Trends

State of Digital Transformation

According to McKinsey, marketing is the most likely function to embrace digital transformation…

Winners Circle

Learning! 100

The 2017 Learning! 100

If there is a lesson to be learned from this year’s Learning! 100 honorees, it is that there is… Read more...

Enterprise Learning! Conference 2017 Announces Six…

9th Annual Enterprise Learning! Conference Announces 6 Keynotes and 2 Awards Events at August… Read more...

Enterprise Learning! Conference Call for Papers Open

The 7th Annual Enterprise Learning! Conference is now accepting submissions for the September… Read more...

Best of Elearning!

The 2017 Learning! 100

If there is a lesson to be learned from this year’s Learning! 100 honorees, it is that there is always room for improvement, that learning organizations cannot stand pat from year to year, no matter… Read more...

The Best of Elearning! 2017 Voting Opens

The Industry’s Exclusive Users Choice Opens for Nominations Elearning! and Government Elearning! magazines, the industry voices of the enterprise learning and workforce technology market, announced… Read more...

99 Solutions Named Best Of Elearning!…

The 2016 “Best of Elearning!” awards honor best-in-class solutions across the learning and technology marketplace. Celebrating their 12th year, these honors are bestowed across 27 different… Read more...
Web Seminars Series

Learners show equal success on the same courses, whether they access the courses on their desktop or on a mobile device. That’s one of the key determinations made by a recent survey.

“But mobile learners achieving same outcomes in half the time,” CEO Donna Wells of Mindflash adds. “And providing mobile course access is likely to increase percent of learners who reference course content after they initially complete the course.”

The research also emphasizes that shorter courses are better when learners are accessing them via mobile devices. Wells suggests that course designers break up courses into a series of shorter lessons, which should require sequential passing.

She also suggests that learning professionals “consider swapping PowerPoint for Microsoft Word and increasing usage of video to improve experience and success among mobile learners; to correlate training outcomes with business outcomes; and to integrate LMS data with CRM or financial systems data, if at all possible.

—More info: www.slideshare.net/mindflashmarketing/taking-measurement-mobile-assessing-mlearning

Published in Trends

A new McKinsey Global Institute report, “The Internet of Things: Mapping the Value Beyond the Hype,” finds that the hype may actually understate IoT’s full potential — but that capturing it will require an understanding of where real value can be created and a successful effort to address a set of systems issues, including interoperability.

According to McKinsey research, IoT has a total potential economic impact of $3.9 trillion to $11.1 trillion a year by 2025.

MGI’s Michael Chui believes that these factors will determine how successful businesses are at unlocking trillions of dollars in value during the next decade:

  • Interoperability between IoT systems is critical.

  • Currently, most IoT data are not even used for optimization and prediction, which provide the greatest value.

  • Business-to-business applications will probably capture more value—nearly 70 percent of it—than consumer uses.

  • IoT users (businesses, other organizations, and consumers) could capture 90 percent of the value that IoT applications generate.

 - Download the podcast and/or report: http://www.mckinsey.com/insights/business_technology/the_internet_of_things_the_value_of_digitizing_the_physical_world?cid=other-eml-nsl-mip-mck-oth-1507

Published in Trends

E-learning could help prepare more health-care professionals, according to a recent review of research projects carried out by Imperial CollegeLondon by the World Health Organization (W.H.O.).

More than 100 studies found that undergraduate students acquired knowledge and skills through computer-based e-learning (CBL) as well as - or better than - they do through traditional teaching.

Eleven of 33 studies demonstrated statistically significant knowledge gains for students engaged in CBL methods. Eight of 13 studies found a statistically significant difference in skill acquisition favoring the participants allocated to the CBL group. And five of 12 studies found more favorable attitudes among CBL group students. There was also found to be statistically significant knowledge gains for students using 3-D enhanced visual aids compared to students using standard 2-D.

The report concludes, "Information and communication technology (ICT)…called e-learning or blended learning…offers promising new modes for the delivery of education."

The report, edited by Najeeb Al-Shorbaji, Rifat Atun, Josip Car, Azeem Majeed, Erica Wheeler, with 31 contributors from around the globe, is titled "E-learning for Undergraduate Health Professional Education."

—Full report: http://whoeducationguidelines.org/sites/default/files/uploads/eLearning-healthprof-report.pdf 

Published in Latest News

Halfway through 2015, the learning management system (LMS) software market isn’t showing any signs of slowing down. While this growth is great for vendors, it can be intimidating for first-time buyers, according to Brian Westfall of Software Advice, an LMS solution review site. After surveying hundreds of LMS buyers and users, he identified five top trends that are driving e-learning so far in 2015. The top three:

  1. Nearly one-third of LMS users say integration is their top challenge.

  2. Less than 5 percent of buyers request mobile, social or gamification, even though these software capabilities engage learners.

  3. 99 percent of users say LMS software positively impacts content organization and training efficiency.

   - More info: www.softwareadvice.com/lms/top-stats-2015/

Published in Latest News

E-learning has grown in complexity due to the introduction of mobile devices and the growth in operating systems. With the increased demand for mobile learning, clients in turn need to understand the complexities and requirements involved in creating mobile learning courseware.

On the flip side, the rapid increase in the use of mobile devices opens a new world of training opportunities to organizations that have not considered mobile learning. This short mobile learning infographic highlights the important changes and aspects that organizations need to consider.

—Source: http://www.pulselearning.com/wp-content/uploads/2014/08/mobile_infographic_final.pdf

Published in Latest News

The learning industry came together during the Enterprise Learning! Conference, a three-day live event held in Manassas, Va., June 8-10, and a two-day virtual follow-up held July 16-17.

Cutting-edge keynoters addressed the crowd. Keynoter Wayne McCulloch revealed the future of learning by showcasing the learning ecosystem of Salesforce, an organization named the Most Innovative Company four years running by Fortune magazine. Dr. Jennifer Golbeck shocked attendees by revealing how much of our personal data is available to virtually anyone, unbeknownst to most of us. Keynoter Col. Ronald Dodge disclosed that the greatest threat to a company’s cybersecurity is actually the users. McCulloch is senior vice president of Salesforce; Golbeck is director of the Human-Computer Interaction Lab at the University of Maryland; Dodge is CIO and associate professor at the West Point Military Academy.

The on-site event was held in Manassas, Va. June 8-10 while a live virtual edition was held July 16-17. A combined 1,897 learning professionals registered for the hybrid event.

The conference theme of “Building Smarter Organizations” provided four distinct learning tracks that examine learning ecosystems, smart connected things in learn, big data and learning analytics and best practice of the Learning! 100.

“The way we conduct business and train our employees in today’s world is different than any other era, and the popularity of having the option to attend an on-site or virtual, from-your-desktop learning event was reflected in the robust attendance for both events,” notes Catherine Upton, group publisher and event producer.

The July online event featured six live sessions and video broadcasts of the most popular onsite sessions. A live Q&A opportunity was made available to all virtual attendees during the keynote address by Wayne McCulloch as well as a learning CEO panel featuring Todd Tauber from Degreed and Malcolm Lotzof from INXPO.

Another important function of the annual conference is presentation of the annual Learning! 100 awards. The honorees represent 60 corporate enterprises and 40 public-sector/nonprofit organizations. The top winner in the corporate enterprise category was Salesforce, and the public-sector winner is Defense Acquisition University. (See article beginning on page 24.)

The conference programming was designed by George Mason University, Defense Acquisition University and Elearning! Media Group. Those that missed the event can still view content, Q&A and chats on the ELC online platform through Oct. 16.

              -To register: https://presentations.inxpo.com/Shows/ELearning/Microsite/registration.htm

Published in Latest News

By Sharon Boller

Today’s workers and “modern learners” only have 1 percent of their work week to devote to professional development and learning. The concern I have is that we make an assumption that we can and should winnow down all learning initiatives to fit into this 4.8 minutes per day or 24 minutes per week. Most definitely, reinforcement of a skill or reinforcement of a specific body of knowledge can be handled in 4.8 minutes a day. Learning sciencebased platforms such as Knowledge Guru, qStream or Axonify can be very useful in delivering micro reinforcement in this context.

Micro-learning is NOT useful when people need to acquire/learn complex skills, processes or behaviors. Imagine trying to learn any of these behaviors or skills in 4.8 minutes per day:

  • A musical instrument
  • Project management
  • Agile software development and processes
  • Instructional design
  • Any software tool
  • Teamwork skills
  • Sales
  • A [new] product 

 

What our industry needs is better clarity on when we need to formally train people, when we need to reinforce knowledge or skills people are building on their own, and when we simply need to keep key principles or practices front and center (e.g. safety and security practices).

A few years ago, we opted to create a “learning lab” environment in our own organization. We wanted a means of building technical and project management skills — and we recognized that if we want innovation to happen, we have to give it time to happen. This sparked the idea of “skill-builders,” which are formal side projects that employees can do ON COMPANY TIME. This year, we formalized this to the point of letting an employee allocate five full work days of time on a skill builder. Criteria for doing a skill-builder:

  1. The skill-builder needs to link tightly to a competency the company has agreed is important to us. (For example, we use AfterEffects quite a bit. So if a graphic designer wants to learn AfterEffects, he or she can craft a skill-builder around it.)

  2. We need to make sure employees have sufficient time to do it; ideally, they will be able to work in one-half to full-day “chunks” on the skill-builder as it is too hard to stop/start when you are in learning mode.

  3. A formal document needs to be created that describes the project, what skills it will build, what resources are required, and how it links to our business needs.

                  — Sharon Boller is the president of Bottom-Line Performance. Established in 1995, the company creates award-winning learning solutions for a variety of corporate clients. To read the rest of this blog post, visit www.bottomlineperformance.com/the-myth-of-micro-learning.

Published in Insights

SUCCESSFUL ORGANIZATIONS SEEK (AND FIND) EMPLOYEE ENGAGEMENT AND ENTHUSIASM WITH INNOVATIVE LEARNING PROGRAMS

BY JERRY ROCHE

In this day and age, it's not enough for employees to be well informed and well trained. It's increasingly important for learners at corporations, non-profits and in the public sector to be engaged and enthusiastic - and maybe even entertained.

Of all the commonalities in this year's Learning! 100 competition, employee engagement from training and development was a major driver of these organizations' successes.

The American Heart Association's vice president of HR and Corporate Learning Katherine Neverdousky says participants in the AHA's new mentoring program "are very excited. They appreciate the opportunity for them and the SMEs assigned to them, and they also get peer networking, which makes for great conversations and discussions."

Shaw's Chris Clement tells us: "We are constantly hearing from our audience" - meaning his salesforce. "We can’t design training how we want to deliver it, because people have different learning styles. So we've got to respond to their needs, or we'll be designing training that’s obsolete."

Vi Living's new open-enrollment benefits education program not only received rave reviews from employees, but it also drove improvements in business-related metrics: a 69 percent increase in flex spending account participation, a 40 percent increase in the enhanced vision program, a 7 percent increase in the medical plan, and a 9 percent increase in 401(k) program participation. "And employee satisfaction grew along with participation," Vi’s Judy Whitcomb tells us. "follow-up employee survey determined that 90 percent of employees had a good understanding of company benefits compared to 83 percent from the prior survey."

Like the AHA, the financial services company SWBC also has implemented a mentoring program. And, like the AHA, it’s finding increased employee engagement. "One hundred percent of the participants indicated their mentor/mentee was a good match," notes SWBC vice president of Training and Employee Development Mandy Smith. "The vast majority reported feeling more confident in their knowledge, skills and abilities. Six of the 30 participants reported receiving promotions during the program that they attribute to their mentor’s support and the mentoring program."

Learning! 100 applicants are evaluated across three criteria: Collaborative Strategies’ Collaboration Index, Darden School’s Learning Culture Index, and overall organizational performance.

But beyond those metrics, if there is one lesson to be learned from the 2015 Learning! 100 honor roll, it’s that engaged employees are informed employees are excellent employees. To find out more about how the leading companies are being so successful with their learning programs, review the list on the following pages and watch for upcoming sessions, Web seminars, articles and events hosted by Elearning! magazine.

Learning! 100

Published in Top Stories

 

Marshall E-Learning, an equality and diversity specialist consultancy, has launched a tool to help businesses and their employees to better understand unconscious bias in the workplace.

Developed in partnership with the Employers Network for Equality & Inclusion, the free tool enables managers to ask staff to reflect on their own biases and help businesses achieve a clear understanding of how best to manage their employee’s personal biases professionally, which is imperative for creating discrimination-free, fair, inclusive and commercially competitive organizations.

A trial of the tool is available, giving businesses a taster of the training with up to 10 of their own team. The taster helps employers to assess the business case for investing in unconscious bias training for their whole organization, from the boardroom to front line staff.

—More info: www.marshallelearning.com/unconscious-bias-tool

 

Published in New Products

 

Adobe Captivate Prime is a new self-service Learning Management System (LMS) that enables learning professionals to easily and efficiently setup, deliver and track any form of learning. This new Cloud-based offering — which complements Adobe’s range of e-learning tools, including the new Adobe Captivate 9 — enables specialists in learning and development, training and corporate human resources departments to take charge of the learning environments they manage and boost impact by developing skill-based learning programs.

Captivate Prime is designed to make the learning management process intuitive, quick and easy to roll out, so users no longer feel I.T.-dependent. The learner-first approach helps build a culture where employees don’t dodge learning, but embrace it.

Additionally, Captivate Prime helps organizations offer a stimulating learner experience; establish a learning culture and deliver impact with gamification; and deliver mobile learning even when offline and maximize learning impact.

—More info: www.adobe.com

 

Published in New Products
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