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Welcome to the Institute for Human Resources Technology Enabled Learning fourth virtual event. Thank you to everyone for your participation and support.
We are now finishing our initial 12-month program. This event will be the fourth in our series of four for the first 12 months. Find out what we have been up to and what we have accomplished these last few months.
Join Dan Cox, CEO of Cox eLearning Consultants, as he looks back at what has been happening within the Institute for Human Resources Technology Enabled Learning within the last six months. During this short, 20-minute session Dan will review the progress of the Institute for Human Resources Technology Enabled Learning to date. He will review the certification program - have you signed up yet? Get an update on the hours accumulated to date. Find out what you have missed, and take a look at what is coming up for 2012.
During this session we will:
• Introduce you to the Advisory Board
• Introduce you to the Institute and the Certification program
• Help you become an expert in Technology Enabled Learning. Learn why this Institute is important to the eLearning community and how you can contribute to its success.
If you are new to the Institute for Human Resources Technology Enabled Learning, this introduction will cover not only our past accomplishments but also explain why you should continue to participate 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.
During this presentation, you will learn how performance management technology can achieve a continuous return on investment that is significantly greater than any other tools that your organization can deploy. Using actual case-study data and the latest industry statistics, this session breaks down the raw details and definitions of performance management in the current business environment. We will share current research indicating the various performance management technologies that organizations are using and/or need. We will also evaluate business processors and explore technology frameworks, discuss elearning and rapid courseware development options using tools that are easily and readily available, reducing the time to develop learning and the burdens associated with learning management administration and effective performance management. Some of these options could also remove the challenges organizations are facing in rapid development and execution of learning across the globe from their subject matter experts. We will review the effective use of mobile technology applications in the workforce and evaluate the advantages of leveraging data automation, expert systems technologies and cloud computing to automate programs. Two Case studies will be shared to further expand on real challenges that organizations were facing and the strategies and technologies they executed for them to meet their objectives. Finally, the session will conclude with an outline of considerations and a process from our experience that the attendees could apply to their business. With performance management providing the systematic training and evaluation required to reduce the cost of goods sold, increase sales revenues, improve customer experience while decreasing training costs and by achieving a focus on developing, selling and delivering the organization's offerings.
Time has not been confirmed
Our industry has made great progress in meeting the instructional needs of people who are learning something for the first time — and when they want to learn more about it. We have broadened our approach from the traditional classroom to include other formal means to help people learn quickly and effectively, and have employed innovative technologies to make these learning opportunities available anywhere, anytime. Mobile technologies, or M-Learning, have emerged as a powerful platform for meeting the “learn for the first time” need. But is it enough and the best use of this technology?
We are, for the most part, very good at focused, event-based learning, both synchronous and asynchronous, but we have been negligent in addressing the most critical moment in any person’s individual learning process – the moment of “Apply.” When learners attempt to apply what they have been taught, they meet the realities of what they actually learned, what they didn’t learn, what they have forgotten, and what they have misunderstood. They also discover unanticipated nuances and the challenge of a constantly changing performance landscape.
This session will show how mSupport addresses the key moments of Apply. Participants in this session will learn the five phases learners continually pass through that require support to successfully perform and how mobile technology is perfectly situated to address all five of these moments.
The recent popularization of “gamification” in the training world has firmly planted the misconception that all games are effective tools for learning in training environments. What has not been so widely conveyed are the design and development concepts and challenges that are critical to the successful of these implementations.
When looking to create a game as a training tool the wide variety of game types, challenges of development and difficulties in measuring success provide a unique set of hurdles that must be considered by organizations looking to implement games in their training programs. Additionally, the growing reliance on technology can often take designers down the misguided path that a complex computer game is the most effective method for delivering information using the gaming model. These issues, however, are not insurmountable and, if properly addressed in the design phase with reasonable expectations for the final deployment, games can be an effective and engaging means of training. It is important to any organization that is considering using games in their program to consider all of these issues and understand how they will be addressed during the development process.
In this presentation we’ll review varying types of games ranging from basic board games to expansive PC based games and consider how they are impact the training world . We’ll discuss the potential benefits of games in training programs, strategies for designing effective learning games, and the true challenges of game design. Additionally we’ll also explore the challenges of collecting meaningful metrics including which metrics can be collected and how, in some instances they can be related to performance.
Make the Leap! Strategy, Accountability, and Design Tips for ‘New School’ Learning
Where does your organization sit on the ‘old school’ versus ‘new school’ spectrum when it comes to learning? Are you eager to introduce new approaches to learning in your organization? Learn tips to turn your trainers into brokers for learning to help connect people with company experts, information and one another in a dynamic, engaging way. Turn yesterday’s lecture into today’s blog. Ditch the PowerPoint slides in favor of a video recorder. Embrace social media at work instead of banning it. Set employees on a path of personal ownership for their own learning plan. You already know that everyone learns in his/her own way. Now is your chance to give them what they need in order to do their best work.
In this session, you will learn:
- Tips for embracing and implementing internal and external social learning strategies
- Ideas for shifting ownership and accountability for learning within your organization and harnessing the power of a collaborative, agile learning community
- Creative ways to change and/or supplement more traditional methods of delivering content through social learning tools and activities
- Techniques for discovering hidden gems of knowledge in your organization (experts, ideas, processes, documents) and harvesting the best of the best content to become part of your learning library
If you are still talking about learning the same way you did 10 years ago, join this session to kick start your 2012 initiatives and get some tactical ideas that can help amplify the development and learning opportunities for your employees.
Start the year off right! In these uncertain economic times, organizations don't want to spend money on high workers' compensation premiums, safety audits and low productivity due to inaccurate or unsafe work practices. One large claim or audit can have a devastating effect on the organization. In response, employers are increasingly leveraging technology and learning platforms to show employees how to correctly operate equipment, perform certain procedures, minimize safety risks, etc. With the help of technology, employers can provide effective and engaging training 24/7, to increase productivity and protect the organization from claims, audits and increased workers' compensation premiums.
In this free webcast, we'll examine a case study about a manufacturing company who leveraged new training technology to quickly and cost-effectively ensure their employees understood the proper way to handle equipment so as to minimize safety risks and claims. In this webcast, we'll focus on how to use technology to create engaging and valuable training, how to build a training program that significantly impacts the workplace culture and how to leverage technology so your training program is also a risk management tool.
Safety managers, human resources and senior management should attend this event to learn how workforce training can be engaging and effective while not disrupting your employees’ productivity.
This presentation will have 2 speakers. Janine Yancey, an attorney who has practiced labor and employment law for 19 years, will lead the presentation. Director of HR at Woodmack Product, Dorinda McMillan, will discuss how eLearning and other technology-enabled learning has exceeded ROI expectations and furthered Woodmack's open and positive company culture.
Training employees is an HR function that requires planning, budgeting and a hard look at the requirements of the business. But what happens to the training needs of the HR personnel? Do you get the same high-level planning applied to your department?
In the quest of for “a seat at the table”, HR training programs often overlook some of the most basic foundational skills that business leaders require. Early identification of your high potentials through training in HR stalwarts such as Selection and Staffing, Risk Management, employment law, employee relations, compensation, and performance management and appraisal help you to determine who will rise to the top and be ready to tackle the broader challenges of HR management. By exposing HR personnel to concepts such as financial acumen, coaching and mentoring, and strategic thinking, HR professionals are trained to think as leaders of a business unit. Understanding the competing needs of your company, competitors, customers, industries and employees helps focus your efforts on the most impactful activities that really drive value for the business. Peter Rogoff of eCornell will crack open his dossier of best practices for HR development programs. Whether you work for a not-for-profit, a manufacturer or a services provider, many examples of successful HR development programs will be reviewed and discussed. In this presentation, you will learn:
The five parts of successful training programs
How to identify the right training for the right constituency
When to train HR professionals to be HR leaders
The kinds of HR training used by many Fortune 500 companies
Make 2012 be your most successful year by being a Strategic HR Professional that can sell your way to the top! You can make things happen when you have a great idea, a solid plan and have the courage to inspire leaders to take the organization to the next level. As executive coaches to senior management and CEO’s we can teach you how to identify and do what you need to influence and create power with excellent people programs and business plans.
People often tell us that building a strategic plan for HR that will 1) have impact to the business and 2) be accepted by your CEO and top management team is a daunting challenge. This high paced and interactive seminar will give you all the tools you need to develop a plan and give you practical means to sell the plan and associated scorecard to your CEO and TMT.
In today’s ever challenging business climate, HR professions get lost doing too many tactical issues and stay understaffed and unsupported. You need champions and a selling strategy to get CEo’s and senior teams to listen and take action with your lead. Too many HR Professionals have the talent to set up courses and learning management objectives but forget to link up the People, Strategy and the Performance including their own HR and Learning development organization.
Whether you are one person, a senior player or have a team, these two dynamic Executives Coaches have the 20 years experience to provide an exciting packed session with comprehensive stragey models--- and they will empower you to choose the right strategies to Identify and then Sell more compelling missions for your learning management programs. Through conceptual models to role plays and CEO’s surveys, Laura and Kent will walk through
• How to Follow Your company Strategy and identify a gap
• How to Sell a compelling ROI for your Initiatives
• Using a scorecard to create Initiatives one to one and with your senior leaders
• How to predict and overcome the conflicts and objections to overcome resistance
• And How to Sell your initiatives and value through influencing the business
There is a lot of promise of how Social Learning can transform the learning industry. Pundits post about it every day, and LMS vendors are falling over themselves to patch it onto their platforms.
There's also a lot of hype. In particular there are five myths that create a lot of smoke and very little light in the implementation of social media in the enterprise. This becomes very clear in online learning communities where person after person asks if anyone, anywhere, can demonstrate useful, quantifiable results.
In this webinar you’ll learn why “build it and they will come,” “social learning is the same as informal learning,” “social networking is great for social learning,” and other misconceptions can prevent L&D organizations from focusing on results.
You’ll also explore a social learning model that has been used successfully to produce a 10x speed to proficiency and save hundreds of millions of dollars in the insurance industry. You’ll see how Fortune 500 organizations have blended formal, informal, and just-in-time learning together, and used “rolling 360’s” to demonstrate results – even in “soft skill” training. The best news is that the techniques they use are very much common sense, and can be employed using tools already at hand.
This webinar is about social learning for results, and is hosted by a subject matter expert who has delivered hundreds of social learning solutions to major corporations throughout the United State. In this seminar, you will explore:
The five myths of social learning
A social learning framework
How to weave together formal, informal, and just-in-time learning
How to demonstrate social learning results
Questions HR executives should ask your training department
Adaptability and agility is necessary to survive and thrive in today’s fast-paced work environment. Organizations and their workforces are under increasing pressure in today's global 24/7/365 world to compete and win as profit-making companies or better respond and serve as non-profit or governmental agencies.
What gives an organization an edge over the competition? It’s the ability to attract the right people who are creative and innovative, as well as the ability to leverage their knowledge to engage the market in a unique way. This means not just retaining talent, but retaining knowledge and then sharing it. Having a knowledge sharing strategy and the systems to support this strategy is a key differentiator in the success of employee acquisition and retention.
Cloud technologies such as Knoodle are used to create ecosystems that enable rapid knowledge sharing, informal learning channels and social learning opportunities. These technologies are cost easy to implement, affordable, require zero IT involvement, and can effectively leverage employees’ knowledge to launch innovation and effectiveness into the workplace.
In this presentation, you will learn:
• What successful organizations are already doing to address today’s learning challenges.
• How you can apply key lessons and new technology to solve your organization’s learning challenges.
• Proven ways that rapid knowledge sharing helps ensure the ongoing success of your current and future talent.
Join this presentation by Kelly Smith, industry expert and Knoodle evangelist. Kelly has over 20 years of experience working in sales and business development positions in Silicon Valley. Prior to Knoodle, she held Director of Business Development positions at several SaaS startups and cloud computing companies. For eight years she was a leading contributor at Mentor Graphics, ESD (Embedded Systems Division). Kelly attended UC Davis and CSU Sacramento and holds a B.A. in Communications with a minor in Journalism.
Although virtual teams are formed for the same reasons and encounter many of the same obstacles as traditional teams, the geographical distances between members create unique challenges that must be overcome for team success. Virtual Teams are similar to traditional teams in many ways, each consists of members who must exchange information and ideas to solve a problem or make a decision. However, virtual team members confront a unique aspect of their interaction: members are located at different work sites and must use communication technologies to share information, collaborate, and coordinate their work efforts.
Getting to know team members through face-to-face interaction has, for the most part, been lost. A key to effective communication is understanding your own preference for sending and receiving information and understanding how others prefer to send and receive information. Gaining this understanding often takes much longer when there is not face-to-face interaction.
While the concept of virtual teams is not new, many organizations are evaluating the benefits, challenges, and steps that need to be taken to guarantee optimal performance of team members as they achieve pre-determined team and organizational goals. Advances in technology opened up a new way of doing business as well as a new way of utilizing personnel resources. Cost cutting became a necessity for many during the recent economic challenges and virtual offices offered a method of saving and/or consolidating resources.
The greatest challenge for virtual teams has been establishing effective communication models that would facilitate the flow of information between individuals and the team as a whole. Managers have also been faced with the challenge of how to interact, communicate and manage virtual teams.
What would be your reaction if you were informed that you needed to provide training to 1000 new individuals in the next 30 days? If you’re a learning administrator within an organization’s learning or HR department, the need to manage a new learning initiative may be one more big responsibility added to an already massive task list. If you’re a commercial training provider, it may be a combination of joy over the influx of revenues mixed with stress at the required effort.
Enabling learning in others should not be a source of stress, it should feel rewarding. Too often, though, the time and effort required to enrol learners, assign them to the correct course or curriculum, track their progress, provide them with certificates, and manage future re-certification requirements is huge and potentially demoralizing.
Learning management systems (LMS) provide huge gains in efficiency when compared with administering learning manually using spreadsheets and paper records. But, many learning management systems fall short in their ability to create scalable learning initiatives. These system may work fine in administer learning to 100 learners, but disappoint when used to manage 10,000 learners. Faced with these shortcomings, organizations are forced to assign additional administrators, significantly raising the costs of the initiative.
Join Richard Nantel, VP, Enterprise Learning Solutions at Blatant Media, as he presents the following:
• Why your learning initiative needs to be scalable
• How automation can make the number of learners irrelevant
• The costs of administering training in a LMS manually
• How to design a scalable learning initiative
• What are the most important LMS features to support large-scale learning programs