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Stephen Reznak

Key Trends for 2012: New Era of Personal Learning is Transforming the Training Industry | Training Industry - 0 views

  • For the very first time, learners have the ability to take control of his or her own learning experience.
  • what’s responsible for this shift in the learning landscape? 
  • the advent of new technologies
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  • search engines have become the most competitive technology to the training profession
  • social platforms,
  • the Internet has become the first option as they take greater responsibility for their own learning experience
  • Savvy training organizations are adjusting to this new era by creating personal learning environments and other initiatives aimed at assisting both learners and companies.
  • conservative spending practices will resume in 2012.
  • large and established training suppliers will again be the winners in 2012 while independent trainers and consultants continue to persevere.
  • predicts that companies will increase spend an average of 2% more on training in 2012 than in 2011, a growth rate that mirrors the overall U.S. Gross Domestic Product.
  • estimates the global market for training services to grow to $292 billion in 2012,
  • We expect higher than average spend in sales and IT training to support strategic business investments
  • Corporate training departments continue to feel the uncertainty of the global economy.
  • Competition is also heating up among higher strata suppliers as they are dealing with the fact that many educational institutions have entered the corporate market.
  • a bearish outlook for job growth within the training profession
  • the search engine
  • user-friendly portals that feature highly customized content.
  • Personal Learning Environments (PLE).
  • the next generation of learning management systems
  • personal learning environments are defining a new relationship between the training professional and today’s learner.
  • to deliver training in a variety of modalities preferred by any learner including laptops, mobile devices or video.
  • PLEs,
  • are highly personalized portals
  • recognize individual users and their preferences and provide them with highly customized experiences.
  • driving the trend is the massive increase in social media and the access to informal learning content.
  • Allowing workforces to gain greater access to informal knowledge-based content is clearly the objective of most organizations.
  • That means providing a platform that enables learners to discuss and share relevant content, but which also incorporates tools that allow content to be measured, monitored and controlled for accuracy and timeliness.
  • The spirit of competition not only makes learning more enjoyable, it increases retention and boosts all important time-to-competency measurements.
  • gaming is not just a training phenomenon. It is a social and marketing phenomenon
  • Everyone wants to be recognized for their achievements.
  • games incentivize employees to learn and accomplish more skills, which raises competency levels throughout the organization.
  • Retaining and protecting corporate knowledge is a critical objective for any company,
  • trainers are wise to endorse and encourage them within recognition activities.
  • Trainers need to recognize that people are incentivized in ways other than learning.
  • key strategy for talent retention is in new hire, or on-boarding programs.
  • Whenever a talented individual leaves for another opportunity, more than that person’s skills and career potential are lost. Knowledge and intellectual property leaves also.
  • highly mobile and globally competitive corporate culture,
  • companies are accelerating efforts to identify and retain high potential talent.
  • priority begins with differentiating high potential employees earlier, and channeling them into customized, and oftentimes, fast-track programs that emphasize training and advancement opportunities.
  • social media has demonstrated that business professionals long for other forms of recognition.
  • first and best opportunity to reach top talent.
  • top talent quickly perceives the difference between good and bad.
  • 2012 will continue to see consolidation among suppliers of training products and services,
  • Our industry is an incredibly fragmented and diversified market of training suppliers, which is always an indicator that mergers and acquisitions will be the norm.
  • Consolidation is also a trend among buyers of training services.
  • the strategy is to consolidate redundant processes, technologies and organizations to minimize duplicate and wasteful spending. 
  • buyers consolidate suppliers.
  • involves selective outsourcing.
  • bulk of business process outsourcing (BPO) in the training space
  • a common myth that social learning is an open, free-for-all world where learners go online, communicate with peers, and comment about what they’ve learned.
  • the highest quality social learning environments are differentiated by the continued involvement of facilitators and instructors.
  • Contrary to the myth that the instructor is going away because of e-learning, the reality is the instructor is still with us, and they are not going anywhere any time soon.
    An analysis of present and future trends in the corporate training industry.
    Interesting read on current and future challenges in the world of corporate training.

7 Gamification Techniques For Corporate Training That Work - EIDesign - 0 views

    While gamification has been in use for corporate training for several years, there is still a lingering doubt on its impact. In this article, I share 7 gamification techniques for corporate training that work!
Erin Gray

An Assessment of the Effectiveness of e-learning in Corporate Training Programs | Strother | The International Review of Research in Open and Distance Learning - 0 views

  • There is no doubt that corporations are increasing their emphasis on e-learning.
  • Sixty percent had an e-learning initiative Eight-six percent had a priority of converting current instructor-led sessions to e-learning Eighty percent will set up or expand knowledge-management programs Seventy-eight percent were developing or enhancing electronic performance support
  • In another TeleEducation study of 130 faculty respondents, 62 percent said their students learned equally effectively in the online environment; 23 percent of faculty stated that their students learned better online; while 90 percent indicated that they were satisfied with online teaching. One faculty comment was: “Online students participate more, perform slightly better than, and are at least as satisfied as their on campus counterparts. From that I conclude that online education appears to be very effective!”
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  • Eighty-seven percent preferred to take digital courses during work hours. Fifty-two percent preferred e-learning in a workplace office area. Eighty-four percent would take a similar e-course if offered again. Thirty-eight percent said they generally preferred e-learning to classroom training.
  • For the corporate training arena, Bregman and Jacobson (2000) note that the additional desired outcome of positive business results is notoriously difficult to measure because of the following factors: Conducting a rigorous evaluation can be expensive and time-consuming. Isolating a direct cause-and-effect relationship between training programs and a business’ bottom line is difficult. Determining the appropriate outcomes to measure is challenging. With these caveats about research results in the field of e-learning, how do we arrive at accurate results?
  • Until a more solid research methodology is developed for measuring e-learning results, we can rely on the mainly qualitative feedback from corporations that are using e-learning to deliver their training. Firms praise online training as a cost-effective, convenient, and effective way to deliver corporate education. Early studies seem to demonstrate that e-language-learning in business is a win-win proposition for all – the learner, the corporation, and the customers served by the corporation.
Tesseract Learning

6 Benefits You Should Know About Adaptive Learning In Corporate Training - 1 views

    The power of adaptive learning is endless as it allows custom-tailored learning experience for learners. In this article, I will be talking about the benefits of adaptive learning in corporate training.
    The power of adaptive learning is endless as it allows custom-tailored learning experience for learners. In this article, I will be talking about the benefits of adaptive learning in corporate training.

4 Must-see Examples of Gamification of Compliance Training - EIDesign - 0 views

    Compliance trainings have been a significant part of corporate trainings for a long time now, they have been in the online format for the last 25 years. There have been a lot of changes since then in the way learning strategies are structured. And, compliance trainings have not yet used any new strategies to enhance the experiences of the learner.

How To Choose The Right Kind Of Video For Your Employee Training - EIDesign - 0 views

    Video-based learning has become an important part of corporate training delivery today. In this article, I share pointers that will help you identify what training videos would work best for your employees.

A 5-Step Plan To Create A Captivating Scenario-Based Corporate Training - 0 views

    Scenario-Based Learning (SBL) is a popular strategy that can checkpoint learning and help learners improve their decision-making skills. In this article, I outline a 5-step plan you can use to create a captivating scenario-based corporate training.
Stephen Reznak

Planning for the Future | - 1 views

  • 2011 through 2015
  • training and development is at a crossroads
  • just-in-time learning that professionals and departments can easily and independently attain
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  • there is an emerging and significant need for training and development to take on a new and more strategic role in defining and developing a new generation of leaders.
  • “Creating People Advantage 2010,”
  • Most industries and companies will experience a widening talent gap, notably for highly skilled positions and for the next generation of middle and senior leaders.”
  • cause of this gap
  • the confluence of Baby Boomers’ upcoming retirement (the brain drain)
  • a technological boom, and the training and development budget cuts from 2009 and 2010.
  • “The wisdom, the knowledge, and the experience necessary to lead generally is found among people who have been in the business for 25 years or more
  • the competency to master the new technologies is more likely to be found in those who have been working 10 years or less,”
  • “A whole new generation of leadership has to be defined.”
  • as T&D budgets begin to grow again, more attention will be given to when training should be in person, when it should be remote, and when it should be blended.
  • the challenge will be how best to use technology, especially digital platforms that promote collaborative, global learning.
  • In some respects, technology can create more problems because everyone assumes that since they are using the same technology, they are operating in the same environment, while the technology often masks the underlying cultural differences in today’s increasingly global virtual workforce.
  • lack of cultural intelligence is prevalent.
  • very few corporations with training and development departments that have developed effective curricula to build the cultural competence necessary to lead in a global economy.
  • Going forward, training and development departments must:
  • Define a clear global leadership development process
  • critical skills necessary to lead globally.
  • Be proactive and visionary
  • Leverage, yet understand the limitations of, technology.
  • Optimize every dollar, deciding strategically
  • Define and develop the next generation of leaders.
  • Be part of the global and strategic mission of the organization.
  • They must be better than Google.
  • must equip companies that increasingly are challenged to accelerate leaders without much time and experience to develop their talent. And they must take the lead.
    A perspective on the future of corporate training functions, their solutions, and strategic impact to organizations.
Tesseract Learning

Virtual Reality In eLearning: A Case Study On Safety Training - 0 views

    Over the past two years, corporations have been developing and implementing Virtual Reality training solutions. In this article, I will be talking about how we implemented Virtual Reality in corporate training.

Top 10 Benefits of Microlearning in Corporate Training - EIDesign - 0 views

    Microlearning in corporate training is not "eLearning-lite". So, just splicing the existing 30 minutes eLearning course into 5 nuggets does not create Microlearning nuggets.

How To Enhance Your Corporate Training With Next Gen Gamification Solutions - eLearning Industry - 1 views

    Join us for the free webinar How To Enhance Your Corporate Training With Next Gen Gamification Solutions, presented by Asha Pandey, the Chief Learning Strategist at EI Design, and sponsored by eLearning Industry. The event is scheduled for the 7th of March 2019. Stay tuned!
Andrea Grinton

Start eLearning Training for Your Employees - 0 views

    Corporate training program is a play important role in fast-growing business. You need to know more about the best corporate eLearning platform.
Dennis OConnor

Corporate eLearning Strategies and Development - 1 views

  • The beauty of podcasting is NOT that you have an easy way to send ONE or TWO audio (or video) recordings of an instructor leading an in-class course or instructor-led training.  If that's all you are doing then you have NOT created a podcast.  The simple act of recording a few audio or video files and putting them on a webserver with a link for users to access...IS NOT PODCASTING! If you understand what I just said then you may not find this post relevant to you. If reading that made you wonder a little bit about your podcasting strategy then you MUST read on.
    Solid source for articles relevant to corporate training, instructional design and e-Learning.

How To Personalize Corporate Training With Videos - EIDesign - 3 views

    Today's learners are an impatient lot, and they want training that is personalized for them. In this article, I show you the value of a personalized learning plan, and how you can leverage on video-based learning to enhance this further.
Tesseract Learning

A Case Study On Gamification In Corporate eLearning - 0 views

    Successful corporate eLearning is all about engagement. Games, when used in eLearning, make online training fun, entertaining and engaging for learners. In this article, I will discuss a case study on a gamification solution that we delivered, which resulted in better learner engagement.
Andrea Grinton

Best Corporate LMS Systems - 0 views

    Training our teams better and allowing them to use AI in their everyday tasks can make them work faster and better, managing a greater volume and quality of work.
Dennis OConnor

Write Technology - 1 views

  • Write Technology is a social media adventuring (you know, consulting) company, with an emphasis on training, elearning and marketing. Our key markets are currently social marketing strategy and social learning/training and development.
    Interesting consultant site. Provides a model for using social networking / web 2.0 tools in corporate environments.
Julie Kling

Pong for corporate training? - Fortune Tech - 2 views

    Video games training vs. corporate views.
Tesseract Learning

Blended Learning Model as an Effective Training Solution - Examples - 1 views

    Blended learning is an important model of learning where large amount of knowledge and skill-based content needs to be imparted in phases and redundancies need to be avoided. I will share few examples of blended learning in this write-up.
Dennis OConnor

500-We-Are-Not-That-Different - 0 views

  • Learning spans the lifetime.  Yet, learning there is little collaboration between K-12, College and Corporate Learning.  We do little sharing, almost no common research and rarely leverage technologies across our sectors.
  • Educators need to connect with and learn from each other.
  • Sit next to me on a plane and ask what I do for a living. I'll say I am in the learning field. You will immediately try to guess if I am a college professor, a high school principal, a third grade teacher or perhaps a corporate CLO.
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  • On the ground, what each of those professions do is quite different. A third grade teacher may spend six hours a day, five days a week, 45 weeks a year with the same 24 students. A college professor may spend three hours a week in a classroom or in an online webinar with a group as small as five or as large as 800, followed by office hours, assignments, final papers, exams and the assignment of grades. A corporate trainer may lead a three-hour on-boarding session or an intensive 12-hour-a-day leadership retreat that lasts five days.Yet, zoom out to the 3,000-foot-high level and we each face similar issues, challenges, opportunities, changes and research questions:
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