We are experiencing a major evolution in work, technology, and the skills that drive them. The fastest-growing fields are in machine learning, data science, vision engineering, operations engineering, and stack development, according to The Ladders. Companies struggle to find the high-tech skills that power manufacturing, technology, and our world.

In “Preparing the Workforce for Jobs of the Future” (page 14), we discover how education and business needs are not aligned, creating a skills gap among graduating students. Organizations like Toyota, Walmart and Amazon have filled the skills void by training, retraining and redeploying talent to high-need areas. But these efforts cannot keep pace with the pace of change. An astounding 60 percent of high schools don’t have a computer science program, so how can students be tech-ready at graduation? It starts with learning and training.

The 2018 Learning! 100 organizations, revealed in this issue, have some great ideas on how to close the skills gap. Navy Federal Credit Union “hires to retires” employees. Vi’s culture attracts and retains talent in the highly coveted field of health care. Shaw Industries partners with high schools and technical centers to train the next generation of talent. Amazon pays tuition up front for employees. Department of Veteran Affairs Acquisition Academy not only trains its own but serves as an outsourced resource for other federal agencies. I daresay every one of the Learning! 100 has embraced the changing workforce, invested in engagement, and support an enabling learning culture that drives performance, retention, and talent. Discover their path to excellence starting on page 25.

How does your organization compare to the Learning! 100? Find out by viewing the “Learning! 100 Benchmarks” on page 44. Learning! 100 organizations deploy mobile, support a remote workforce, invest in learning, and link learning to business impact and management goals. We invite you to join the continued dialogue in upcoming articles, Web seminars, and events. Watch for news at www.2elearning.com.

Coupa, a three-time Learning! 100 winner, shares its story on “Values-Based Leadership.” Though a small company, it has the heart and team of a Fortune 500 behemoth. Jonathan Fear, Director of Coupa University, shares the company’s road to excellence (page 20).

Congratulations to all of the Learning! 100. You inspire us every day. Learning is the answer. - Jerry Roche, Executive Editor

Published in Ideas

Gallup released the State of the Global Workforce Study revealing engagement trends across 115 countries.  Here’s some telling statistics that every manager should know.

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Source: http://bit.ly/2oMI7XN  http://bit.ly/2yFebB7    http://bit.ly/2tdp6U5

Published in Trends

The 2018 Learning & Talent Platforms Buyer Study conducted by Elearning! Media Group via an online survey of learning professionals reveals the current trends and purchase plans for 2018. These findings were tabulated from 441 responses across corporate, government, education and non-profit organizations. The study was conducted industry-wide and includes Elearning! subscribers and community members.

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Discover Must Have Features, Brand Ownership & Awareness, Buying Process and Roles in 2018 Learning & Talent Platforms Buyer Study Download Free Report at:  http://bit.ly/2tDfzWH

Published in Trends

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 leader Jayzen Patria to produce The Diversity & Learning LAB Experience. Sessions will be held at the MASIE Center in Saratoga Springs April 10-12, 2018. Jayzen will host and facilitate a small group of learning colleagues in the lab as diversity, inclusion, and learning leaders from around the world interact with participants by video throughout the program. Participants are encouraged to come prepared to share, learn, and design with fellow learning professionals and thought leaders, as well as their own board of stakeholders back at the office (via connected technology).

Learn more: Masie.com

Published in Latest News

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: https://www.surveymonkey.com/r/Learning100

“The Learning! 100 award winners are an elite team of high performers. From small to large enterprises, this award honors those that push the limits of learning and development, to over achieve by exceeding performance expectations,” says Catherine Upton¸ Group Publisher, Elearning! Media Group. “Learning is at the core of their success. Every Learning! 100 winner inspires us with their innovation, passion and performance.”

Previous Learning! 100 honorees include: T-Mobile, Amazon Web Services, American Heart Association, Salesforce, NASCAR, Defense Acquisition University, and Scripps Health to name a few. Application deadline has been extended to April 15th.

Learn More: http://bit.ly/2FjrEon

Published in Latest News

Americans are eager to work but no longer for somebody else. The number of Americans working for themselves looks to triple—to 42 million people—by 2020, according to Research Now.

Millennials are driving the freelance trend. Of the 27 million independent workers, 42% will be millennials. The study also finds Americans who already work for themselves are very content to keep doing so, with 97% of them (up from 10%) reporting no desire to return to the traditional workplace. These findings are consistent with Intuit’s 2006 study on the topic.

“Given these trends, companies need to proactively create what I call approved workplace ecosystems that will likely include the corporate campus, home office… or any place with a decent Wi-Fi or 4G signal,” claims Jeremy Neuner, CEO, NextSpace.“A real ecosystem is about more than just a collection of places. It’s about the norms, the culture, and the vibe that knit [us] together,” concludes Neuner.

Source:  https://www.freshbooks.com/_themes/ freshbooks/brand-assets/freshbooks-survey-2017.pdf

Published in Latest News

According to McKinsey Global, 32% of U.S. jobs will be replaced by automation by 2030. This is a small percentage across the global front. McKinsey estimates that 400 million to 800 million people will need new jobs as automation and machine learning creep into industries all over the world. Of that number, McKinsey suggests 375 million will have to switch occupational categories entirely.

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“It’s going to take a shift in mindset,” says Susan Lund, a leader of the McKinsey Global Institute. “People need to expect they may not only have entirely different employers, but entirely different occupations. We talk about lifelong learning, but in the next five to 10 years, we’ve actually got to make that a reality—it will require changes from employers and policy-makers, but also individuals, on how we think of jobs.”

Published in Latest News

HR needs to put proper foundations in place first before implementing to AI.

“We’ve gone from the mainframe to DOS to Windows to client- server to web,” says Jason Averbrook, Principal of LeadGen.  In five generations of technology, I’ve been really doing the same things, only on a new piece of technology. This [AI] isn’t that. This is not doing the same thing on a new piece of technology. This is actually changing the way work is done and doing things completely differently.”

HR must step up to the mark with digitization and AI by:

>>  Constructing solid data sets

>>  Creating a great user experience

>>  Shifting focus from automation to digitalization which changes the work experience

“The danger is that HR will be caught napping when the executive team comes knocking and wants to know what HR’s plans are for this new way of working,” concludes Averbrook.Source: https://diginomica.com/2018/02/26/ready-hr-ai/

Published in Latest News

Sixty-nine percent of organizations are using Artificial Intelligence in IT functions today says Infosys study.  While 75% are currently or planning to replace workforce resources with AI technology, 80% of organizations will retrain or redeploy displaced employees.

How Companies Are Preparing Staff

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McKinsey & Company claims that AI can automate as much as 45 percent or more of any particular job – allowing workers to focus on higher level, mission-critical activities.

With 76% of senior executives saying AI is fundamental to their organization’s success, AI will only grow in adoption over the next 3 years.

Source: http://infy.com/2CT3CLG

https://www.infosys.com/aimaturity/Documents/amplifying-human-potential-CEO-report.pdf

Published in Latest News

Simply put, learners in teams are more engaged. Research Eesley conducted shows that collaboration in online classes significantly improves learning and engagement and course completion.

According to the study, students who worked in teams were 16 times more likely to pass the course. As a baseline, of the 23,577 students working individually, only 2% (501) passed the course. However, 32% of all students on teams graduated-1500% higher. Of this, 21% of students working in teams without mentors and 44% of students in teams with mentors passed (See Figure 1).

Similarly, students in teams were more engaged in the community and contributed more to class discussions and peer evaluations. For example, students on teams accessed the course five times as often. On average, learners working alone logged in once per week, but students in teams (no mentors) signed in 4.9 times per week, and students in teams with mentors signed in 5.5 times per week (See Figure 2).

COMMUNITY AND SOCIAL ENGAGEMENTS

The completion rate of individuals working alone resembles that of most free, open courses on traditional learning platforms. It is clear that basic “social features,” such as discussion boards, messaging, and social network sharing, are insufficient to drive higher engagement.

The benefit of social learning comes when students feel responsible as part of a learning community. One can achieve this with a combination of team-based assignments, mentorship, reputation systems, identity transparency, community moderation, and the like. This ‘felt accountability” is a powerful intrinsic motivator that is effective at increasing course persistence and learning outcomes. This type of networking drives significantly higher engagement and completion rates.

CONTEXT AND RESEARCH

This research was conducted at Stanford University from 26,248 students in Technology Entrepreneurship, an eight-week free course. The analysis utilizes a multivariate regression format, with dependent variables of various engagement and satisfaction measures, independent variables including collaboration type, and control variables for demographics, engagement level, etc.

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Published in Insights
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