360* survey processes have been in use for many decades and are widely used across all industries and organizational levels. Unfortunately, not all organizations realize maximum benefits from developmental aspects of their 360* survey processes.
Learngage Knowledge Series is a part of our on-going research on How CXOs Learn, What kind of learners they are and How they drive Learning in their organisations.
Observe a cat. It really doesn’t seem to matter how many times you repel him from trying something. At that moment, with his eyes glued to the object of his desire, nothing in this world is more desirable than that. He is intrigued that it is everything he ever wanted as is evident from his face which is nine parts curiosity, one part serious indignation. After having tasted what it feels like, he suddenly hates it, makes a face and runs.
Learngage Knowledge Series is a part of our on-going research on How CXOs Learn, What kind of Learners they are and How they drive Learning in their Organisations.
If you are reporting that 70% of the company received training in the prior year in a total of 20 programs, and everyone you talked to enjoyed the training – you can expect to run into an uncomfortable situation during your next board-room meeting. CEOs aren’t keen about the number of participants covered on your LMS, their satisfaction scores or how many programs were run in the last quarter; they need to know what kind of impact training has on the company’s bottom line.
With emphasis on process, performance, and employee motivation as the keys to success, there is no denying the fact that learning has become a barometer of an organization’s competitiveness. Simply said - ‘You Train, You Gain'.
The HR Function plays a key role in aligning employees to the organization’s objectives. Employee Engagement, Performance Management and Talent Management are now the focal point of this function’s ROI. This signifies the need for HR professionals to invest in education that helps them design effective strategies for their organization.
We live in a world full of distractions and dwindling attention spans. At the same time, we are savvy consumers of information. If a post on our Facebook feed doesn’t immediately catch our eye, we just scroll to the next one. Learners scroll through training content the same way. They’ll sniff out off-the-shelf, inauthentic content and won’t engage with the trainer or the training material whatsoever.
How can we "engage" the disengaged to learn something? It's a great question, and is surely one often on the minds of every CLO, L&D manager and trainer. The word "engage" in quotation mark because it reflects what I learned and researched especially during my last 10 years of L&D experience prior to starting Learngage where we live, eat and breath ‘learner engagement’.
Research says that 80% of all new hires decide within the first 3 months whether they are going to stay with their current employers or begin looking for ‘new opportunities’.
Over the past four to five years I’ve asked a number of L&D professionals at every forum; what they like or don’t like about their LMS. It’s not very scientific but I’ve received some fairly unvarnished feedback about the current state of thinking among people tasked with driving knowledge in the enterprise.
There's a lot of talk lately about the millennial aka ‘the modern learner’. One of the trends is the push toward informal learning and trying to achieve the 70/20/10 model. However, many organizations and training partners are still struggling to get to those numbers. According to Brandon Hall Group in their 2016 report, the current reality still looks like this.
During the last 10 years, improvements in learning offerings, widespread availability of broadband connectivity and developments in web and app technologies have helped make learning not just a useful educational tool but also an essential part of corporate training to ensure employee productivity.As young companies grow to a size where their workforce begins to cry out for learning and development, it’s important that you can move swiftly to support them. With an increasing need for the engagement of employees and the need for recognizable growth opportunities amongst the employee base, organizations are changing their employee learning platforms looking beyond a mere MOOC or Moodle to suit their requirements, letting go of their prized asset; LMS.
Motivation directs behavior towards particular goal. Motivation increases the amount of effort and energy that an individual expend in activities directly related to their needs and goals. The heights of human motivation spring from openness to learning experience. Learning is an active, participative process rather than a passive filling of vessels with information.Learning and guiding one another builds a supportive community that raises the performance level of each member. This in turn leads to higher self-esteem. At Learngage where we are helping organizations create unforgettable learning experiences by bringing in together state-of-the-art learning technology and a team of learning engagement experts, we have put together four key elements you must consider before planning your learning interventions this year:
Continuous learning is essential to the ongoing success of any organization. But it comes as some surprise to find that many mid-tier organizations don't measure the impact of their employee training. That’s right – fewer than 15 % measure learning impact. Yet, behaviour changes and ROI are the very things almost every organization wants from their training department. How can you turn it into something more concrete? More than 240 books on Amazon.com and 90 articles on the ASTD website are devoted to the measurement and evaluation of training. There are also more than 2,000 websites featuring consultants and tools to help the measurement process. Yet, despite all these extensive resources
Engaged learners are the backbone of any successful training event. And Learner Engagement Marketing (LEM, I took the liberty to coin this acronym given that most organisations tend to focus less on this) can be your ultimate driver for maximizing and influencing learning opportunities and outcomes. But how do you prove to stakeholders and leadership
In the time to come, mobile learning will not be a ‘choice’ anymore but a compulsive mode of learning to stay ahead As noted by Irwin Jacobs, the founding chairman of Qualcomm, Inc., “always on, always connected mobile devices in the hands of learners has the potential to dramatically improve learning outcomes.” Learning is at a critical juncture in India today. What was designed for agrarian and industrial eras, the methodology and access does not support the learning needs of a 21st century working professional. Educating this dynamic workforce, organisations sometimes need to go beyond physical confines of the classroom and the fixed time periods of the working day. You will have to allow learners to access content 24/7, communicate with colleagues and trainers, and collaborate online.