS IDP enhanced with Slack notifications. Explore how these technologies converge to streamline workflows, optimize performance, and ensure secure access, all while leveraging the power of AWS IDP and real-time communication via Slack notifications.
Building Production Ready Search Pipelines with Spark and MilvusZilliz
Spark is the widely used ETL tool for processing, indexing and ingesting data to serving stack for search. Milvus is the production-ready open-source vector database. In this talk we will show how to use Spark to process unstructured data to extract vector representations, and push the vectors to Milvus vector database for search serving.
Dandelion Hashtable: beyond billion requests per second on a commodity serverAntonios Katsarakis
This slide deck presents DLHT, a concurrent in-memory hashtable. Despite efforts to optimize hashtables, that go as far as sacrificing core functionality, state-of-the-art designs still incur multiple memory accesses per request and block request processing in three cases. First, most hashtables block while waiting for data to be retrieved from memory. Second, open-addressing designs, which represent the current state-of-the-art, either cannot free index slots on deletes or must block all requests to do so. Third, index resizes block every request until all objects are copied to the new index. Defying folklore wisdom, DLHT forgoes open-addressing and adopts a fully-featured and memory-aware closed-addressing design based on bounded cache-line-chaining. This design offers lock-free index operations and deletes that free slots instantly, (2) completes most requests with a single memory access, (3) utilizes software prefetching to hide memory latencies, and (4) employs a novel non-blocking and parallel resizing. In a commodity server and a memory-resident workload, DLHT surpasses 1.6B requests per second and provides 3.5x (12x) the throughput of the state-of-the-art closed-addressing (open-addressing) resizable hashtable on Gets (Deletes).
TrustArc Webinar - 2024 Global Privacy SurveyTrustArc
How does your privacy program stack up against your peers? What challenges are privacy teams tackling and prioritizing in 2024?
In the fifth annual Global Privacy Benchmarks Survey, we asked over 1,800 global privacy professionals and business executives to share their perspectives on the current state of privacy inside and outside of their organizations. This year’s report focused on emerging areas of importance for privacy and compliance professionals, including considerations and implications of Artificial Intelligence (AI) technologies, building brand trust, and different approaches for achieving higher privacy competence scores.
See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
This webinar will review:
- The top 10 privacy insights from the fifth annual Global Privacy Benchmarks Survey
- The top challenges for privacy leaders, practitioners, and organizations in 2024
- Key themes to consider in developing and maintaining your privacy program
For the full video of this presentation, please visit: https://www.edge-ai-vision.com/2024/06/temporal-event-neural-networks-a-more-efficient-alternative-to-the-transformer-a-presentation-from-brainchip/
Chris Jones, Director of Product Management at BrainChip , presents the “Temporal Event Neural Networks: A More Efficient Alternative to the Transformer” tutorial at the May 2024 Embedded Vision Summit.
The expansion of AI services necessitates enhanced computational capabilities on edge devices. Temporal Event Neural Networks (TENNs), developed by BrainChip, represent a novel and highly efficient state-space network. TENNs demonstrate exceptional proficiency in handling multi-dimensional streaming data, facilitating advancements in object detection, action recognition, speech enhancement and language model/sequence generation. Through the utilization of polynomial-based continuous convolutions, TENNs streamline models, expedite training processes and significantly diminish memory requirements, achieving notable reductions of up to 50x in parameters and 5,000x in energy consumption compared to prevailing methodologies like transformers.
Integration with BrainChip’s Akida neuromorphic hardware IP further enhances TENNs’ capabilities, enabling the realization of highly capable, portable and passively cooled edge devices. This presentation delves into the technical innovations underlying TENNs, presents real-world benchmarks, and elucidates how this cutting-edge approach is positioned to revolutionize edge AI across diverse applications.
Your One-Stop Shop for Python Success: Top 10 US Python Development Providersakankshawande
Simplify your search for a reliable Python development partner! This list presents the top 10 trusted US providers offering comprehensive Python development services, ensuring your project's success from conception to completion.
Salesforce Integration for Bonterra Impact Management (fka Social Solutions A...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on integration of Salesforce with Bonterra Impact Management.
Interested in deploying an integration with Salesforce for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
Fueling AI with Great Data with Airbyte WebinarZilliz
This talk will focus on how to collect data from a variety of sources, leveraging this data for RAG and other GenAI use cases, and finally charting your course to productionalization.
GraphRAG for Life Science to increase LLM accuracyTomaz Bratanic
GraphRAG for life science domain, where you retriever information from biomedical knowledge graphs using LLMs to increase the accuracy and performance of generated answers
GraphRAG for Life Science to increase LLM accuracy
Trends in Learning Management - Leaders as facilitators of learning
1. Trends in corporate learning &
development
–
Leaders as facilitators of learning
EFMD Corportate Advisory Seminar
"Leadership Development 2.0"
Brussels, April 19th 2013
Dr. Christoph Meier
www.scil.ch
www.scil-blog.ch
18. Formelles Lernen
Informelles Lernen
Selbst-
steuerung
Fremdsteuerung
durch
Führungskraft
- Manager Portal
e-Learnings und Checklisten
- Career Framework
- E-Learning
- P quicks views
- Podcast
- Webcast
- Business University
- Knowledge Datenbank
- Career Plan
- Kundenbedürfnisse erfordern Training
- Short Term Assignments
- Corporate Social Projects
- Cross unit
- Cross job
- Collaboration
- Knowledge
sharing meetings
- Gesprächssituation
FK MA Anlass: Problem
- Gesprächssituation
FK MA Anregung zum
Erfahrungstausch / Kontakte
initiieren
- Networking Events
- Jour Fixe:
regelmässig/ auf Abruf
- Strategy Jams
- Future of HR jams
- Socialising Events
-.SME's on request
Bilder pro Themen
- Shadowing
- Community & Blogs
- Lunch & learn
- Peer to peer learning der
Mitarbeitenden untereinander
- Wikis
- Manager Portal
Themen, Checklisten, Foren,
Blogs einarbeiten
- Knowledge Management
(selbstgesteuerte Einträge zu
Projekten hinterlegen / lessons learnd
gefördert durch FK
Overview of the
learnscapes
Caterpillar Deloitte
IBM
SiemensUBS