Group items tagged

Use Your Towards Maturity Learning Landscape Audit to find out:Your staff's preferences for different types of learning resources or modes of deliveryTheir willingness to use their own technologies and to share their learning with othersHow actively they are using social media and apps in their day-to-day life and workWhat formal learning they are involved with - both inside and outside workTheir views on working online - what works, what doesn’t work, what they find most helpful and what gets in the wayA comparison of the key findings for different groups of staff – managers, job roles, age, experience, location and othersWhen is it useful to conduct a Learning Landscape Audit?When designing new learning and performance solutionsWhen you are setting strategy and agreeing long term business plansWhen allocating resourcesWhen making the business case for changeWhen you need to set a benchmark prior to introducing change

broader definition of workplace learning;  one that encompasses all learning experiences that take place in the organisation – not just those that are organised and managed by L&D – but ones that happen as a result of individuals and teams working together on a daily basis.

“The role has shifted over the years, from leader of a portfolio of training elements to enabler of learning,” he said. “More than anything else, it’s a shift in mindset.”

But it’s not a matter of waiting for the change in mindsets to happen before you start your new work; it means starting your new work to bring about this change in mindsets.

Myth 1: Social Learning is a New Fad

Myth 2: Social Learning Means Only One Thing

Myth 3: You Don’t Have to Be Social to Get Social

course alumni group.

encourages reflection, can give a good post-training nudge, and offers a space for graduates to share experiences and get additional support and encouragement as they work to implement their new learning.

Branding and performance support

The key trends

1 – Learning focuses on increasing business results

2 – Strategic talent management becomes essential

5 – THE EMERGING GIG ECONOMY The emerging Gig Economy means that there is no longer such a thing a job for life.-  in fact, for most individuals this means they are going to have a life of jobs. One estimate is that current students will have more than 10 jobs by the time they are 38. Companies are also going to be seeing a growing contingent workforce (made up of freelancers, independent professionals and temporary contract workers). Research from Ernst and Young shows that two in five organisations expect to increase their use of the contingent workforce by 2020. This means that people are going to be recruited WITH the skills to do a job; not recruited AND THEN trained to do the job. So if employees want to stay in a company they will therefore need to keep their skills up to date themselves. But in fact, supporting individuals to do just this will actually be beneficial to the organisation as it will reduce the costs of recruitment, So this means helping individuals organize and manage their own professional self-development inline with organizational objectives to achieve a  new level of performance.