Remote work is changing how you learn. While 60% of surveyed L&D professionals expected to implement a virtual training strategy before COVID-19, remote work has drastically enhanced the speed of implementation for most organizations. Excitingly, this experience is recontextualizing learning and knowledge-sharing in unparalleled ways.   Download this infographic to have a quick reference of the research presented in the article, The New Normal: Connecting with The Remote Workforce.

Employees give an NPS of -29 to their organizations’ online training, despite an increase in digital investment More than 1,000 professionals from HR, L&D, and HR Consulting participated in Gamelearn's second edition of its annual report. Their answers were contrasted with those of employees to identify misalignments. And guess what? Some serious contradictions have been detected. According to the results of our survey, over 60% of companies have increased their online training budget compared to last year. However, professionals rated the online training programs they’ve received with an NPS of -29, clearly a failing grade. But it's not all contradictions, almost everyone surveyed agreed on what kind of solutions would provide both the engagement employees need to learn and the results organizations need to grow. Want to find out what they are? Click below to access the full report.

Traditional classroom and year-end compliance training isn’t enough anymore. As the world has shifted to a more remote workplace, modern learning solutions are a must-have for staying competitive. For an engaging and effective training program, you need quality content, a comprehensive LMS, and a strategic training partner to help you on your learning journey. In this buyer’s guide, you’ll learn: What to look for in an LMS What makes a great content library Why having a strategic partner is a game-changer

What makes up a great eLearning strategy? There’s no simple blueprint guaranteed to work for every organization; however, in many successful programs there are recurring themes. The reality of modern learning and development programs is that training needs to be repeatable, scalable and uphold learning standards. Simultaneously, training programs are often more engaging when they are personalized to the learner.  Striking a balance between these two demands is the challenge that many learning professionals face and is a perennial topic of conversation. Crafting an effective eLearning strategy is also a moving target as objectives change. Organizations must constantly change strategies to adapt to new objectives, changes in budgets, and adapt to a changing world.   Managing a modern eLearning program includes more than just expanding learning content libraries. In many cases, more isn’t always better. Simply adding additional content doesn’t address the needs of all learners in the organization.  In this eBook, we focus on a few ways to examine and refine strategies around learning programs. Topics include: A Purpose-Built Content Library Responding to Workforce Trends Peer-to-Peer Learning Integrated Learning Plans Using Analytics To Inform Strategy

To realize the true potential of AI in HR, it needs to be more than turning qualitative career and employee data into interpretable, measurable, and comparable data-points. AI must be able to interpret and analyze that data in a way to make meaningful predictions on what organizations and their people need to be successful. In this white paper you’ll gain insight into: The genuine value of AI for HR beyond the streamlining of administrative tasks AI uses cases to help you better predict and quickly respond to dynamic business changes How AI built for HR can create a more personalized approach to career development, upskilling, and more

How do you upskill your people in a scalable way that keeps you competitive rather than constantly playing catch-up? By providing career growth opportunities. But often, employees think it’s easier to find a new job outside their company than inside. And in many organizations, there are internal cultures holding back career growth and internal mobility. Developing a skills-forward talent strategy can help you unite people growth with business success. This guide outlines four key steps involved in this strategy.

HR and IT need to work together to not only overcome their individual challenges, but also drive overall enterprise results. Effective IT and HR collaboration is critical when selecting and deploying a TMS. This paper will explore strategies and tactics to ensure the organization is better positioned to deliver on a talent strategy through a modern, integrated Talent Management System (TMS) that can support and enable candidates, employees, managers, and the business as a whole.

Agility has emerged as a foundational element for success in the post-pandemic business environment. It’s the ability to deal with change. To figure out what to do in new situations. To learn and adapt to even the most complex set of challenges. In today’s era of accelerating change, disruption has become commonplace. Organizations need to implement strategies to become more resilient, adaptable, and able to capitalize on new opportunities. In this Idea Brief, you'll discover: How to build a strong learning culture that helps employees become lifelong learners The three qualities integral to learning agility Ways to cultivate learning agility across all levels of your workforce 

When you’re kicking off a new training project, how do you allocate resources and determine a deadline? There aren’t always clear answers. Luckily, with some industry benchmarks, you can confidently arrive at accurate conclusions.  This calculator template references data from those benchmarks, to allow you to: Forecast the total hours different types of training projects will take to complete. Pinpoint how many team members you’ll need for the project. Allocate resources  Estimate budget

Peer-to-Peer Conversations: New Mentoring In Virtual Training