Skills development is a top concern of Learning and Development (L&D) professionals and business leaders — and 69% of L&D leaders say talent development is their top priority. That’s why D2L has added rubrics for employees and managers in the new Magenta release. Rubrics are a tool that instructors leverage to create consistency and set clear expectations for their learners. Soft skills and good-quality feedback can be hard to assess — and measuring skills can be a key ingredient in helping employees continue to progress in their careers. With the Magenta release, Brightspace makes it easier for organizations to evaluate employee skills and provide clear and transparent feedback.

The Magenta Release includes the following powerful features for businesses and organizations:

>> A new user experience for rubrics makes it easier to evaluate employee learning and give clear and transparent feedback. Rubrics also help give more timely feedback to employees, allowing instructors to more quickly identify their learning needs.

>> The ability to assign and assess learning happening outside the digital environment— like presentations, skill demonstrations, or field work — providing an easy way to handle feedback and assessment in the moment.

>> Powerful new data and analytics tools — Magenta’s new Data Solutions Consulting packages help users focus on defining data-driven goals, completing a needs analysis and feasibility study and building a data solution required to gain insights and answer identified business problems.

>> A course adventure pack makes it easy for learning and development managers to create content integrating gamebased learning, storytelling, interactive assessment and awards leaderboard elements into training material to help improve employee engagement, retention, achievement and outcomes.

>> Improvements to quizzing — including a dynamic preview for question pools in quizzes, and more data on quiz attempts with character counts on quiz logs help to streamline the quiz- creation experience.

>> A Manager Dashboard helps keep employees on track by setting due dates and clear expectations for assignments. Employees can stay also stay better organized and navigate to their courses quickly by having their course cards grouped by role or department.

WHAT CORPORATE USERS ARE SAYING

“Our primary focus isn’t tests and written assignments—it’s asking students to demonstrate their coaching philosophy and how they put it into practice as they work with their athletes. Brightspace gives us a better way for them to capture those experiences and share them with their fellow students and mentors—for example, by making and sharing videos,” says Jason Sjostrom, Director of Coaching, Canadian Sports Institute Calgary.

“Now with one system in place on the Brightspace platform, we can track customers’ learning progress, which helps keep them on task. We also leverage D2L’s intelligent agents in almost all our live courses, which allows us to easily communicate directly with customers and large numbers of course registrants within the platform. Having a system that
allows you to reach out when you need to at certain points of a course, send reminders, and get people moving in the right direction or drive them to discussion boards is very important for our association and our members,” says Nancy Robert, former Executive Vice President, Chief Product & Marketing Officer, American Nurses Association.

“Brightspace allows us to provide rich content, improve an employee’s opportunities and improve their ability to execute while still allowing them the freedom to do their day-to-day work. This earns buyin from managers and employees alike and makes adopting a new learning program easier for the entire organization,” says Lisa Cairns, Director of E-Learning, Smith.

ABOUT BRIGHTSPACE

Brightspace is a cloud-based learning platform that makes online and blended learning easy, flexible and smart. Brightspace is a quantum leap beyond LMS – it is easy to drag-and-drop content to create engaging courses, supports all mobile devices, has industry-leading uptime and is accessible for all learners. Plus, Brightspace enables the future of learning with a gaming engine, adaptive learning, video management, intelligent agents, templated interactives for course design, full support for outcomes or competency-based learning, and actionable learning analytics.

D2L has transformed the way millions of people learn online and in the classroom. Learn more about D2L for businesses at www.D2L.com.

Published in New Products

Since 2004, ej4 has delivered the unexpected in the e-learning industry. Our unique style of microlearning videos combines instructional design with adult learning theories and is delivered via contemporary video design. Our modern learning management system is simple, intuitive, and mobile so employees have the freedom to learn anywhere, anytime.

ej4

EJ4’S OFF-THE-SHELF CONTENT

Our library has just the right amount of content for your learners on the topics you require: workplace compliance (antiharassment and employment law), safety (OSHA and DOT), communication, and more. We also offer a broad range of topics that your internal stakeholders request such as leadership, software skills, and selling skills.

Here are a few reasons our clients prefer ej4's off-the-shelf video content: 
>> Thoughtful visuals: Unexpected and surprising design elements, along with creative graphics, better engage learners.
>> On-screen presenters: Live people, not just voice-over, keep our videos personal, relatable, and engaging.
>> More updates: Fresh matters. Avoid the hassle of worrying which courses need updating; ej4 regularly updates our courses every two years at a minimum.

EJ4’S CUSTOM CONTENT

Do you love the thought of creating your own custom courses, but feel stretched too thin? Let ej4 help!

Give us the topic. Let us handle the script and storyboard, source the talent, create the graphics, and produce the course. We’ll do the work while getting your input and approval at each step along the way.

Give us the script on the topic you've done 100 times. We can edit the script and graphics for short-form video, allow-ing you to keep the course you created. This process works great for your topics that have a longer shelf life: boarding,product training, employee orientation, your sales process, and more.

EJ4’S THINKZOOM LMS

How is your learning technology? Maybe your company has finally gotten big enough that it's time for your first LMS Or maybe it's time to trade in your old, clunky, outdated LMS.

Thinkzoom is our modern learning management system that easily lets you track employee use, measure comprehension of material, create reports quickly and effectively, and assign classroom training. Imagine giving your CFO hard data on how effective your training dollars are!

Thinkzoom was created learner-first, mobile-first. All of these features are just a click away.

Mobile ready: 47% of learners engage on nights and weekends and 58% engage somewhere other than their office desks. Reach learners where they are with mobileready technology.

Competency-based learning tracks: Courses are mapped to 36 of the competencies in the Lominger Model, allowing you to align training to performance reviews and recruiting criteria.

Training reinforcement tools: Initial and follow-up quizzes are built-in to ensure the information is retained.

Authoring tool: Record your own audio or create short videos to complement your usual training with our award-winning authoring tool.

Classroom training: Create and schedule instructor-led courses from within our LMS. Users can self-enroll or be autoenrolled by admins. Attendance can be tracked in the system and learners can earn points for course completion.

Contracts with ej4 are "Everything but Ordinary!" Purchase our off-the-shelf content and get our LMS free!

Published in New Products

Despite earning more bachelor’s degrees, negotiating equal salaries, and staying in the workforce like men, women remain underrepresented across all categories in business, reports McKinsey Group and LeanIn.org Study.

"This [disparity] should serve as a wake-up call: until companies close the early gaps in hiring and promotion, women will remain underrepresented," cites the authors. Download complete report at: https://www.mckinsey.com/featured-sights/gender-equality/women-in-the-workplace-2018?

Women Lag in Senior Roles

Published in Trends

Augmented reality, mobile and collaborative solutions top the list of fastest growing learning technologies learning leaders plan to deploy according to the 2018 Learning & TalentPlatforms Study conducted by Elearning! Magazine.

Fastest 1

Published in Trends

The Fosway 9-Grids assists HR leaders in making informed decisions around their solution choices. It compares solutions based on their Performance, Potential, Market Presence, Total Cost of Ownership and Future Trajectory. Workday and Cornerstone also named 2018 Best of Elearning! honorees.

Fosway Ranks HCM Cloud SolutionsFosway Ranks HCM Cloud Solutions2

Published in Latest News

In 2004, UC Berkeley had 300 data science graduates. This semester, the number of students spiked to 1,000 causing the university to add the new undergraduate degree to the School of Science and Letters. The degree is the first to be added in 16 years.

"No program has grown this fast at Berkeley," said David Culler, interim dean of the Division of Data Sciences, which was established in December.

Other UC campuses are scrambling to add the data courses to meet demands. UC San Diego, Santa Cruz and Davis have expanded programs. UC Irvine was the first to offer a data science degree in 2014.

Demand

Published in Latest News

Linking process improvements to business strategy is the top challenge for senior leaders in the year ahead according to PEX 2018 Report. Sustaining change (30%), ensuring customer focus (22%), overcoming short term focus (22%), and deploying new technologies (21%) round out the top 5 challenges. Skill shortage (10%), lack of alignment between business and departments (12%) and maintaining executive buy-in (16%) completed the list of concerns. To view complete report, 

Visit: https://register.processexcellencenetwork.com/pex-annualreport-2018-email-only/
Source: PEX 2018 Report 

Top Business

Published in Latest News

If there's one trend that has gripped business headlines this year and put HR squarely in the spotlight, it has been the growing concern over compliance issues, particularly safety, diversity/inclusion, and workplace harassment.

Slowly, decision-makers are understanding that compliance training can't be limited to a oncea-year training session and be successful. They are coming to understand that a safe environment is needed, along with training, and that there are many ways in which we can do better. They’re beginning to realize that they need to put the "human" back in "Human Resources."

HR GETS IT
This will not be news to many of the clients we work with on a weekly basis. Many of ej4’s client contacts are in HR, and we’ve found that HR professionals get it. They truly do care about their people and are always frustrated when their efforts at creating a better environment are not fully supported.

WHAT’S CHANGED?
What has changed is that it’s now obvious that the status quo isn’t enough. In the past, our sales reps noticed that most organizations wanted to spend “the bare minimum” on compliance training. The idea was to hedge against legal risk—and that’s all. If an annual training with a set of antique videos fit the bill, that would be enough for most companies.

SIMPLY “BEING IN COMPLIANCE” IS NOT ENOUGH
It should be obvious why this is not enough. Most compliance training focuses on clarifying the law, and corporate policies with regard to the law. Laws about workplace harassment, discrimination, and safety represent the bare minimum of what companies should be doing to create safe, productive environments. That’s because these laws are designed around what is measurable and enforceable by government agencies. When training focuses solely on being in compliance with the law, it will likewise have minimal effect.

LET’S GET BEYOND THE LEGAL
Imagine what would happen if we paused and thought about compliance in more than just legal terms. Think of your employees as people. People with hopes and dreams. People with families and friends. Imagine if they were a part of your family. Would you want your daughter working at your place of business? Or your neighbor?

When we start thinking in human terms instead of just legal or economic terms, compliance takes on a whole new meaning. It becomes less about liability and more about atmosphere. It doesn’t just stick employees in front of a video for an hour (or a live lecture, for that matter). It seeks to engage, discuss, and follow up.

STILL A BUSINESS DECISION...OF SORTS
Revamping your compliance training is largely a business decision, and there has to be a business case for it. I’m not asking folks to ignore the bottom line. (I’m the CEO of my company. I get it.) My point is that, when we think of everything in economic terms, including people, that’s when problems start.

If you still want to see that business case, I recommend downloading our whitepaper from our website, “Why Compliance Training is More Than a Checkbox.” It has some sobering stats about workplace compliance issues.
For example:
>> Workplace bullying costs U.S. businesses close to $360 billion annually.
>> 48% of employees who experience bullying, as victim or bystander, end up leaving their companies.

Alongside those statistics, this whitepaper provides actionable advice for organizations to do better when it comes to comprehensive compliance training efforts. We all know it needs to happen. We all know that we can do better. Companies will be better for it. Learn more about our training content at www.ej4.com/HR

Published in Insights

Insights and Practical Guidance from the Field

A little more than 30 years ago—at the time when the first micro-computers arrived in the workplace—my career began in learning and development (L&D). It was very exciting to experience the first generation of computer-based training solutions and even the computer-based "management games" that were introduced for leadership development. In those days, the L&D function was called "training," and most efforts were mandated for the workforce and focused on technical skills and training initiatives.

Almost all training was delivered in a classroom or conference center, and research on people-capa-bility building and corporate training was at a preliminary stage. Fast-forward to today. We are at the beginning of the Fourth Industrial Revolution, which is fueled by advancements in technologies, such as the Internet of Things, machine learning, robots, the autonomous car, 3-D printing, and the mobile Internet, to name a few. All these technologies have already had tremendous impact on what is required of people capabilities in organizations. The world and the workplace have changed dramatically. The good old personal computer has been replaced by the smartphone. It seems like the Internet
has always been around: people work virtually from a variety of locations, technology has introduced and disrupted many business models, and IT has gained dominance over the way we work.

Today, training has evolved into L&D. Organizations that want to stay in business have realized they must continually invest in the development of their human capital, and about 45 percent of all today’s formal learning is delivered through digital solutions. In many cases, these channels have replaced traditional classroom programs. Technology enables learning to be even more personalized and self-directed. The classroom of the 21st century is enabled by technology and provides people with immersive-learning experiences. The future is about high-tech and high-touch learning. Young professionals and leaders have told us that they benefit tremendously from time away from daily work, where they can collaboratively solve wicked problems, practice new skills, receive coaching, connect and learn from others, get inspired by new insights, and reflect on their own work and personal development. Additionally, individuals have realized that they need to embrace lifelong learning mind-sets to remain relevant and that their careers will involve multiple employers and roles.

Research in multiple fields has contributed significantly to the L&D profession. Thanks to cognitive neuroscience we know more about how the brain works and how people learn. This research has provided evidence that because of the brain’s neuroplasticity, people can continue to learn and grow throughout their lifetime. Many universities have performed ground-breaking research in the broader field of adult learning, and L&D professionals benefit tremendously from these insights on how to design the most effective and efficient learning solutions. We also have a better understanding from developmental psychology research on what it takes to change people's behaviors. Finally, the very promising field of positive psychology looks at what enables organizations and people to flourish, and these insights have been incorporated into the design of learning programs.

The defining attributes of the 21st-century economy and fourth industrial revolution are innovation, technology, globalization, and a rapid pace of change. Therefore, an organization’s capacity to enhance the capabilities of its workforce and create a culture of continuous learning are vital to remaining competitive. These trends make an effective learning-and-development (L&D) function more critical than ever. I am the editor and co-author of this book, a compendium of 20 chapters co-authored by McKinsey L&D experts and colleagues. It addresses a range of topics essential to the future of L&D, including function structure and governance, digital learning, and developing lifelong learning mind-sets, among others.

I am very gratified that over the past 30 years L&D has also matured as a profession. There are now several bachelor's, master's, and doctorate university degrees offered in this field, and a growing number of companies have acknowledged that L&D is a vital profession, akin to accounting, IT, and marketing. In these organizations, the role of a chief learning officer has become accepted, and the people appointed to lead L&D are specialists in this broad field of knowledge and expertise.

It has been an amazing personal journey to watch the L&D profession make such an impact over the years. As I am passionate about how I can advance the profession, I reached out to my colleagues and invited them to co-author this book, Elevating Learning & Development: Insights and Practical Guidance. It focuses on a variety of learning topics that matter to every L&D professional. The book includes an introduction and 19 chapters with terrific perspectives from leading McKinsey L&D practitioners and thought leaders. This compendium of articles discusses every facet of professional development and training— from ensuring that L&D's efforts are closely aligned with business strategy to elements of advancing the L&D function, designing learning solutions, deploying digital learning, executing flawlessly, measuring impact, and ensuring good governance. I couldn’t be prouder or more appreciative of all the amazing work that this team has accomplished, and I am delighted to present this book to you. For L&D professionals seeking to hone their organization's efforts, Elevating Learning & Development: Insights and Practical Guidance from the Field is the ideal resource and I hope that you and your colleagues will benefit.

All royalties from this book will be donated to the foundation: (http://www.e-learningforkids.org/) which has provided over 20 million children (age 5-12) with free access to digital learning (online/offline) in elementary school subjects including Math, Science, Language Arts, Computers, Life and Health Skills.

On behalf of the E-learning for Kids Foundation, I want to thank you for purchasing this book. 

Published in Insights

What is the best way to remember a person’s name? Many people suggest that when you are introduced to a new person, you should say that person’s name right away. It sill help you remember the person’s name. This way you use it or lose it.

The brain is built to retain information when it is used. Just like using a person’s name will help you remember it, if you use the training information right away – within hours of learning it, your brain will remember it. This is Learning Application.

Currently, learners look at a training, whether it be an instructor led workshop or an e-learning course, as an event that takes place in a conference room or on their laptop and that is where it stays – in the conference room or the laptop rather than applied on the job. Afterwards, they go back to work, and it is "business as usual".

How about if we look at learning events differently? How about if we focus learning events on "on-the-job application and on-the-job development".

Learning Application focuses on applying the learning directly following the learning event. To do this, we need to set the expectation with learners that after they complete the learning event, they apply the course on the job. Give the learner an exercise to do directly following the training. Make it easy to do with step-bystep instructions, and
a job aid will help them remember it and engrain the new behavior. This is Learning Application.

If you provide your learners with an on-the-job exercise implementing Learning Application, you are asking your learners to Use It - Don’t Lose It!

Use it Dont loose it

Published in Ideas
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