Rédaction Blog, Author at Coorpacademy

Exclusive interview with Gwenaëlle de la Roche, Group Director of Marketing and Prospective at ManpowerFrance

We sat down with Gwenaëlle de la Roche, Group Director of Marketing and Prospective at ManpowerFrance. She also manages “Eclaireur Office”, the Group’s open-innovation unit, created in December 2015.

The Coorpacademy Team will be at the ManpowerGroup Lab during the two days dedicated to BtoB at the VIVA Tech trade show in Paris, on May 24th and 25th.

Hello Gwenaëlle de la Roche,

Thanks for meeting us!

This year again, you’re the HR partner of the VIVA Tech tradeshow which will take place in the Paris Parc des Expositions on May 24th, 25th and 26th… Why is that important for you – a major HR actor – to be present at this type of events, dedicated to innovation and technology?

For the 3rd year in a row, ManpowerGroup is the HR Partner of VIVA Technology. Expert in Human Resources and in employment for more than 60 years, Manpower Group aims at making the HRevolution that is transforming the corporate world an opportunity for each individual and each company.

The work market and jobs are changing, so how can we anticipate now the evolutions of recruitment and the jobs and skills transformation, so that anyone can find jobs in more easier ways?

We think that technological innovation is key and needs to be at the service of companies, but also employees, whom skills are to evolve during the whole course of their lives.

To put technology at the service of the human potential and to make evaluation, learning and recruitment processes more fair and more performing for all: these are our main goals!

What will you display at this 3rd VIVA Tech edition?

For VIVA Technology 2018, the ManpowerGroup Lab will welcome large companies and startups, actors from the employment market, innovative entrepreneurs and experts of the future of work. HR innovations, customer feedbacks, case studies, talks: the Lab will be a privileged place for meetings and discussions around HR and employment.

And we’ll also present a series of major HR innovations: an interview platform with a virtual recruiter, a sensibilization to the construction and public works in virtual reality or even soft skills evaluation modules that’ll be 100% digitized.

To discover all these ManpowerGroup’s innovations that’ll be showcased for VIVA, please visit the website: http://vivatech-manpowergroup.fr/

Why did you invite startups in your Lab?

With the creation of “Eclaireur Office”, its open-innovation unit, ManpowerGroup wanted to take a broader view, rethink its organization and transform its relationships with its service providers to make them partners, starting with startups. It does then make complete sense, since the first edition of Viva, to welcome startups we collaborate with in a shared value creation dynamic. Our partnership also aims at facilitating their access to the market, to our customers, which are large companies.

What opinion do you have on the French HR / Training startup scene?

The HR market is going through a huge revolution. A whole generation of entrepreneurs is disrupting the big employment machine and is committed to transform it from top to bottom. For ManpowerGroup, the idea would be to meet them and to integrate them into an innovation ecosystem which will be unique in France. By associating the startups dynamism and the large companies experience.

How have you been introduced to Coorpacademy?

We’re facing disrupting times, and we needed to work on our own transformation. We understood that nothing would be possible without the transformation of our own management, in depth. Following that idea, we launched the project “Leader Effect”, a transformation program for ManpowerGroup’s 85 top managers – for them to become connected leaders. Thanks to the work of our innovation unit “Eclaireur Office”, we rapidly identified Coorpacademy as the reference in digital learning to accompany us on creating courses on digital culture. The partnership with Coorpacademy has been very structuring to meet our goal: making our Group a learning company!

What type of collaborations are you setting up with startups which integrate the open-innovation unit of ManpowerGroup “Eclaireur Office”?

These collaborations can take many forms. From a classical relationship of privileged commercial partner to the development of a shared offering, from a “sponsor” through events like VIVA or our challenges, to HR initiatives, mentoring and reverse mentoring – for example.

See you soon Gwenaëlle de la Roche, and thanks for this interview!

Swiss EdTech is on the rise!

This blog post condense news from several Swiss medias.

Swiss EdTech is on the rise! In the EPFL (Ecole Polytechnique Fédérale de Lausanne) offices, the Swiss EdTech Collider, an incubator specifically dedicated to EdTech (Education Technology) companies, celebrated its first anniversary. Dedicated to ambitious entrepreneurs who want to transform learning and education through technology, it’s already a complete success. “From 30 startups when we began, we’re now 70 in the Collider. We already organized around 70 delegation visits of potential partners,” says Pierre Dillenbourg, researcher at the foundation of MOOCs at the EPFL and Swiss EdTech Collider’s President, in an article published in l’Agefi, a Swiss economic newspaper.

At the beginning, this idea comes from the difficulty for some entrepreneurs, specialized in innovative education, to reach the right investors. “Investors knew well the FinTech, MedTech, SpaceTech, BioTech, CleanTech sectors… but globally, the whole amount of knowledge about EdTech was a bit low.” Other advantage for these startups: the arrival of Coorpacademy inside the EdTech Collider, a bigger company with a B2B business model. “It’s a company that reached a different scale: the direction team has a large business experience and the company already employs 56 people” comments Pierre Dillenbourg on the Coorpacademy’s arrival inside the Swiss EdTech Collider.

Several assets put Switzerland in a good position in the EdTech sector. In an article from Largeur.com, a newspaper based in Romandy, Pierre Dillenbourg speaks about the different assets Switzerland has to become a leading education hub. “Around the Leman Lake, you can find, in addition to the EPFL, the IMD, the Ecole hôtelière de Lausanne, two university hospitals, and famous laboratories. And that’s only around the Leman Lake! The excellence culture in training is unique in the area. And the ability to find fundings is far more superior than what you can find elsewhere in Europe.”

Initiatives in the EdTech sector are multiplying. On April 19th, on the EPFL campus, Le Temps and PME Magazine have co-organized the first edition of the Forward tradeshow, the Innovation Forum for SMEs. More than 900 people were there to meet the actors that make the Swiss innovation. Digitalization was on the spotlight, and Jean-Marc Tassetto, co-founder of Coorpacademy, intervened in a workshop on the digitalization of continuous training for employees.

Fundings must follow these initiatives for them not to become obsolete. For Pierre Vandergheynst, VP for Education at EPFL: “The institutions and public authorities engagement is not only a bet on future, but a prerequisite for the digital revolution not to be perceived as a constraint for our economies, but as a source of economic growth.” An advise shared by the UNESCO, which estimates that “each dollar spent on skills for young people can bring 15 times more of economic growth.”

Sources :

L’Agefi : La technologie bouscule les salles de classe

Largeur.com : Le futur de l’éducation s’écrit en numérique

Exclusive interview with Didier Noyé, expert in Management

I’ve just been named manager of a team, how am I supposed to do? What to do just before being in charge? How to drive the performance, but also the well-being and the cohesion of the team? How can I do to communicate well everyday, while knowing how to anticipate and handle the crispations that can occur? To become a manager is a job by itself, and it’s necessary to be prepared for it and to learn continuously.

Didier Noyé is a renowned specialist of change and skills management, and advises companies in their HR development. He published at the É ditions Eyrolles several books on communication and management. Through a partnership with the Éditions Eyrolles, Coorpacademy is about to launch a series of 6 courses, inspired from Didier Noyé’s books, which will come out during 3 months on a regular basis. To know everything on the basics of management.

On this occasion, we were lucky to sit down with Didier Noyé.

How did you, during the course of your career, feel the need to theorize management and to become an expert of it?

I wanted to specialize in this because I worked as a consultant for a lot of different companies, of different sizes and different fields of expertise. I then learned a lot about practical management thanks to very results-oriented experimentations. And I then got interested in research about management. How does an efficient team work? What are the reasons why employees commit – or not – to work? These are examples of research topics. I did then cross my experience in companies and my views on research topics.

We usually present the job of a manager as a job by itself, additional to the one the person is already doing. Do you agree? How would you define management in a few words?

Being a manager means bringing the team to a high level of performance, making it strive to do better. It’s a profoundly human job. You need to create the others’ engagement. Generally, where you’re named a manager for the first time, you’ve been named in a field where you’re already skilled, where you know the job. But sometimes, when you get to a second job as a manager, you can be transferred in a completely different field, where you don’t know a lot about the job in the first place. Which means that you’ll have to focus on the human aspects. And you need to give a complete human dimension to the job if you want to be a good manager.

According to you, what are the soft skills a manager needs to have to manage an efficient, performing team and where people are happy at what they’re doing?

I’ve taught two skills that I deem important.

First of all, listening (and empathy): it’s the keystone of leadership. You need to listen to people in order for them to listen to you.

The second one is positive thinking: what are the employee’s strengths? When you focus on strengths of people, and when you get people to use them, you create engagement. It’s contrary to the usual ways of doing and thinking. If your child tells you he or she had an A in English and a C in Mathematics, there are chances you’ll only focus on the C, inviting your kid to improve his or her level in Mathematics. In management, it’s the contrary: you highlight the qualities of people, and help them give their bests on their strengths. And their weaknesses? Use the strengths to fix problems. If your child has a bad grade in Mathematics, you’ll invite him or her to write an essay on Mathematics, in a very good English. Don’t focus first on difficulties; it’s counter-intuitive. You need to keep a positive thinking.

The first two courses co-edited with Eyrolles and Coorpacademy are released very soon. Can you talk to us about it?

First thing that stroke me was their length: they are short. And this is a real plus! Thanks to new web usages, learners like to focus on one precise topic meeting their needs, while going straight to the point. Content is clear, interesting and solid.

I particularly appreciated the different parts: key learning factors, the “did you know that?” section or the learner’s path to go from a chapter to another as soon as you answered correctly.

What did you like in the creation of this collection “the Basics of Management” with Eyrolles and Coorpacademy?

I think it is an interesting formula. It makes you go straight to the point and allows learners to follow courses at their pace while choosing their points of interest. From the moment learners are acting in their own trainings, you must be able to answer their questions with multiple entry points. Moreover, there is a strong complementarity between e-learning and books. You can start learning about a topic thanks to e-learning and then go deeper in this subject with books. Or the opposite, according to what learners/Internet users want.

Thank you Didier!

Thanks to you!

Learning Breakfast “Future of Learning”: an event co-organized with SAP SuccessFactors and with the participation of speachme

On April 12th, Coorpacademy welcomed in its Parisian headquarters, on 4 Boulevard Poissonnière, 40 Digital Learning Managers for a Learning Breakfast on the Future of Corporate Learning.

The event, co-organized with SAP SuccessFactors and with the participation of another Edtech start-up (speachme), allowed us to explore in 1 hour some of the latest trends in Digital Learning and in the future of corporate training.

The 3 speakers (Tolo Vinent, SAP SuccessFactors, Thibaut Chambon, speachme and Frédérick Bénichou, Coorpacademy) have shared their views on the Future of Learning: what’s at stake for Learning programs in a fast-changing world, the power of Peer Learning, how data can be used to improve the Learner’s experience.

Frédérick Bénichou, co-founder of Coorpacademy, unveiled our new Analytics Dashboard which integrates a dozen of behavioral indicators linked to the Learner’s experience, directly convertibles into concrete actions which allow Digital Learning Managers to better manage their online training programs.

The engagement, for example, even though it’s linked to performance, is not a indicator which can be reflected into concrete measures. We’ll present you a few of these (new) indicators in a next post!

Here are some pictures of the event:

Pictures of the Learning Breakfast

London Calling

After Lausanne and Paris, the Coorpacademy Team keeps its geographical expansion going by getting new offices across the Channel.

Newsletter Mars (7)

Discover Antoine Poincaré’s interview, the new UK & Ireland Country Manager, who answers our questions on this choice. Cheers!

Why choosing London?

Continue reading “London Calling”

Will you find our Easter Egg?

To celebrate the release of the new motion picture from Steven Spielberg, Ready Player One, in theater since March 28th and an adaptation of the novel of the same name written by Ernest Cline, Coorpacademy has put an Easter Egg on its platforms.

Easter Egg (1)

What’s an Easter Egg?

Continue reading “Will you find our Easter Egg?”

Coorpacademy’s new interface

The Coorpacademy platform is evolving thanks to users feedbacks. Let’s take a look!

“These improvements have been made thanks to our users’ feedbacks, especially during our latest “Gold Coorper” events. We heard a majority of feedbacks on the mobile user experience. That’s why we conceived this new interface in a “Mobile First” way, where everything is thought to get you the best experience on smartphone.” said Frédérick Bénichou, co-founder of Coorpacademy.

Silver2

Continue reading “Coorpacademy’s new interface”

Faurecia’s Learning Lab Initiative

Newsletter Février Visuels (3) Faurecia is present in 35 countries and employs more than 100,000 people in the world. Faurecia University, its corporate university, aims at preparing its collaborators to the sector’s transformations and to the challenges of tomorrow. And digital is one of them. From that observation, Digital Learning has been conceptualized into the university: the Learning Lab.

There are several ideas behind this initiative: (i) to allow employees to train on digital and new technologies, which are considered as key drivers in transformation; (ii) to go away from traditional e-learning, considered as less engaging and displaying limited results in learning; and (iii) to develop the group knowledge amongst collaborator by creating courses on Excellence System, Operations or Ethics.

Coorpacademy has been chosen to lead this initiative. 2 years after, 47,000 employees can train and have access to the platform. A massive access to the whole catalog of courses, with a multi-device approach and unlimited in time; a vast catalog of courses; a fine-tuned user experience, inspired by the gaming universe – these reasons created Faurecia’s employees’ engagement on the platform.

Coorpacademy gives access to more than 100 courses for Faurecia’s collaborators, with proper content and original courses. Jean-Pierre Sounillac, Executive VP Group Human Resources, will say: “Today, you can’t do your job as a Human Resources Director if you haven’t completed all courses from Coorpacademy’s Future of Work and Management & Leadership collections.”

Collaboration between Faurecia and Coorpacademy is at its height. In February 2018, Faurecia’s Group Senior HR Committee was welcomed in Coorpacademy offices for an entire day, dedicated to the Learning Lab. The goal? To allow its collaborators to learn continuously, to develop their soft skills and to become the main actors of their employability.

Corporate training is dead, long live corporate training!

An article by Arnauld Mitre, co-founder of Coorpacademy.

Like all content industries since the advent of the web, the continuous training sector is mutating.

Let’s go back in time and recall what happened for movies and TV shows. Back in the day, it was possible to buy or rent a DVD shortly after a movie theater screening, or to patiently wait for it to be aired on television: that rhythm was imposed on viewers.

Continue reading “Corporate training is dead, long live corporate training!”

Author: Rédaction Blog