Few realize it, but most people interact with Synaptics "human interface" technologies every day. The company’s touch- and voice-enabling technologies are a key part of today’s smartphones, tablets, notebooks, automobiles, wearables, smart homes, and other applications. Synaptics helps users get the most out of their devices through an extensive portfolio of human-interface solutions that enable elegant, intuitive user experiences. The PC, smartphone, tablet and automotive-electronics markets that Synaptics serves are all constantly evolving and highly competitive. New or upgraded products are released at an incredibly fast pace, both by a wide range of competitors and by Synaptics itself. To support and improve upon its market-leading technologies, Synaptics relies on its employees to fully understand both the company’s own suite of products as well as those they compete with. This expertise enables Synaptics employees to think beyond obvious solutions, adapt and apply answers from other functions or processes, and iterate on new ideas. And when that expertise can be shared, it serves as the foundation for the culture of innovation upon which Synaptics’ products are built.

Many organizations understand the importance of transitioning their instructor-led training (ILT) to digital learning but are confused about how to create an effective and engaging online learning experience that drives results. Without incorporating modern learning methods such as gamification, social collaboration, and microlearning, you run the risk of a bad learning experience which results in high dropout rates, poor learner engagement, and ROI left on the table. In this e-book, we share the 3 core pillars of an effective learning program you need to have in place to ensure your training program is set up for success.  You will learn: What the 3 key pillars of an effective learning program are How to develop strategies for incorporating these pillars into your own programs How to create more engaging, effective programs that support long-term success for your learners and your business

Compliance is not just something extra we have to do to manage risk and follow the law. It touches on almost every aspect about how we work. Getting compliance right should never be an end goal; it should always be something wedo on the way to the larger organizational/business and culture strategy. Download this white paper to learn more about how compliance can be part of a culture strategy. 

In the current climate, we’re having to respond quickly to the challenge of operating in a fully virtual, at-distance, world of learning. This insight addresses the challenge of how to take a blended learning journey—a sustained learning experience that blends a mix of media, events and channels, over time—and cater for when face-to-face engagement is no longer an option. L&D teams around the world are having to adapt, and to adapt quickly. Global organizations are adjusting rapidly due to the unprecedented impact of COVID-19, and there’s an increased urgency to support change and deliver effective transformation while working and learning at distance. The impact of this transformation is likely to leave a lasting legacy beyond the immediate crisis. If organizations can embrace and deliver effective virtual learning at this time, the benefits (reducing unnecessary travel, for a start) will surely shape the future landscape of ‘business as usual’. And while it may be relatively straight-forward to simply replace a single faceto-face component with a virtual or digital equivalent, we know that a sustained learning journey over time is the only way to engage learners and drive behavior change. This insight looks at the steps you’ll need to explore to take your virtual learning to the next level.

Running, launching, or revamping a training program is a lot of work. After deciding which topics to train on, who to train, how to deliver training, and dozens of other details, it's easy to forget to decide how to measure the success of your training program. Another reason training efforts aren't measured is because it's hard to understand what, when, and how to measure. When should I start looking at data? How soon is too soon to make adjustments? And what adjustments should we make? It can be overwhelming to look at your whole training program and make a determination if it's successful. Instead, breaking your program down into stages can help you set and measure goals every step of the way. This can also help you adjust your efforts incrementally, instead of doing a massive overhaul. In this infographic, you'll learn how to determine key performance indicators for each stage of your training program. You'll also learn: -How to break your training program into stages -What each stage should look like -How to deliver value at every stage

Adopting remote-work opportunities is paying off for companies around the world, delivering positive changes to critical business metrics, such as reduced expenses,1 increased productivity and engagement,2 and decreased turnover and attrition.3 It’s also becoming increasingly popular among employees — 43% of people already work remotely to varying degrees,4 and 99% would like to have remote work be an option at least some of the time for the rest of their careers.5 But for all the benefits remote work can bring, it isn’t without hurdles. These challenges — barriers to effective communication, ongoing learning, and a thriving company culture — can run rampant if not proactively addressed.

Measuring the impact of learning and readiness initiatives on revenue is the billion dollar question. In today’s uncertain environment, the answer is even more important. Rapidly changing markets, disrupted supply chains, and increasingly knowledgeable customers mean that companies must upskill employees to compete. But the ability to optimize learning—and maximize productivity—takes deep insight into how employees think, learn, and perform, insight which many companies lack. Today, there’s a new breed of platform that combines learning, communication, and collaboration tools with analytics for a holistic view of learning and development’s impact on results. Workforce readiness technology allows organizations to move beyond assessments and scores to understand how to target activities that move the needle.

Edmunds believes in the philosophy of making their sellers more effective versus enabling them to sell better. They achieved staggering results utilizing Rehearsal’s video-based practice and coaching platform. Not only does Edmunds have greater confidence that training is being delivered accurately and consistently, but those that practiced with Rehearsal doubled the revenue of those who did not. 

There is a large contingent of instructional designers out there who are forced by their organizations’ lines of business to take orders and "design" eLearning courses. Stakeholders ask these well-intentioned instructional designers to become order-takers and apply learning objectives, knowledge checks and assessments to their PowerPoints and import them into a Storyline or Captivate published SCORM file. Once it is loaded into the organization’s LMS it resides there in a deep blue abyss forever. Did I mention that these projects have a completion deadline of 2-3 weeks? Does this sound like you? It’s not your fault. Let me say it again, it’s not your fault! After all, you have a backlog of projects and only so many hours in a day to argue the merits of learner-centric and performance-focused eLearning They were frustrated with bad eLearning that fails to live up to its promise of improving performance and creating measurable results. So they decided to come up with a set of 22 principles that reflect effective performance-focused eLearning that instructional designers should know and use. I’m a signatory and agree with every principle in the manifesto. However, it falls short of being a useful tool that instructional designers can use to evaluate their design throughout the project life cycle and make changes for the better. There are other tools out there that evaluate the quality of instructional design based on performance-focused and learner-centric standards. Take the Quality Matters Rubric for instance. This tool is very advanced, has quality assurance standards, certification for designers, and even membership opportunities. However, it focuses primarily on academia not industry, it is very rigorous, and it can take almost as much time to evaluate your course than building the actual course. Therefore, I decided to come up with an evaluation tool for my team and I would like to share it with you. The evaluation tool is called the 7 Better Learning Principles Assessment (of course if someone comes up with a better name, I’m all ears).

In the modern era, learners have access to knowledge like never before. But as learning professionals, we need to ensure they’re developing the skills and knowledge they need to perform their jobs at a high level. That leaves a critical question: how can we design programs that help learners achieve true mastery? Newer, more robust approaches, including continuous delivery of learning, richer content, and skill-based certifications, are delivering the outcomes that enterprises are looking for. This report discusses the need to shift from legacy learning approaches to a modern outcome and skill-based approach that we call mastery-based learning.  In this analyst report you will learn: The key trends driving the shift to mastery-based learning The best technologies to enable a mastery-based approach to training Best practices for deploying mastery-based learning programs