Finding New Ways To Connect Learners The workforce is still adjusting to the new reality of a changing workplace. Many employees continue to work remotely, or on a hybrid schedule. This further complicates employee collaboration, especially as it relates to learning and development. No matter where an employee starts or ends their workday, the ongoing need for person-to-person collaboration is essential for the organization’s success. Adapting learning and development programs to serve this new workforce is not without its challenges. The creation of engaging learning experiences is no longer a top-down structure, as many employees are choosing to have a say in the process. Individual learners are increasingly creating their own learning content to offer their personal knowledge and experience on how to be successful in their respective roles. Leveraging peer-to-peer learning for all employees requires a modern learning solution that can connect learners despite distance and can accommodate custom content that is highly personalized to the organization. Helping learners find the help they need quickly and contribute to the conversation is an excellent way to boost collaborative learning efforts within the organization. In this eBook, we focus on a few ways to boost collaborative learning programs. Topics include: Responding to Workplace Culture Changes Connecting Mentors to Learners Peer-to-Peer Learning Real-time Collaboration Learning Tech Flexibility in Teams

Today’s business climate presents challenges both new and old. The world of business has truly turned to operating globally around the clock. The velocity of technical innovation is increasing, and businesses struggle to keep up. In this environment, it has become more important for businesses to keep pace with the needs of the customer and be ready to deliver to meet ever-changing requirements. Download this White paper to learn how customer education can help achieve these goals.

In the business world, data analytics is the new superpower that can be wielded to achieve impressive results. It allows companies to do things that were never possible before, like predict customer satisfaction, analyze competitor information and identify fraud. For these reasons it is predicted that by 2023 over 33% of large organizations will utilize data analysts to unlock business intelligence, including decision modeling. 

The Great Resignation is real! Nearly 70% of organizations expect employee turnover to increase over the next 12 months, with only 1% expecting it to decrease. This is despite widespread support for a hybrid work model wherein some employees work on-site and others, remotely. Focusing on upskilling and reskilling the workforce helps address this challenge. By linking skills to business outcomes, it is no longer just Learning & Development pushing for learning programs. These links will drive leadership buy-in that gets the concept of skills pushed throughout the company to support business goals. Explore these concepts further in our newest eBook, "Reskilling and Upskilling to Stop The Great Resignation"

From intake to learning solution delivery and analysis, there are many aspects of the learning operations process you can improve to use your time better and deliver stronger training.   But where should you start? And what will the impact of your efforts be? An L&D (learning and development) audit can reveal the answers when done effectively. You’ll get the following in this toolkit from Cognota (formerly Synapse): A guide about the most impactful aspects of L&D to audit Best practices for making your audit a success An audit planner and progress tracker Templates for final reports, to share your findings

Did you know that VR is getting better results than traditional eLearning for several organizations? From higher retention to improved muscle memory, there are dozens of reasons to embrace VR and there are ways to make it easy! If you are ready to give it a try but unsure how to get started, this eBook guides you through key elements to get your immersive learning project up and running. Highlights include: Where to find inspiration and a strategy for your next project How to get management on board with it How to film and photograph scenes effectively  Lessons learned, mistakes to avoid, common myths, best practices, and MORE!

Virtual Training Results Based on POVs (Points of View) Ray Jimenez

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

Learning and development has evolved significantly over the past ten years. Many of the advancements have been tied to new technologies, borrowing from other industries and disciplines like marketing and design thinking, and important shifts in the way people work and learn. According to Deloitte: This white paper examines the key shifts happening in the workforce today, the opportunities opening up for organizations, an evolving point of view on what makes effective workplace learning, and a vision for how organizations can adapt to meet the needs of learners.

Download this Practitioner’s Guide to learn how to redesign and modernize the academy model to effectively build skills, cultivate talent, and generate loyalty and retention among employees in this new world of virtual work and talent wars. Learn how to:  Rethink talent academies so they are relevant, attainable and invaluable for any business Design a learning program that is highly contextualized to roles and jobs, developing skills that employees can apply in real-time Execute on a foolproof 10-step plan for developing your own talent academy

Cybercrime costs companies and countries billions of dollars each year. Most of us think of getting hacked when someone is phishing or has hijacked our email account. But serious cyber attacks have, and continue, to take place. These attacks put so much of our data and service access at major risk.

In the midst of the pandemic, the shift towards digital transformation accelerated—as did the seemingly permanent trend toward remote work. But new remote and hybrid office strategies make it harder than ever to manage productivity, cultivate personal connections, and motivate and inspire teams. Today, managers and employees must rethink how they communicate, collaborate, and develop trust in hybrid workplaces. At the same time, it’s critical to understand productivity is now directly tied to the flexibility and satisfaction that people get from their work. In this Idea Brief, featuring key points from a virtual event discussion with HBS Professor Tsedal Neeley, learn the critical elements that need to be addressed as we shift to a potentially permanent hybrid work environment: Why hybrid environments require organizational flexibility and a centralized approach Why cognitive swift trust and emotional trust are critically important for success Why leaders must consciously decide which digital tools to use in different situations Why regular team relaunches are an essential tool when leading virtually And why it is important to get new work environments right as we prepare for the impending digital revolution

Is your team finding it tough to use its budget effectively? Many training and instructional design teams are enjoying higher budgets, but either don’t know where to apply funds or feel like they’re not allocating them well. Or both. In this eBook, you’ll learn how to: Spot areas where budget and resources aren’t used to their full potential Identify opportunities to improve resource usage and save costs Apply learning operations data and insights Run L&D like a business

It’s no secret, people want to do meaningful work, expand their career opportunities, and understand their impact. To remain competitive, you need to help people connect what they’re learning to the benefits of career growth and new opportunities to advance their careers and transform the business. In this guide you’ll learn three critical steps to establishing skills as the universal language for growth and success for your people and your organization.

In this research partnership between HCI and Cornerstone People Research Lab, we investigate nascent new skilling efforts and patterns of collaboration for skills discovery and the development and delivery of learning programs. Although new skilling is itself new, we’ve found that organizations in which elements of a new-skilling approach are emerging also tend to outperform their peers on a range of talent and business outcomes. These high-performing organizations engage in practices that recommend six action items for building a new skilling approach to learning and development that can better keep pace with the changing needs and priorities of the organization and its people.