Today, conventional learning finds itself plagued by two challenges that new apps have circumvented. Unfortunately, learning loses much of its value in two places: the retention gap and the information-application gap.
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Topic: Strategy, Alignment and Planning
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In the learning space, we often talk about innovation, but rarely is it in relation to the classroom. And yet classroom training represents roughly 70 percent of training budgets.
Ask any executive what their biggest frustrations are and, invariably, they will answer, “Long-winded, unfocused presentations that pack in too much data.”
Social learning remains one of the most misunderstood components of modern workplace learning strategy. A change in mindset is necessary.
Digitization is challenging the way we live, work and relate to one another. The pace of technological change is accelerating and disrupts our current business models (while creating new inspiring ones).
Based on the OSF ratio, L&D organizations should continue to ground their training on experiences, optimizing on-the-job learning for each employee. That said, each source of learning interacts with the other.
The modern learning system encompasses the factors driving the need for training, training itself, and the measurement and evaluation of training:
Last quarter, the U.S. unemployment rate dropped to 3.9 percent. This is the first time we’ve seen a number below 4 percent in nearly two decades – since before the economic boom that crested just before the 2001 recession.
This edition of our magazine explores a menu of delivery approaches that can improve the impact of many learning and development programs.
A whopping 13 percent of employees worldwide are engaged in their jobs. There are a multitude of reasons why employees are not engaged.