Online training is broken, with next to no engagement, poor completion rates — and you can forget about ROI. To get the learning outcomes you’re after, you need to make sure learners move from a passive mindset to an active one. Instead of just reading information or watching videos, learners need to take action.  Shifting from content-based training to action-based training can increase your training engagement and completion rates by more than 2,000%. This infographic outlines the benefits of action-based learning and how it can help create greater impact. 

In today’s tight labor market with many hiring managers bemoaning the war for talent, organizations must be extremely competitive in the employee benefits they offer. Roy Skillicorn, senior director of learning and development for Cisco, and a Capella University School of Business and Technology Advisory Board member, shares his thoughts on trends in tuition assistance, how organizations benefit by offering such programs, and the risks they face if they don’t.

How are your plans for learning technologies in 2019 looking? If you think there’s too much noise out there, and not enough hard fact, you’re not alone. Since 2014, the Learning & Development (L&D) Global Sentiment Survey, sponsored by OpenSesame and conducted by Donald H Taylor, Chair of the Learning and Performance Institute, has asked L&D professionals across the globe: "What do you think will be hot in L&D next year?" Use the results of this year's survey to uncover what’s really happening in learning technology to help you plan your L&D strategies for 2019 and beyond, based on hard numbers and sound analysis. 

Like many organizations, Consumers Credit Union was struggling to make their employee training program approachable, convenient, engaging, and affordable. Employees struggled to fit training into their day. The nature of their work made it difficult for them to plan to attend long training sessions, so they knew they needed to find a solution that would allow their employees to take training when their schedules allowed. They also wanted to be sure that when their employees did have time for training that the training was engaging and effective. Consumers Credit Union found that BizLibrary's microlearning video library was the perfect solution. It allowed their employees to watch short, engaging videos in between customers or during downtime. Because the concepts are delivered in short, digestible pieces, employees not only retain more of what they learn, they are able to apply it right away. Consumers Credit Union was able to see the results of their training initiatives across their organization. Not only did employee satisfaction improve, they saw an increase in their member rating and cut onboarding costs substantially. They also exceeded the industry standard satisfaction rating! With the right planning and strategy, Consumers Credit Union was able to address challenges they faced in the areas of leadership, new managers, and sales. In this success story, you'll see the unique approach Consumers Credit Union took that made their program so successful. You'll also learn: How Consumers Credit Union measures the success of their program Specifics on the ROI of their training efforts How BizLibrary's solution helped improve their performance review process

Almost 40 percent of American employers say they cannot find people with the skills they need even for entry-level jobs, and they admit that only 50 percent of new recruits have the skills needed for their new roles. 1 Another 60 percent of employers complain of lack of preparation2 and only 42.5 3 percent feel that new hires show the required professionalism and work ethic. Yet, 89.4 percent of new graduates feel they are work-ready. When it comes to work readiness, there is a growing disconnect between the views of employers, educators, and post-secondary graduates entering the workforce. There is no longer just a skills gap. It is an ever-widening chasm. The half-life of skills is rapidly falling, and nearly half of business leaders surveyed today cite the upheaval in learning and careers as an urgent problem.4 Furthermore, as intelligent systems and machines reshape the world of work, tomorrow’s employees will need to learn entirely new skills for entirely new jobs. So while the skills crisis is significant today, an even greater crisis looms. Employers need to understand that if they are to solve the current and future skills gap, the time for action is now.

You've probably heard the phrase, "The only certainty is change." We've all experienced change in some way, and organizations are no different. Organizational change can come in a number of ways, whether in the form of leadership turnover, mergers or acquisitions, the introduction of new technology, natural disasters, or downsizing, just to name a few! Change isn't necessarily a bad thing, but without the right planning and communication, it can leave organizations reeling. Poor planning can lead to loss of revenue, loss of clients, increased turnover, decreased engagement, or public relations disasters. Part of planning for change should include a communication strategy. It's important to identify your stakeholders and address their questions or concerns before, during, and after the change. A lack of transparency can lead to the spread of false information, which can cause employees to leave or become disengaged in their work. By communicating honestly and openly, you can decrease their distress and empower them to face the future with confidence. In today's day and age, it's not a question of if your organization will experience change, it's a question of when. By taking a proactive approach to change management with proper planning, your organization can find success in times of change! In this eBook, you'll learn: The four Rs of change management Prompts for practicing a change communication strategy Action items for each of the phases of change

One of the most common misconceptions about game-based training is it makes training fun, but doesn't impact learning outcomes. That couldn't be further from the truth. Game-based training does make learning more enjoyable — but it's also designed to get employees job-ready, in less time. What's Inside: how game-based training improves training usage the science behind game-based training how to increase knowledge comprehension, retention, and application the average time & cost savings from implementing game-based training

Many organizations today are building learning stacks using multiple learning platforms and systems. The problem is, most of these platforms are content-based and are focused only on passive content consumption, which leads to poor knowledge application and retention.    So, how do you design a learning stack that’s centered around REAL learning?   Download this just-released eBook and learn how to build a learning ecosystem that demonstrates outcomes and value.

Will this be recorded?" It might just be the most commonly asked question at the start of virtually every training event. And the good news is that nowadays, you can almost always answer, "Yes." Great. But then what? According to a Wainhouse Research study, 87 percent of employees1 agree that having access to recorded training classes, webinars, and other events makes it easier to revisit crucial information when it's needed most. Today, recording training sessions is quickly becoming standard practice. And the benefits are well known. Among the many positives, video helps learning and development (L&D) teams provide employees with a comprehensive resource to reference after the training ends, and also provides employees unable to attend with access to the information on-demand. But good intentions too often fall short once the training session ends and the recording stops. For all its benefits, video also presents challenges when it comes to storing, sharing, and even playing recordings. Left unsolved, those shortcomings make video content burdensome for employees simply looking for quick information that helps them perform their jobs. Fortunately, there is a solution. A video content management system (or video CMS) solves the most common problems of managing and sharing video. In this paper, we'll review the five biggest challenges organizations face when using video to support corporate learning. Then we'll examine how a video content management system helps overcome those challenges to better enable video-based learning.

Are traditional Learning & Development (L&D) approaches broken? You want to help your people develop key skills and behaviors that will propel your organization forward. Yet studies reveal employees forget up to 60% of what they hear in a typical L&D session—on the exact same day they hear it. And research shows that 7 out of 10 employees fail to ever transfer what they learn to their actual jobs. Something is clearly not working. Clinging to legacy L&D methods is no longer an option. You need a way to add strategic value to your organization—especially at a time when L&D must prove ROI and business outcomes such as retention and P&L. Read the 5 Reasons Why L&D Isn't Working Today, to learn: The top five reasons current L&D solutions are failing you How to move beyond L&D to get real results you can see (and measure) Why companies like Logitech and Workday are turning to one-on-one coaching at scale to create lasting behavior change