Gathering feedback and using it appropriately is essential to assessing the current state of your organization, ensuring buy-in for change, and ultimately making the improvements that will drive a breakthrough.
In the Human Resources sphere when discussing feedback we usually think of how we conduct the ‘annual employee survey’ when we gather data in an attempt to measure engagement levels across the entire organization.
Managing this process is crucial and while many organizations are collecting the data they are not applying what they learn in ways that contribute to meaningful and substantive change.
Join us as we explore the key things you should do in order to achieve breakthroughs in performance and innovation and how you can use the insights you gain to seize the opportunities for improvement.
See SuccessFactors Learning for yourself and ask our product expert, Aurelia Peterson, questions in a live, interactive webcast. In this demo, we’ll explore how to:
• Incorporate social and mobile learning to help people learn in different ways
• Use analytics to report on training metrics across the organization
• Manage learning more efficiently by housing activities in a single location
• Improve content delivery with our unique managed service offering of iContent
About SuccessFactors Learning:
As the recognized leader in Learning and Talent Management, SuccessFactors Learning helps learning professionals ensure compliance, improve performance, and better enable external audiences. Unlike other solutions, SuccessFactors Learning leverages social, mobile, and analytic capabilities along with a powerful, elegant user experience that increases learning adoption and results.
SuccessFactors Learning can also be leveraged as part of SuccessFactors unified HCM Suite, and Talent Solutions. This allows SuccessFactors Learning to uniquely and powerfully address any type of learning requirement – from formal, compliance driven to social /informal and collaborative—delivering learning anywhere, anyplace, anytime.
Massive Open Online Courses (MOOCs) are making waves in higher education. The world's top universities are creating online courses and giving them away for free. Learning leaders need to understand all the possibilities that MOOCs present: from encouraging employees to utilize MOOCs as part of their continuing professional education, to understanding the learning practices that enable MOOCs to deliver experiences globally. While the providers of these educational offerings are still working out a business model of their own, there exists an opportunity for businesses to benefit from the MOOC movement.
This session will take a balanced view at the evidence for MOOCs, giving you the tools to evaluate the potential for this exciting new field.
When you think about it, what isn't changing? Industries, organizations, jobs, work, and even people's expectations are shifting. So it's only to be expected that learning will also adapt to meet the needs of all the change around us. This webinar will explore a broad range of topics such as:
• Social learning and how it will continue to evolve to meet new social technologies
• What the Kahn Academy could mean for corporate learning
• The role of accreditation in providing "trophies" to the next generation of learning
• Eight strategies for accelerating development of new employees as experienced employees leave the workplace
• Augmented reality and the implication for just-in-time learning
And in the spirit of social learning, YOU are the content. Bring your ideas to the table to collaborate on understanding the future of learning.
You've heard about YouTube, Twitter, Wikipedia and SecondLife ... but how do these sorts of collaborative technologies help an organization with its business goals? Improving your employee engagement is akin to a bump in overall performance and productivity, so why not use the concepts of video sharing, micro-blogging, wiki's and virtual worlds inside your organization to help the cause? Find out how these sorts of collaborative technologies can be employed with a detailed case study of it in use at Canadian telecommunications company, TELUS, where the organization improved overall employee engagement from 53% to 81% in just under five years.
Are your employees increasingly mobile, but your learning programs aren’t? If so, you’re missing out on an effective way to support your programs, make an impact on learning results, and be relevant to your employees’ day-to-day jobs.
Mobile learning used to be the next big thing—now it is the big thing. Join Mark Brandau, senior director product marketing, on September 25, at 1 PM EDT, to find out the top five ways mobile learning can boost your learning programs.
Where do you start? Start by attending this webinar to get an overview of using mobile technologies, get 5 tips to make you successful, and learn how to:
Provide learning on the spot, right when it’s needed
Incorporate learning as a part of your existing learning programs
Leverage learning to improve engagement, course completion, and learning effectiveness
Identify what types of learning programs work best with mobile
Flipped learning—courseware and recorded content serving as the initial element of a learning experience, with live virtual sessions and social and collaborative tools supplementing and enhancing the learning experience—has the potential to increase learning effectiveness, lower operational costs, and get better retention and more effective application of the learning. The model has created tremendous buzz in the education community, but is it viable for business learning? We believe that effective use of the flipped learning model can transform business learning, improve learning outcomes, and reduce operational costs. Participants in this session will examine the flipped classroom model, learn how to build one, and hear case studies of businesses that are now delivering in this new model.
Global teams are quickly becoming the operating standard for many companies. With every new merger and acquisition, distributed product development team, and expanded customer services, new teams begin to emerge on a global scale. This is true at Autodesk, an industry leader in software for architecture, construction, manufacturing and entertainment. Over the last few years, the rate of emergence of global teams has accelerated at a dizzying pace. As Training and Organization Development professionals, we are constantly in demand to help leaders face their challenges through awareness and skill building for what it takes to lead effective virtual teams.
In this session, we’ll discuss some of the challenges virtual teams experience that aren’t always discussed in the literature. We’ll review the toll globalization takes on productivity, how structures can be redesigned to support team effectiveness, and some techniques team leaders can use to help their teams become highly effective.
Did you know that within the first 48 hours of your employees attending a traditional training or learning event, their knowledge retention drops to 33 percent? Did you also know that research now shows that nearly 80 percent of learning in the workplace takes place informally? So why are training departments still spending the vast majority of their budgets on formal training efforts? Informal Learning has become all the rage over the past 5 years in the Learning and Development industry. As we’ve taken a closer look at this powerful discipline we’ve learned that Informal learning can actually be “formalized”, tracked, measured, and implemented through Performance Support. This session will address the methodologies behind designing, implementing, and maintaining effective Performance Support (learning while doing), and how it is now, more than ever, all around us!
The way we work has changed. With jobs and skills changing so quickly, we don’t always have the time to create structured formal training programs to support and develop our employees.
Technology tools and network connections enable us to find and access information and resources with the tap of a few keys—provided the useful resources and information are there. Today’s learning professionals need to have a mind to creating an environment in which resources, support and performance tools can be available IN the workflow as people need them.
At the same time, the learning programs we do create need to be more agile and sustained over time to truly support behavior change. With a mind to continuous learning, let’s start thinking about creating learning campaigns instead of training events.
Let’s explore these concepts, get you caught up on the terminology, and take a look at what other organizations are doing to implement collaborative tools, create learning campaigns and embed support where it’s needed.