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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!
No one is asking you to turn your company into a hippie commune, but the fact is that even your most senior executives can learn something from a new hire. Knowledge sharing without hierarchical boundaries will drive better results, increase sales, reduce costs, improve efficiencies and create leaders across your organization.
Creating a knowledge-sharing culture within your organization where individual contributions and peer-to-peer mentoring is rewarded will result in a rich history of tribal knowledge and heightened employee engagement. These benefits will directly impact your bottom line according to the National Business Research Institute.
The first step to creating a dynamic leader at any level in your organization is to first motivate employees. This means more than just top pay. 78% of surveyed employees cite recognition as being the top motivator. And this isn’t just isolated to being recognized in the employee-employer relationship. Recognizing your team members’ contributions in a public or social setting can reap the most powerful rewards.
However, employee engagement is more than just a one-way street. If you only give and hope they stay, you end up with a workforce full of takers. There needs to be a common goal of making each other better and knowing that the end result is that you both succeed.
Establish a culture that respects and honors its contributors and you will empower each member to lead individually.
Having a culture of sharing isn’t enough, though. It’s imperative that you equip your people with a place to share, where that knowledge is recorded, easily searchable, and maintained for future generations of your workforce.
As our industry has evolved, we’ve moved from ‘CBT’ (computer-based-learning) to ‘WBT’ (web-based-learning) to ‘e-learning.’ Now, we are delivering ‘virtual learning.’ The evolution of the terminology represents the evolution of our industry – tools, techniques, and applications are adapting to the way we naturally work and learn. Eventually, it will all be “learning”, and just the location will be categorized.
But for now – what IS virtual learning, and what are the latest solutions that support it? In this session, we’ll provide real examples of how organizations are applying the most cutting edge learning technologies to maximize results. First, some operational definitions will be discussed to provide clarity. The impact of Generational Dynamics on the deployment of learning technologies will be introduced, coupled with a discussion about factors that will impact training cultures over the next five years.
1. Self-directed media-based learning: Addresses delivery platform versus learning technology, assessment, completion rates, and retention rates.
2. Social media: Addresses social media as a social learning platform, and management of management of information.
3. Simulations & Gaming: Addresses Gamification, various types of simulations, and how to create this type of training without a big budget.
4. Virtual Classrooms: Addresses how virtual classrooms can be used for learning, not just for meetings and presentations. Also discusses advantages of virtual classrooms over traditional classrooms.
5. Blended Learning: Addresses how to blend the virtual learning solutions together with traditional training solutions to obtain the most impactful training solution.
The session will conclude with a discussion about the challenges that must be considered when implementing a virtual training solution.
Knowledge -- once you have it, how do you share it? Organizations often have an untapped resource, the knowledge resident in their workers. When workers enter the organization, they bring with them knowledge and skills they have acquired over time through their experiences, education, and concentrated effort. Some earned knowledge through education, others gained knowledge through on-the-job experiences and observation, and yet others increased knowledge through professional relationships with mentors or coaches. Assuming that there is a reasonable mission and hiring strategy that guides the organization, every worker in the organization has something they can contribute to the organization’s overall knowledge base. Nevertheless, these reserves often go un-noticed and under-utilized.
A thoughtfully designed knowledge management (KM) system makes use of these readily available and resident knowledge resources. The astute human resource (HR) executive endorses and promotes knowledge management both as a concept and a reality. Realizing the there are varying levels of knowledge; a knowledge management system must be thoughtfully and purposefully designed using best practices and studying best of breed. When the design of the KM system is explicit and informed, the organization can capture and make use of the available knowledge.
This session examines ways in which the hidden reservoir of knowledge within an organization can be discovered, developed, organized, and shared to the benefit of an organization. Practical aspects of knowledge management will be explored including what kinds of knowledge to gather and store as well as ways in which technology can facilitate the effort to support the knowledge management effort. Additionally, we will examine best practices steps toward managing the knowledge cycle and creating a knowledge management system. Finally, a case study example demonstrating the best-of-breed in the area of knowledge management will be provided.
Some people believe that learning management systems (LMS) are rigid platforms that force training on helpless learners. They believe that these learning environments create an outdated, rigid, top-down approach to learning that will eventually be replaced with more learner-driven practices.
The truth is that a learning management system can provide a learning environment where learners have control over many aspects of their learning.
Join Richard Nantel. VP, Enterprise Learning Solutions at Blatant Media, as he discusses:
• Why course equivalency should be part of your learning strategy
• How to design curricula that give learners control over which learning events they select
• How to use a learning management system as an on-ramp to the Web’s best content
• How to allow learners to select their preferred learning modalities, whether self-paced courses, instructor-led events, or other
• How to give learners the ability to record the learning events they engaged in outside of the learning management system
• How the data collected through learner surveys can create a learner-driven environment
• Launching collaborative activities from a learning management system
• And much more
This fast-paced presentation won’t bore you with a bunch of PowerPoint slides. Instead, we’ll focus on hands-on demonstrations of ways a learning management system can be used to create a flexible, personalized learning environment.
This presentation is designed for HR and learning professionals; anti-LMS fanatics, those who think learners in a LMS are like caged animals; learners who actually feel like caged animals in their LMS because administrators haven’t implemented the ideas presented in this session; those wondering if a learning management system might benefit their organization; LMS administrators hoping to better serve their learners.
As enterprise organizations expand to support a globally dispersed employee base, developing effective learning environments that can be delivered anywhere, anytime becomes a significant challenge. Implementing learning management systems and basic online learning tools have fallen short in providing an engaging learning experience that ensures the effectiveness of enterprise training programs.
Attend the ON24 session, “Virtual Training: Building a Global Training Strategy,” and we will show you how to create virtual learning environments that can be customized to deliver an interactive and engaging learning experience. This webinar will also address how to move training beyond learning management systems to reach learners at their point of need, using blended methods that increase engagement and retention. This session will feature guidance on how to:
- Enhance and extend your learning management systems
- Increase the reach and effectiveness of your training programs
- Create virtual training centers that best serve the needs of the organization and the learners
- Extend the life of training sessions and content
ON24, the virtual communications platform for the global enterprise, provides interactive, impactful cloud-based solutions that drive outstanding results. ON24 offers a broad and innovative product portfolio, including webcasting, virtual events and virtual environments, accessible from any device and supported by robust reporting and analytics. Applications for the ON24 platform include demand generation, partner enablement, training, product launches, company town hall meetings and user conferences. The ON24 Virtual Learning Environment is being used by leading companies to provide engaging training programs for new hire on-boarding, leadership and professional development, sales and partner training, and employee education. By combining virtual classrooms, live webcasts, social learning tools and other Web-based collaboration tools, a virtual learning environment creates a highly adaptable and engaging learning experience for wide-ranging training programs and employee needs. For more information, visit http://www.ON24.com.
Last April, Joe Ganci gave us his take on how to choose the right authoring tool for your needs. At the time, he said you should focus on the four Ts: Talent, Technique, Topic and Tool.
Now it's time to review the tools themselves and make sure you know which ones will work for you. Which ones are powerful? Which ones are easy to use? Can you have both power and ease-of-use in one tool? Which deliver to Flash only and which deliver to HTML5 as well?
There are the PowerPoint add-on tools: Articulate Studio, Adobe Presenter, iSpring, and ZenlerStudio. There are the stand-alone tools you install, such as Adobe Captivate, Articulate Storyline, and Trivantis Lectora. Finally, there are the cloud-based tools: Allen Interactions ZebraZapps, DominKnow Claro, and Silitix Roleplay, among others. Then there are The Others: web-conferencing tools that also deliver eLearning, Learning Content Management Systems, and more.
The battles rage on, unseen and unheard outside of the eLearning field but felt all too closely by those of us who struggle to create excellent eLearning, the kind that your learners write home about in glowing terms. We have seen our comrades fall on the battlefield, victims of marketing hype and unrealized expectations. We have seen others struggle to learn tools they had been told were easy squeezey.
Stop the madness! Joe will guide you through by explaining these tools in an unbiased look at each one. He's an expert, you see, uses many tools, don't you know, and writes a weekly newsletter on tools (sign up at www.tinyurl.com/elearningjoe). This will be an hour of your time well spent. Bring your questions and get ready for some informative answers!
When creating content for live, online training, your goal is to develop curriculum that keeps learners engaged and, well… learning. Accomplishing that in an online environment requires a new approach to preparation, content development and delivery. You must consider how to creatively engage your attendees, plan for interaction and transform your slides to be more visually appealing.
Many of you have discovered that face-to-face curriculum does not transfer to a virtual environment. Bottom line: It doesn’t work. Proper content development is what drives engaging, interactive sessions, because unlike face-to-face training, virtual training should be designed with most of the engagement planned and outlined on the slides. To accomplish this, you will need more slides and graphics. This is completely different than face-to-face training and is why you cannot use the exact same slides. In a world filled with readily available distractions, everything must move quickly to keep attendees focused.
Join this webinar to hear Sheri Jeavons, founder and president of Power Presentations, Inc. discuss how to develop effective, engaging online sessions that will leave your attendees eager to attend your training sessions and learn more.
Attend this session to discover:
* How often you should plan to engage attendees
* The difference between visual and physical interaction
* The Webinars that Wow® content development format
* A step-by-step introduction process to engage attendees right away
* Tips to transform curriculum from a live event into virtual
* Ways to interact virtually with your audience
* How much content to develop for the allotted time frame
* Unique group exercise activities
Industry data and trends show that one out of every three organizations is looking at replacing its LMS. This shows that there is dissatisfaction with the current offerings and the ability to meet organizations needs and requirements. With greater importance being placed on learning, compliance, and analytics organizations have begun to search for improved offerings to meet their needs. When the time comes and replacement is inevitable, the first step should not be product demonstrations – but rather the development of a replacement strategy.
But, even if change is necessary, it is not always easy. A little upfront work goes a long way towards a successful LMS replacement and implementation outcome. The development of a replacement strategy will take you from the business case through the launch of the new system. To provide guidance on the considerations and approach this session will cover common pitfalls, the replacement process, selected case studies, a 10-point replacement strategy framework, and how to partner effectively with your selected LMS provider (which is critical to ensure a smooth transition). Upon conclusion you should be armed with a solid understanding that allows you to understand the elements of a replacement strategy, key practices by industry and complexity, and lessons learned and pitfalls to avoid.
Join Jason Marceau, Chief Operations Officer from Meridian, as he outlines key elements of an effective replacement strategy, and key practices for successful replacement implementations. Since joining Meridian in 2005, Jason and his colleagues have consulted on and implemented systems of all sizes for more than 100 of the world’s best-known private- and public-sector employers. He speaks on the topic of learning and performance management and technology for various learning and development industry organizations.
In today’s competitive workforce having leading-edge practices and people is a foundational aspect of successful business planning and implementation. Information over the internet is an excellent resource to research and investigate new knowledge, best practices and samples; however, with the ongoing demand to be current and manage your workday, the nice to do’s are at times, placed on the bottom of the list. Today’s hot topic of "on demand" learning has sparked conversations around the world. The premise of this workshop is to educate and standardize key concepts and industry recognized terminology.
With today's demand to do more faster and smarter with little resources and increased budgets, organizations rely on their management team to apply simple solutions and best practice approaches. By understanding and enabling your teams to partner with learning and technology you will be able to make informed decisions and consider a new perspective towards On Demand Learning.
Through this interactive session you will learn the key buzz words that will ensure you understand the essential concepts, processes and terminology towards technology and training. This workshop has been designed to share foundational concepts, definitions and examples that will ignite a new age thinking that you will be able to discuss with others and consider innovative solutions that you may consider applying towards your next talent agenda. Throughout the workshop examples, best practices and lessons learned are shared. Many resources will be shared so that when you complete the workshop you will to determine a starting point for your On Demand deliverable.
A common cultural phenomenon in Global business today is the tradition of knowledge hoarding. The custom evolved over the past century as knowledge workers began to believe that their individual expertise, even when that expertise was fundamental to the success of their company, was the fundamental mechanism which granted them power within any given corporate environment.
In part this is an inevitable part of an economic shift to a knowledge based economy rather than an industrial economy. There is no question that the core value of knowledge workers is in their diverse abilities to respond to the complex needs of today’s business environment. Nonetheless, there are aspects of that knowledge that must be shared in order to ensure business success both in the short and long term. Striking a credible balance between a knowledge hoarding culture (which rewards individuals based on fear of losing their specific knowledge about business processes) and a knowledge sharing culture (which rewards individuals based on their broader contributions, ability to collaborate and communicate) can be extremely difficult.
To further complicate the matter, there has been little technology developed to facilitate rapid, simple sharing of incidental knowledge among knowledge workers. Together these problems have slowed the evolution of corporate environments from knowledge hoarding centers to knowledge sharing centers. Now however the growing pressures of historic retirements, substantial restructuring leading to attrition and down-sizing, and the ever-escalating need to optimize businesses for the 21st Century are pressuring companies to address the issue of corporate knowledge culture.
In light of this pressure, and the emergence of popular technologies like social media and video, technologies now exist that can facilitate effective and powerful knowledge sharing without the need for substantial investments in infrastructure and training.
Attendees of this session will learn:
Identify the advantages / disadvantages of knowledge sharing in 21st Century Business
How to create a plan for integrating / motivating knowledge sharing in your organization
What technologies are available to support a knowledge sharing culture?
The potential cost savings / benefits of implementing a knowledge sharing program
In the world of talent management, we’re witnessing a fundamental change in learning – with HR and learning professionals challenged to adapt like never before. Not only is there a backdrop of tough economic times, but there is pressure to deliver new employee skills to the front lines more rapidly, more often and with much greater impact. There is also pressure to embrace a broader range of learning styles via a wider range of technologies. In a recent survey of HR Leaders from across the globe, over a third revealed that they cannot sufficiently prepare their workforce for tomorrow's skills demand, leaving one in three employees feeling insecure in their job as a result. And 75% of HR leaders agree that organizational change is happening globally much faster than just five years ago.
The answer? Our overall approach to learning and the way we deliver it needs to become much more agile if it is to realize its true potential, and keep pace with the speed of change.
HR professionals are being asked to achieve more with much less, and to do it right now. To overcome this challenge, HR leaders need to adopt more agile learning strategies that respond incredibly quickly to change. This session will examine the concept behind Agile Learning, why this new approach is necessary, and the research behind it. The speaker will then move on to look at a practical and theoretical overview of the learning mistakes to leave behind and the Agile approaches to take forward including:
• How to review your true training needs
• The pitfalls surrounding learning strategy implementation - and how to avoid them
• What an agile solution really looks like, and how to deliver it
• What effective assessment means