Click the "add event" button to create a listing for your event
Welcome to the Institute for Human Resources – Technology Enabled Learning.
Will this be the first virtual event you have attended? Have you participated within the Technology Enabled Learning Institute? Are you currently a certified HR professional?
Please join Diane Rundle, Community Facilitator for HR.com’s Technology Enabled Learning Institute. During this short, 20-minute session Diane will review the Institute’s program, how and why you should become certified, and what’s coming up over the next several months. You’ll be given an overview of the topics and speakers that will be featured over this two-day event. You will also be given guidance on how to chat online with colleagues and access the virtual exhibit hall.
Throughout the session Diane will:
• Introduce you to the institute and the certification program available
• Introduce the Advisory Board and their role
• Help you become an expert in Technology Enabled Learning
• Offer an opportunity for YOU to host an educational session and educate your peers
If you are new to the Institute for Technology Enabled Learning OR if you are new to the Technology Enabled Learning industry this introductory session will cover not only our past accomplishments and curriculum but also explain why you should continue to participate, get involved and be a part of this community.
For those with questions regarding the Institute and its content this is your chance to share your ideas and further your understanding. You will have the opportunity to ask any questions as it relates to the overall program, prior to its commencement.
Save your seats today!
Over the last few years, the rapid consolidation of the talent management market and the rise of informal and social learning within organizations around the world have prompted discussions about the relevance of Learning Management Systems (LMSs) in today's corporate learning, performance and workforce support programs.
Ask Google the question “is the LMS dead?” or type in “death of the LMS” and you will get a combined total of over 760,000 search results. This is not by any means a unique count of references to the question of what the role of Learning Management Systems is turning out to be.
However, the number is significant enough to tell us that time and again new developments in the way learners acquire and consume content, as well as how they share knowledge and collaborate with their peers, push vendors to rethink how their LMS solutions are able to evolve and adapt.
Can you rely on your LMS to break out of the L&D silo and make this investment worthwhile across the enterprise? Organizations must learn how to best evaluate business needs, consider the reach of the system inside & outside of the enterprise, rethink workflows, and revisit unused functionality, and collaborate with your vendor as partners.
Join Liam Butler, General Manager of NetDimensions EMEA, to discuss the new role of the LMS in today’s world. This webinar will draw from a number of real-world case studies of organizations that leverage learning technologies in social, mobile, extended enterprise, compliance, and integrated talent management success stories.
Have you ever watched television? If so, you understand the seductive power of video and its ability to engage and sustain our interest. Video is the best way to capture passion and nuance. Therefore, it can deliver vast amounts of information to our audience. What's more, video can be developed inexpensively and it can easily delivered to desktop and mobile screens. It is a great training tool. For an educator, however, the principle limit of video is that learners remain passive and cannot participate in the rich interactions that are proven to increase learning and transfer.
In this presentation, internationally renowned neuro-scientist Dr. Art Kohn will describe 7 techniques that convert the standard video into an immersive, integrative experience. In particular, he will describe ways to make it multi sensory, including a synchronized transcript that can be highlighted and annotated and embedded pedagogical tools. Dr. Kohn will also discuss techniques that cause the learner to suspend disbelief and become involved in the video as an immersive experience. Finally, he will describe data showing how interactive-video provides greater retention and transfer than either text or standard video technologies.
These techniques include virtual classmates who dynamically interact with the instructor as well as the ability for the learner to ask real-time questions and receive instant answers in any of 7 languages. The techniques also include virtual audiences, immersive interactions, embedded LearningLinks, subject-sensitive branching, and community integration. These techniques work together to create a powerful learning experience that can sustain audience interest and increase the chance that your employees will learn and transfer that learning into their daily tasks.
Serious games are games that go beyond entertainment. While they are fun to play, they may also significantly increase the quality and value of business training.
Serious games are demonstrably appropriate for all industries, all levels of an organization, all types of subject matter and learning objectives, and all modes of delivery including in the classroom, on the web, in social networks, and in the field on mobile devices.
Serious games are particularly appropriate for constructivist or heuristic instructional designs - in other words, when people need to learn from experience rather than simply being told what to do as in a slide lecture. That describes most adults in general and certainly the majority of people who work in competitive or fast-paced organizations.
Fundamentally games are an exciting and pleasing form of action learning in which people can be challenged to respond to much more difficult cognitive and emotional challenges than are typical of other kinds of training.
Serious games are cutting edge, but they are not new or even experimental. They have existed for at least 5,000 years and are widely used today in schools and universities, by the government, the military, in industry and commerce. They are built by a global professional community of game developers who use extremely powerful digital tools.
How pervasive are games? They have become the single most popular form of entertainment and are fast becoming the most promising form of education and training as well.
Research clearly shows that well designed games increase the attention, engagement, motivation, competence and acumen of learners.
They also raise the bar for instructional designers and teachers by returning them to more professional endeavors than creating PowerPoint slides.
Their affordances for training and development are astonishing, but they also represent a radical shift from the rapid learning paradigm of low investment, low return.
Are you ready to try serious games for business training and development? This session overviews the purpose, mechanics, development tools, industry applications and benefits of game-based training specifically for business. Your questions about how to "break the PowerPoint ceiling" will be answered.
Online instruction offers a unique venue for customized, individualized, effective learning. But why is it often so boring? What is the secret to delivering powerful online learning programs?
This session, which is designed for managers, decision makers, and instructional designers, provides recommendations for infusing meaningful, vibrant interaction that engages the learner and enables learning in an online environment. You will:
• Explore the relationship between adult learning theory and instructional technology selection
• Analyze research questions that assist in the selection of appropriate learning technologies
• Examine the instructional strengths and weaknesses of some current technologies
• Identify best practices for implementing instructional technologies.
The technologies that we will discuss in this session include:
• Learning Management Systems/Learning Content Management Systems (LMS/LCMS) for training delivery
• Learning objects and Shareable Content Object Reference Model (SCORM) standards
• Groupware (such as GoToMeeting and Elluminate Live)
• Short Message Services (e.g., Twitter and Yammer)
• Social networking services (LinkedIn and Facebook)
• Mobile technology, and
• Virtual Worlds.
There is a relationship between media selection, adult learning theory, best-practice, and plain old common sense. We will establish that connection. “The e-HR Advantage: The Complete Guide to Technology-Enabled Human Resources”, a text which Deborah Waddill co-authored, will serve as a reference for charts, figures and other related information. We also welcome your own examples of successful and effective application of instructional technology.
Dr. Deborah Waddill provides consulting services on the design, development, implementation, and evaluation of human and organizational learning processes enabled by technology.
Dr. Waddill serves on the Executive Board of a startup technology firm that uses video conferencing as a key component of its patented learning management system.
Dr. Deborah Waddill has an earned doctorate in Human Resource Development (HRD) from The George Washington University’s Executive Leadership Program. Deborah’s M.A. degree, also from GWU, is in educational technology leadership.
Together Dr. Waddill’s academic and business expertise and background make her well-suited to address the practical aspects of instructional technology selection, the topic of this presentation.
Join us for this session. We look forward to meeting you!
Think big. Think different. Think outside the traditional view of learning. Think of your HRIS as more than the traditional employee self service and manager self service you've seen. It's not about a transaction; it's all about your employees. Find a vendor with an employee focus, and rest falls into place. Some vendors and organizations are teaming together to create a new and insightful approach to learning. Learning isn't an activity; it's a way of life. Embrace it differently and your employees will too.
Online learning is not restricted to an Learning Management System (LMS). Great HR Technology has socially imbedded learning throughout the HRIS. Preboarding, Onboarding, New Hire training, Training for new Managers... all of this and more can be just in time, ready for employees as they need it, directly in your HRIS.
Learn to use socially imbedded tools to create learning without an LMS. Make it a part of the every day experience for employees. Make it a culture.
In this presentation, Deb Maher, Sr. Dir of HRIS and Shared Services at DeVry Inc., will present some cuttting edge ideas about how to make learning a part of your culture before your employees even start on their first day and how imbedded social concepts in your HRIS can transform your organization. Deb has been with DeVry for over 11 years. She implemented DeVry's HRIS, ATS, LMS and more and now also runs DeVry's askHR Service Centre. With a decade of trial lawyer experience, and years as a Senior Faculty member in DeVry's graduate school, Deb brings an unusual and fresh approach to leveraging technology to transform an organization.
It is no longer a question of “if” a company or organization will adopt mobile learning but “when.” The need for training content on mobile devices is quickly becoming a critical component of enterprise learning efforts. In today’s competitive business environment, companies are looking for ways to be more efficient and productive and do more work in less time. When designed and utilized correctly, mLearning can provide some of those results. And employees are asking for content on mobile devices so they can take their training on their own schedule and learn at their own pace. There is no doubt mobile learning is here and here to stay.
That being said, many organizations are ill-equipped to undertake an mLearning initiative because they are unprepared to take on the host of considerations that need to be faced. From strategy to concept to development to delivery, countless decisions need to be made to increase the probabilities of a successful deployment. Added to that, the implementation can’t be a drawn out process. New technologies and learning approaches are all changing and growing at a rapid pace. Being slow of foot can also mean falling behind the competition. The fast-moving environment means that any learning professional charged with implementing mLearning needs to be fully equipped.
“mLearning Straight Talk” is a comprehensive overview of the mobile learning world and the wide scope of different devices, new design standards, learning strategies, instructional design requirements, and contextual considerations, just to name a few. Without experience in these areas, a learning professional can be left scrambling to meet the expectations of their stakeholders and target audience.
Drawing on first-hand experience and real-world examples, the presentation will cover important topics such as winning over stakeholders, mLearning process, building prototypes, mLearning vs. eLearning, security, MDM and MAM, and how to build a mobile learning team. Attendees will be able to assess their own readiness to implement mLearning and grow in their own mobile learning knowledge. The information can be applicable to a learning professional that is just starting out or someone who is already utilizing mobile learning and wants to continue to become more “mobile smart.”
Since the dawn of time, games have played a vital role in the engagement, motivation and education of society. An emerging global trend is applying game mechanics/psychology to business processes in order to drive and align employees towards common strategic objectives of success.
Human Resource Practitioners are in the business of attracting,developing, engaging, driving and rewarding the human capital of organisations. They are also in the game of aligning this to business objectives and working within resource, budgetary and legal constraints. Gamification is about harnessing the power of good game design that is strategically aligned to produce results.
By applying the basic building blocks of game design to HR challenges/business objectives, professionals are beginning to unlock the potential of their organisations through creating:
> Social, Networks and Expression
These pillars are in no way comprehensive, but give the basic fundamentals. Gamification is actually more prevalent than we think. In fact the corporate ladder is, in itself, a powerful gamification model that has motivated employees for decades. The challenge is to get to the top of the ladder. Progress is monitored through performance management and status is provided through titles like consultant, manager, senior manager, associate and director. As you “level-up”, you unlock better offices, challenges, responsibilities and perks and financial rewards is linked to your salary band level.
The Gamification of HR presentation deals with the concept of gamification from the perspective of an HR professional and covers:
> The evolving face of gamers in the 21st century
> Organisational evolution over time
> The definition of Gamification
> The building blocks for application of Gamification
> Everyday examples of Gamification
> Gamification in HR
> The theory of "Flow"
> Employee Engagement Cycle through Gamification
> Steps before considering Gamification
> Case studies/examples of Gamification in HR
> Demystifying Gamification
> Predictions for the future trend
There are many examples of applications of gamification as an engagement tool, and HR departments are only beginning to consider the implications to unleash the potential of human capital beyond the obvious components of HR such as learning & development.
Most modern processes have been improved through the application of technology with positive results – learning is no exception. In this session, we will review industry best practices, specific case study examples, and macro-level observations to illustrate how technology-enabled learning is playing a transformational role in the efficiency, effectiveness, and strategic outcomes yielded by the business process of learning.
Laura Rexford will discuss the gap between how “the business” defines value and compared to how L&D defines it so we all can better respond to statements like, “L&D needs to be more business-oriented.” During this session you will learn how to quickly begin capturing total value through:
• Blending business value and Learning value propositions into a single framework to close the gap between “the Business” and L&D
• Validating the framework with industry trends, research, and case study example
• Defining technology-enabled learning’s transformational role in the total value equation
• Providing a practical series of actions for capturing total value to move forward quickly
At the conclusion of the webinar, participants will have a straightforward framework for business process management of learning emphasizing core business value tenets – efficiency, effectiveness, and business outcomes. This suggested approach does not rewrite current training evaluation methodology, rather creates a clear roadmap for organizations struggling to put contemporary industry guidance, like Talent Development Reporting Principles (TDRp) and Phillips’ ROI, and traditional evaluation methods, like Kirkpatrick’s Four Levels, into a single working system.
This program will not cover specific Skillsoft solutions, rather will emphasize strategies for closing the gap between how the business defines value received from learning investments and how L&D has historically defined it. The session is encouraged for anyone seeking straightforward ideas drawn from nearly a decade of lessons learned from organizations across the globe that have successfully matured to manage learning as a business process and manage learning investments through data-driven decisions aligned to business strategy.
We're declaring war-on bad webinars. And we want you to join us. Like most revolutions, this one is both against something and for something.
We're against mundane talking head PowerPoint presentations. We're against doing things the same way we used to. We're against working alone in silos.
We’ve tolerated and nurtured the webinar as it is for years. We’ve made some real advances and done some very cool things. We’re closer than ever to getting past the machine and up next to the people. But, we still have a long way to go. And, we don’t believe that webinars can continue to evolve incrementally, like some single celled amoeba waiting another million years to get closer to the edge of the ooze and start growing some legs. We must speed up the evolutionary process. This needs to be more caterpillar/butterfly and less dinosaur/human.
And so we’re declaring war—on bad webinars, and we want you to join us.
We're for captivating our audience through eloquent delivery and beautiful design. We're for pushing the limits of our technology. We're for amplifying what works and what doesn't. We're for synergy and sharing. We’re for better transformational webinar design and delivery.
Learn directly from the organizers of this movement-two of the industry's leaders in webinar design and delivery. Join the movement and discover how to ensure your webinar experience is not a bad one.
Based on our newest book, The Webinar Manifesto, this session will lay out the several Webinar Manifesto Principles that you must live by if you want to design and deliver killer webinars.
SCORM? The Tin Can API? These are essential technologies for an e-learning professional to understand. But what are these mysterious things and why should you care?
SCORM is used in nearly every e-learning product on the market and Tin Can is poised to revolutionize our industry. This session will help you understand what these technologies do, why they are important and what to look for when purchasing e-learning software.
SCORM is the plumbing underneath that your e-learning software that allows you to track the results of online courses. Plumbing can often be invisible, and we often take it for granted, but when it goes awry, things are rather, well, stinky. This session will teach you the basics of SCORM so you will know how to separate good SCORM from bad SCORM.
The Tin Can API is the next generation of SCORM. The Tin Can API lets you do all the fun stuff you want to incorporate into your learning programs but just can’t because SCORM gets in the way. The Tin Can API is great for tracking:
• Mobile Learning
• Serious Games
• Informal Learning
• Real World Performance
This session will help you understand the sea change underway in the e-learning industry as a result of the Tin Can API. We will talk about how the Tin Can API allows you to record allows us to record any learning experience, including informal learning, giving us a much richer picture of an individual’s learning path. We will learn how the Tin Can API frees your data form the confines of a siloed LMS and how it begins to connect the entire enterprise, allowing us to correlate job performance data with training data to assess training effectiveness and much more.
Does your Learning Management System (LMS) need a make-over? As the months and years go by, your LMS becomes more and more cluttered, difficult to navigate, and full of dated, irrelevant content. The configuration decisions you made when you first installed the LMS may have come back to haunt you. You may be hearing constant complaints from users, or worse – no complaints at all, and not much activity either.
Typical signs of an L-M-MesS include:
• outdated content
• haphazard organization
• duplicate user accounts
• dead ends
• lack of accountability
• title and tagging inconsistencies
• report anomalies
• lack of distinction between titles
• unused features
As you look down the list, do you find yourself pointing to each bullet point and saying yes, yes, yes, that's us? How can you escape these nightmares and ensure that your LMS stays fresh and well-organized?
In this session, we will cover the critical tasks that many organizations forget to address when implementing a new LMS, or updating an existing system. Vendors want to sell their product to as many customers as they can. Typically, your vendor will help you get your LMS up and running, and then leave you on your own to operate the system effectively.
If you are considering an LMS, are currently implementing an LMS, or have found yourself stuck with a problematic LMS, this session will reveal how to establish the standards, processes, taxonomies and governance necessary to ensure your LMS operates effectively for years to come. It's time to clean up and optimize your LMS!
The employee skills gap is the little gray area between an employee’s current skills and the skills the job needs. It’s the difference between proficient and adequate, and more often than not, we are unaware there is a gap. What if you could design a program that identified and quantified the talent needed and provided a framework to measure progress to proficiency in a role? What if you could take this methodology and design a dashboard that would measure and display results as the associate works through their professional development for anyone authorized to see it? What if all of these "employee talent profiles" rolled up to an "organizational talent profile" that identified the gaps in talent within the organization as a whole and provided a recruitment roadmap? And the best what if…what if I told you that you already have the tools to do this?! In this presentation, we explore how the employee talent profile can be created using current technologies and their templates to improve employee and organizational performance.
In this webinar we will cover these three key elements of building the employee gap analysis:
1. How to use technology to create an employee talent management profile that measures the gaps between an employee's current performance and desired proficiency in that role.
2. How to use business intelligence technology, consolidate data and identify the gaps in talent throughout the organization by developing an organizational talent profile.
3. How to create an organizational talent development roadmap using business intelligence to measure performance at various levels of the organization and identify opportunities for improvement.
This session is for learning providers who deliver virtual classes for a fee or who nonetheless insist on delivering the highest quality experience in the virtual classroom. When a learner or their employer pays a fee to attend a virtual class, their quality expectations are higher than they would be for a promotional webinar or a free class. They have come to expect the same quality of service in the virtual classroom that they experienced when they took classes in the traditional physical classroom.
How many times have you attended a webinar and experienced incidents like the facilitator’s voice being difficult to hear, lack of proficiency with the leader’s user interface, the instructor dropping out of a session, not receiving the support you needed before or during the session, or other poor quality service? When the training is important, service failures like these are not acceptable to you and being in a virtual classroom is not an excuse. Your customers expect you to deliver the same quality control in your virtual classroom.
After this session, the attendee should know the most critical considerations and best practices to ensure a high-quality virtual classroom experience for learners. The learning objectives are for the attendee to be able to:
• evaluate the virtual classroom application for the unique needs of your organization.
• select the best facilitators for the virtual classroom.
• deploy an environment that supports a quality learning experience.
• optimize the content for the features of the virtual classroom.
• provide complete support services to the learners.