Insights

Corporate Training and a Twitter Feed Walk into a Bar

By Michael Croft This is a punch line you’re going to love – effective and engaging corporate…
  • Delivering on the Promise of E-Learning

    Insights
    -Addressing the Low Completion Rate in Asynchronous Online Learning Platforms by Rick Bauer Director, MEF Certification The state of learning and training, particularly in the IT industry, is in…
  • Coaching for Success

    Insights
    As experience demonstrates, the best players are not always the best coaches. Many star performers are just not able to transfer their skills and knowledge to others. The same idea applies to sales.…

Winners Circle

Learning! 100

Learning! 100 Award Finalists Revealed

The Top 100 Learning Organization Rankings to be Revealed August 27th The Elearning! Media Group… Read more...

8th Annual Learning! 100 Award Application Deadline…

Award Honors Top Learning Organizations for Innovation, Collaboration and High Performance… Read more...

8th Annual Learning! 100 Award Call for Applications Opens

Award Program Recognizes Top 100 Global Learning Organizations Elearning! Media Group, publishers… Read more...

Best of Elearning!

Learning! 100 Award Finalists Revealed

The Top 100 Learning Organization Rankings to be Revealed August 27th The Elearning! Media Group revealed the Learning! 100 top learning organizations finalists for 2018. The final rankings will be… Read more...

Diversity & Learning Lab Launched

Diversity, inclusion, and belonging are unique areas of both challenge and opportunity for learning professionals. To address these topics, Elliott Masie has partnered with international learning… Read more...

Learning! 100 Call for Applications

The annual Learning! 100 award program honors public and private sector organizations for innovation, collaboration and learning culture that drives performance. Applications can be submitted at:… Read more...

BY JERRY ROCHE

Global Council  Of Corporate Universities

Thankfully, we in the U.S. were the first to avail our employees of "corporate university" (CU) training, the first such organization having been established more than 60 years ago by General Electric (GE). So the CU concept is far from new -- but it's beginning to become commonplace even in the most remote nations of the globe.

Organizing and implementing a successful CU is no easy task, for many factors have to be considered beforehand -- especially when benchmarking against other existing corporate universities -- like:

 >>  contribution to the effectiveness  of the business;

>>  corporate influence;

>>  structural considerations;

>>  learning process; and

>>  management of information.

The main goals of a corporate university are organizing training, promoting continuous learning, supporting organizational change, retaining employees, and bringing a common culture, loyalty and belonging to companies -- especially multi-nationals.

Elearning! magazine recently had the opportunity to question leading proponents about their global corporate universities:

TELL US ABOUT THE GLOBAL COUNCIL OF CORPORATE UNIVERSITIES (GLOBALCCU): SIZE, FOCUS, MISSION.

The GloblalCCU platform is a unique global online private social network entirely dedicated to optimizing the performance of corporate university professionals and showing their stakeholders that their corporate university or their internal learning structure creates real value.

Multi-national corporate members come from more than five continents. Member states are Angola, Argentina, Australia, Austria, Azerbaijan, Belgium, Brazil, Canada, China,Colombia, Croatia, Czech Republic, Denmark, Dominican Republic, Estonia, Finland, France, Germany, Guatemala, Honduras, India, Indonesia, Ireland, Italy, Luxembourg, Malaysia, Mexico, Morocco, Netherlands, New Zealand, Nigeria, Norway, Panama, Peru, Philippines, Poland, Portugal, South Africa, Russia, Rwanda, Saudi Arabia, Singapore, Slovenia, Spain, Switzerland, Sweden, Turkey, United Arab Emirates, U.K., U.S.A., Venezuela and Vietnam.

WHAT UNIQUE CAPABILITIES/ CHALLENGES DOES A GLOBAL CU HAVE VERSUS A ONE-NATION CU?

Today, even if companies operate solely on a national scale -- which is less and less frequent -- they cannot stay away from the transformations of the world from which they are interdependent.

A fortiori, corporate universities belonging to multi-national companies face very big challenges. They have to juggle many paradoxes related to their organizational architecture, to the engineering of their central and/or local learning offerings, to the modes of execution and delivery -- especially in countries where Internet infrastructures are not sufficiently deployed. They have to cope with different cultures, international time differences, inter-generational, inter-religious relationships, social belonging differences, local managerial customs, relationship differences with power and authority. They must be concerned with languages of learning, since English is far from being spoken everywhere. In other words, it's not easy to run the CU of a multi-national company.

WHAT BEST PRACTICE CAN YOU SHARE TO OTHER GLOBAL CORPORATE UNIVERSITY LEADERS?

It is difficult to put forward one good practice when there are thousands, all as exciting as another. I would just like to cite the project of the integration of 20,000 HSBC employees following its purchase in 2016, by Banco Bradesco, our best overall Gold Award winner 2017. The process was skillfully worked and deployed. I was struck by the intellectual approach of the designers of this program, who, for example, worked closely together, both the integral and integrated teams — on the Prince of Machiavel. In the auditoriums where the meetings were held, the scenography exposed the words: “Pensar e Agir” (think and act) in very large, three-dimensional letters. What great art.

--Annick Renaud-Coulon is founder and CEO of the Global Council of Corporate Universities, based in Paris, France.

Software Ag

YOU WERE RECOGNIZED AS A WORLD CLASS CORPORATE UNIVERSITY BY THE GLOBALCCU. WHAT DISTINGUISHES YOUR ORGANIZATION FROM THE OTHERS?

One of the key differentiators for sure is our size. We are much smaller than most of the other training organizations competing for the award. Software AG is a midsize company but with a truly global setup -- which makes us somehow unique: we are small enough to care and big enough to deliver. This describes pretty well our customer relation in comparison to the real big fish in our market, like IBM or Oracle. As the corporate university of Software AG, we directly face the "stretch" of having learning and development requirements of a global player while at the same time not having resources like largescale organizations. But such a stretch has a positive impact: it makes us more creative. So for our CU, we believe we are small enough to care and smart enough to deliver.

The other thing that differentiates us is that we have to focus. We do not follow every trend or hype but have a crystal-clear vision where we have to go. The foundation of our strategy is “Design Thinking.” We apply this problemsolving philosophy in a slightly adjusted way to everything we do as CU, but also to Software AG as such. It is a central element of every high-potential or leadership training program:

1. We embedded it into our new-hire education package;

2. Once a year, we run a MOOC for all interested employees; and

3. Developed over time "Design Thinking Champions" in all regions of the world to drive this mindset change through the whole company.

WHAT HAS BEEN THE KEY BUSINESS CHALLENGE(S) YOUR ORGANIZATION FACED, AND HOW DID YOU OVERCOME IT?

Digitalization is one of the key disrupting megatrends of today's world: it affects literally every company on the globe. Software AG is a leading-edge I.T. technology supplier that helps companies to survive this turmoil but also to win against their competitors.Thus customer centricity, agility and speed of innovation are key for us to win our competition against both very large companies and startups or small, specialized niche vendors. This is a real challenge. We neither have the massive resources like the big players nor can we act as flexible and fast as startups, as we have strong customer relations for more than 45 years and a workforce that is between 4,000 and 5,000 employees globally. We have to be smart in how we manage this challenge. We respond to this with a number of strategic programs and initiatives, among which Design Thinking is the cornerstone. Since we started these initiatives, we have seen significant change of behavior in all departments, across all hierarchies.

WHAT BEST PRACTICE CAN YOU SHARE WITH OTHER GLOBAL CORPORATE UNIVERSITY LEADERS?

Basically two ideas: the first one being to apply Design Thinking to all our services and offerings.Too often we build our "products" inside-out. Like engineers, we think we know what's required and develop solutions based on “functions and features.” We forget the usability of our “products.” Of course we (occasionally) do learning needs analyses, but they are not user-centric. Instead, we ask what is required for a certain department or a theoretical job role (a manager, a consultant, a sales rep). We tend to forget the individuals behind these structures and role definitions. But in the end it's the individual who "consumes" our offerings and either does learn something or doesn't.

The other idea I would like to share is more a question than a recommendation. I asked my team this question a while ago - with an astonishing result. It goes like is: "What would we do different, if we had to earn our salaries (or the budget of our organization) like any other external vendor of training offerings?" The answer was: "A lot!" This evoked vivid and fruitful discussion. The full potential of this thinking exercise unleashes when you think "time is money" and turn the question into: How can we "earn" as much time (instead of money) as possible from our learners? What should our offering look like, how would we need to market and sell it, etc. You can also turn it into a profitability statement: To become profitable, we need to earn more money with our offerings than we spend to create and maintain these offerings. Imagine what happens if you combine this exercises with the Design Thinking approach. The areas of improvement that become visible are incredible.

--Peter Dern began his career at SAP where he held various management responsibilities in the education area. He also worked as management consultant with focus on education and change management and developed a partner network to offer SAP education and professional certification as part of government-funded education programs for unemployed Germans. In a joint program with the Swiss Center of Innovation in Learning (SCIL) at University St. Gallen, he developed a service offering for personal development departments and corporate universities. Today, he runs the Corporate University at Software AG.

Defense Acquisition University

YOU WERE RECOGNIZED AS A WORLD- CLASS CORPORATE UNIVERSITY BY GLOBALCCU. WHAT DISTINGUISHES YOUR ORGANIZATION FROM THE OTHERS?

The DAU extends the concept of learning beyond the classroom. DAU is now delivering more "in-context consumption learning" on the job -- anytime, anyplace -- a growing number of learning products to an increasing number of Defense Acquisition Workforce members. All learning assets (e.g., courses, how-to videos, self-service portals, communication technologies, and on-the-job support tools) are integrated and shared by the workforce. The widespread use of social media, which provides users a sense of instant access to information and opinions, instills an expectation for fast and relevant two-way communication; government organizations that communicate through social media must meet their customers' expectations to remain relevant or risk losing their audience. As a leader in training for the Department of Defense, DAU is no exception, and is actively building its social media presence. Working through multiple social media platforms enables the university to connect directly with its customers and stakeholders and incorporate communications technologies within our curricula.

WHAT HAS BEEN THE KEY BUSINESS CHALLENGE(S) YOUR ORGANIZATION FACED AND HOW DID YOU OVERCOME IT?

At DAU, we understand the tremendous potential technology now plays in learning and development but also the fundamental changes needed to effectively leverage it. This is even truer for a new, rapidly growing, and “always connected” (collaborative/social) generation now part of our workforce. This generation has fewer programs (career opportunities) on which to learn and gain experience, fewer mentors to help them learn, fewer resources, and fewer of themselves, yet we still need to find ways to help them succeed. To this end, DAU's leadership team strategically envisioned, designed and implemented a totally new enterprise learning strategy to meet the dynamic career-wide learning needs of our generation, transforming 150,000 workforce members. Incorporating it into and reshaping our strategic plan has brought a huge paradigm shift on the job, providing students with real-time access to all our learning assets whether formal or informal. This has continued to drive remarkable results impacted by these communication technologies and tools:

>>  graduated 181,970 students,46,024 classroom and 135,946 distance learning;

>>  Provided 5.1 million hours of training;

>>  provided 12.3 million hours of formal and informal learning;

>>  increased continuous learning modules completions to more than 673,000 per year;

>>  provided 525 total mission assistance efforts, totaling 291,000 hours -- all working with customers in their workplaces; and

>>  reached our 160,000th Acquisition Community Connection member with 45 million page views.

WHAT BEST PRACTICE CAN YOU SHARE WITH OTHER GLOBAL CORPORATE UNIVERSITY LEADERS?

These last two years, DAU has committed to developing qualified acquisition professionals by fully engaging our students, both in the classroom and on the job. DAU is fully integrated in our learners' careers from the time they enroll in their first DAU course until they retire. We are also becoming more learning-asset-centric. This approach changes how we develop, deploy, deliver and maintain all our learning assets. It minimizes bias toward courses as the only solution, leverages technology that best suits the material and student needs, and allows for sharing and re-purposing of learning assets across the Acquisition Learning Model (ALM). Not only do we consistently update our curriculum and improve our learning assets to ensure the most up-to-date information is available right at our learners' fingertips, but as technology advances, we also explore new content delivery methods to meet the changing needs of the workforce. By taking advantage of new technologies, we are able to create learning environments that provide students opportunities to gain the knowledge and understanding they need while reducing time away from the job. DAU has implemented a totally holistic approach to learning. This paradigm shift:

>>  develops,deploys,delivers and maintains all formal,informal and social learning assets;

>>  moves curricula and asset development upstream;

>>  creates an early point for learning asset creation and allocation;

>>  minimizes bias toward courses as the only solution;

>>  leverages technology that best suits the material and the student needs and enables social links and promotes a common learning culture; and

>>  establishes requirements that translate directly into Learning Objectives.

Additionally, by nurturing social links easily accessible in the classroom, on-line, at home and on the job, DAU has fostered a common corporate culture of learning.

--Christopher R. Hardy, Ph.D., is the director, Strategic Planning and Learning Analytics, Office of the President. He co-authored "Leading a Learning Revolution:  The Story Behind DAU’s Reinvention of Training" in 2008. Under his direction, DAU has repeatedly been recognized as one of the best learning organizations throughout the public and private sectors with more than 60 awards in 14 years. In 2017, DAU was recognized for the seventh year in a row as one of the best Learning! 100 organizations. Dr. Hardy was personally awarded the Eagle Award in 2014 for lifetime achievement in e-learning by the U.S. Distance Learning Association.

Published in Top Stories

 

9th Annual Enterprise Learning! Conference Announces 6 Keynotes and 2 Awards Events at August 29th-30th Conference in San Diego, CA

 

Elearning! Media Group, the leader in learning and workplace technology media, announced the Enterprise Learning! Conference 2017 (ELC17) keynotes and event agenda. Registration is also now open. The event takes place August 29-30, 2017 in San Diego, CA. The theme is “Building the High-Performance Organization in the Age of Disruption.” 

The Enterprise Learning! Conference 2017 hosts global thought leaders and executives from corporate enterprise, government agencies, higher education and non-profit organizations. This conference reveals how leaders are building high-performance organizations in the age of digital disruption. ELC17 serves the robust $243 billion enterprise learning market expanding at 17% CAGR. 

ELC17 convenes over 125 award-winning learning professionals to share the best practices of high performance organizations, lessons learned, and future strategies. Invest 48 hours at ELC17, and discover how to engage teams, build a productive learning culture, measure impact and embrace the future digital enterprise.

“There is no better location to share what’s now and next than California,” said Catherine Upton, ELC17 conference chair. The rate of technological innovation is disruptive to our organizations. At ELC, attendees will meet leaders from Salesforce, NASA’s Jet Propulsion Labs,Zappos, T-Mobile and Cisco; all are embracing innovation to re-invent learning within their organizations.”

ELC17 Keynotes Announced
ELC17 theme of Building the High-Performance Organization in the Age of Digital Disruption. The digital evolution is just beginning; AI, Machine Learning and Immersive learning is progressing rapidly and will change the workplace, our jobs and roles. Discover how to harness the age of disruption by attending these keynotes at ELC17.



Keynote: Thriving in the Age of Disruption 
Speakers: Sundar Nagaranthnam, SVP, Salesforce University, Salesforce 
& Kathy Bries, GM, Learning@Cisco, Cisco

Keynote: Breaking the Rules: Creating the Contemporary Learning Organization
Speaker: Anthony Gagliardo, Head of HR & Training, NASA JPL

Keynote: The Future Work Experience: 10 Rules for Mastering Disruption
Speaker: Kevin J. Mulcahy, Partner, Future Workplace

Keynote: Learning Ecosystems for Tomorrow’s Workplace
Speakers: Dr Jennifer Vogel-Walcutt, Director of Innovation, ADL, Dept. of Defense, & Tina
Marron-Partridge, VP, Global Talent Director, IBM Watson (invited)

Keynote: Building the Culture of WOW at Zappos.com
Speaker: Erica Javellana, Speaker of the House, Zappos.com

Keynote: Helping Employees Thrive in the Age of Disruption
Speaker: Joe Burton, CEO, Whil Concepts, Inc.

Celebrating Excellence
ELC17 provides executives an engaged environment to network, share and learn from leaders across the globe. Coupled with cutting edge research, expert learning technologists and two prestigious industry award programs- Learning! 100 and Learning! Champions- this is the “Must Attend” forum for learning and performance executives. Registration is now open at: http://www.ELCEShow.com Register by July 1st and save $500. 

Who Should Attend
Executives charged with driving enterprise performance via learning and workplace technologies, including HR, Talent, Development, Training, E-learning, Project Management, Education, Sales & Service should attend ELC17. Government, non-profit agencies and educational institution leaders are also in attendance to collaborate on the now and the next in learning. Attending this conference is an amazing opportunity to meet colleagues from across the globe. Registration is now open at:http://www.elceshow.com. Register by July 1st and save up to $500. 

About Elearning! Media Group
Elearning! Media Group is owned by B2B Media Group LLC. Elearning! Media Group consists of eleven media products including: Elearning! Magazine, Government Elearning! E-Magazine, e-mail newsletters, Alerts, Websites, Web seminars, the Enterprise Learning! Summit and Enterprise Learning! Conference. Elearning! Media Group serves the $243 billion learning & workplace technology market. Suppliers and practitioners can follow us: online at www.2elearning.com; on Twitter: @2elearning or #ELCE; via Facebook: Elearning! -Magazine or LinkedIn: Elearning! Magazine Network or Enterprise Learning! Conference. 

Enterprise Learning! Events 
Since 2008, Enterprise Learning! Events bring onsite and online audiences together to learn, network and share. Mark your calendar for Enterprise Learning! Conference on August 29-30, 2017 in San Diego, CA. Enterprise Learning! Conference hosts the Learning! 100 and Learning! Champion Awards. The Enterprise Learning! Conference Online is an on-demand event available to all ELC17 conference attendees, and online only attendees after the live event. For more information about the Enterprise Learning! Conference visit http://www.elceshow.com

 

Published in Latest News

The 2017 E-learning User Study was conducted by Elearning! Media Group via an online survey of learning professionals to reveal the current trends and practices in e-learning. These findings were tabulated from 363 responses across corporate, government, education, and non-profit organizations. The study was conducted industry wide, including Elearning! Magazine subscribers. E-learning encompasses enterprise-wide learning and workplace technologies.

LEARNING DEPLOYMENT BY LOCATION TYPE

Drivers for Learning Investments

Employee engagement and improved collaboration are the top business objectives for learning investments. Personalized  learning moves up to #3 in priority.

Training PrioritiesCompliance regains the lead in training priority for 2017.

ELM March First Look 1

LEARNING SOLUTIONS USED & PURCHASES

Learning teams use a variety of solutions and are actively sourcing new solutions. The fastest growing solutions based upon purchase intention are:

ELM March First Look 2

Published in Trends

LearnCore, a training and coaching software for sales and customer facing teams, doubled down on its mobile strategy by launching a native Android application. Teams can now improve their knowledge and skills on any mobile device. The app provides users with mobile access to training courses, certifications, video coaching, and downloadable content for offline access.

"The release of our Android app brings the power of LearnCore where it's convenient for our users," says Vishal Shah, LearnCore CEO. "Given the global presence of our clients and the popularity of Androids, it was a natural extension of our technology."

Similar to LearnCore's existing iPhone and Salesforce app, the Android app delivers video, PowerPoint presentations, PDFs, screenshots and others forms of learning media. Plus, on-the-go employees can collaborate directly through the app by viewing practice videos and messaging approaches by other users, and provide feedback.

Published in New Products

Docebo provided its first look at the brand new Docebo Content Marketplace at Learn Tech '17. The Content Marketplace makes purchasing and delivering high-quality e-learning content easier, reduces time spent on administrative functions, and improves speed-to-deployment of training materials. Docebo partnered with OpenSesame on the release.

"With the Content Marketplace, Docebo clients can now easily access, browse and purchase learning materials from OpenSesame and other learning content providers right from within their Docebo LMS, explains Docebo's product marketing director Donato Mangialardo.

-Visit: www.docebo.com 

Published in New Products

The Blended Learning Hub is a perpetual learning makerspace designed specifically for training, learning and education professionals. A social collaborative community, the Blended Learning Hub, will provide a personal, curated approach to modern blended learning for learning professionals. The Blended Learning Hub will go live on March 6th.

"We, as learning professionals, are expected to be experts in everything, but until now, had no clear path how to get there"” says Jennifer Hofmann, founder and president of InSync Training. "In response to this clear need, we created the Blended Learning Hub. We couldn't be more excited and proud to share it with the training, learning, and education community."

The Blended Learning Hub will include monthly learning campaigns focused on a crucial blended learning topic, like microlearning and facilitation. Learn-ing campaigns include personal learning pathways, expert guidance and support from Phylise Banner, an engaging com- munity of peers, and exclusive resources and purposefully curated content from trusted industry sources.

-Learn more: www.insynctraining.com 

Published in New Products

The Harvard University strategic initiative HarvardX is running a massive open online course (MOOC) that features adaptive learning and assessment algorithms that tailor course material in response to student performance. 

"Adaptive learning functionality, through which a computer system can fit learning experiences to the needs of each student, had not been offered previously in a HarvardX course and is featured in a few courses across the edX online learning platform, reports Brent Marlow, Harvard correspondent. That all changes with the first pilot course "Super-Earths and Life, taught by Harvard's Phillips Professor of Astronomy Dimitar Sasselov. The goal is to gain a preliminary assessment of the technological feasibility and impications of adaptive functionahlit to online courses. "Depending on the results, the technology may expand to other HarvardX MOOCs, says Marlow.

"Adaptive learning programs are very good at speeding up information acquisition and lengthening retention, as well as individualizing learning to help learners see where they have difficulty, says Peter K. Bol, Harvard's vice provost for advances in learning (VPAL) and Charles H. Carswell Professor of East Asian Lan- guages and Civilizations.

"One of the big advantages of learning in the digital space is the ability to get real-time feedback, says Robert A. Lue, HarvardX faculty director and professor of the practice of molecular and cellular biology. "Adaptive functionality allows users to optimize learning based on their performance, offering a personalized path to mastery."

-Learn more: http://news.harvard.edu/gazette/story/2017/02/adaptive-learning-%20featured-in-harvardx-course/

 

Published in New Products

Skillsoft, provider of e-learning technology, released a new content delivery and learning platform, called Percipio. New content, called business skills and leadership, includes 200 courses and more than 1,800 micro-learning videos between three and five minutes in length. “The videos will be released this month, and an additional 1,100 will be released before the end of December, says Tara O’Sullivan, chief creative officer at Skillsoft.

Skillsoft’s new concept moves away from instructor-led training. The biggest differentiator in the videos is the use of professional actors to depict real-life situations that focus on key messages, O’Sullivan says. Over time, users get to know the actors, such as Seth, who keeps making mistakes at work, and Tom, the CEO who is calm and analytical.

Existing customers will migrate to the new platform over the next year or two while new customers will start on Percipio. Skillsoft delivers Cloud-based content and services to 40 million active users and 6,700 customers, including compliance training for more than 1,000 organizations.

-Learn more: www.skillsoft.com 

 

Published in New Products

Mark Zuckerberg recently visited the Oculus Research Lab in Redmond, Wash., and showed off how the Oculus Gloves could type in virtual reality. He shared:

“Our Oculus Research lab in Redmond is where some of the best scientists and engineers in the world are pushing the boundaries of virtual and augmented reality. The team is led by Michael Abrash and focuses on things like advanced optics, eye tracking, mixed reality and new ways to map the human body. The goal is to make virtual reality and augmented reality what we all want it to be: glasses small enough to take anywhere, software that lets you experience anything, and technology that lets you interact with the virtual world just like you do with the physical one.

He concludes: “The technology being builtin this lab right now makes me want the future to get here a lot sooner.”

 

Published in New Products

MicroTek, provider of training room rentals, virtual training technologies, meeting services and large training roll-outs, released a significant upgrade to its Virtual Training Room, which provides a hybrid learning experience by connecting a live, instructor-led class with remote participants — promoting an equal, interactive learning environment for all learners.

The upgrade includes these enhancements:

>> New breakout room functions. Now, instructors are able to easily place participants into virtual breakout rooms for participation in small group activities.

>> Simplified remote learners connections to the Virtual Training Room platform.

>> New intuitive interface for learners and instructors to use and interact with the system and take advantage of advanced training tools

“Virtual Training Room is a corner-stone of our Next Generation Classroom suite of services and has been very popular with our customers — who have provided valuable insight into how to improve the interface and experience. These upgrades reflect that feedback and enhance the superior learning environment our users expect with Virtual Training Room,” says Ron Tolentino, manager of Technical Services at MicroTek.

 

Published in New Products
Page 9 of 97

 


You are now being logged in using your Facebook credentials