Tag: coorpacademy

Capturing Learner Data

 

“If somebody describes to you the world of the mid-21st century and it sounds like science fiction, it is probably false. But then if somebody describes to you the world of the mid-21st century and it doesn’t sound like science fiction, it is certainly false. We cannot be sure of the specifics, but change itself is the only certainty”, says futurologist and author Yuval Harari.

Change means disruption – and getting ready for change. And HR leaders need to proactively help people develop, adapt and learn new skills as part of this change if they are serious about retaining their competitive advantage.

This article from Jean-Marc Tassetto, co-founder of Coorpacademy, featured in Training Journal in the September edition – the UK’s most influential Learning & Development publication – looks at how the most advanced learning experience platforms are revolutionising the analytical possibilities for L&D professionals. Allowing them in the end to unlock and consider the full potential of their people: a good thing for business and, most of all, for the future of the employees. Discover the article!

Capturing Learner Data

Jean-Marc Tassetto looks at how the most advanced learning experience platforms have revolutionised the analytical possbilitiés for L&D professionals.

It’s no secret that the global workplace is going through a huge transformation. The arrival of automation, connectivity and artificial intelligence is seeing employees increasingly work alongside complet – not always transparent – technological processes.

As futurologist and author Yuval Harari says, the only thing we can be certain of is that our future in uncertain: “If somebody describes to you the world of the mid-21st century and it sounds like science fiction, it is probably false. But then if somebody describes to you the world of the mid-21st century and it doesn’t sound like science fiction, it is certainly false; We cannot be sure of the specifics, but change itself is the only certainty.”

Change means disruption – and getting ready for change. According to a recent survey by global analysts PwC, for example, 80% of CEOs said securing the right skills for the new digital economy is one of their biggest challenges.

The same survey found that 74% of employees are ready to learn new skills or retain to be employable in the future. 

But HR leaders still need to proactively help people develop, adapt and learn new skills as part of this change if they are serious about retaining their competitive advantage. 

But despite all this context of disruption, there is a positive outlook for humans in the job market. By 2022, says the World Economic Forum, emerging occupations are set to increase from 16% to 27% of the employee base of large firms globally, while job roles currently hit by technological obsolescence are set to decrease from 31% to 21%. THe body estimates that 75 million current jobs roles may be displaced by the shift in the division of labour between humans, machines and algorithms – meanwhile 133 million new job roles may emerge at the same time. 

Jobs going? Yes, but jobs are coming. 

In other words, robots are being added to the workplace but so are people – with new and different skills. US staffing giant ManpowerGroup, for example, has stated that it is reskilling people from declining industries such as textiles for jobs in high-growth industries such as cyber security, advanced manufacturing and autonomous driving. 

Growth is also forecast in frontline and customer-facing roles – which all necessitate interpersonal skills such as communication, negotiation, leadership, persuasion, complex problem-solving and adaptability. 

With talent shortages at a 12-year high and new skills emerging as the world gets more connected, companies are also realising they can’t source the skills they want at short notice. ManpowerGroup found that a staggering 84% of organisations expect to be upskilling their workforce by 2020. What would that look like in practice? The World Economic Forum estimates the average employee will need 101 days of retraining and upskilling in the period up to 2022. 

This is no small ask for HR and L&D departments. And while there is unlikely to be a jobs apocalypse in the future, if organisations don’t take the right steps now there will be a drought of skilled talent, which will have a detrimental impact on the bottom line. What we can be sure of is that technological change will necessitate employees continuing the L&D process throughout their careers, requiring strategic lifelong learning plans.

Where is the hard ROI training data?

Supporting such plans will put pressure on organisations to provide comprehensive and imaginative L&D opportunities to fully support us through these changes. That’s not great news at a time when training budgets are being squeezed and the C-suite is demanding to know its return on training investment. So having the right metrics and guidance to show proof of ROI back to stakeholders is now more crucial than ever. Let’s review how important that is. At the Learning Technologies exhibition and conference in February this year, independent HR analyst firm Fosway revealed the first preliminary results of its annual digital learning realities research, and the verdict was not positive: “By not providing hard evidence of how learning is adding value on an individual, team or organisational level, practitioners are missing a huge opportunity to gain recognition of their contribution to the organisation and much-needed investment for future learning,” warned the organisation’s director of research, David Perring. 

Perring went on to detail how only 14% of the UK HR community can say with confidence they are effectively measuring the impact of learning, while around half are doing so, but poorly, and a third are not measuring impact at all. No wonder, when asked to describe the L&D industry’s progress in measuring learning impact, this analyst responded with just one word: “terribly.”

Help may finally be at hand

The good news is that a way of mapping training investment to measurable bottom-line results may be about to become available at last. That’s in the shape of the learning experience platforms (LEPs), recently formalised as a new market category by Gartner, which have started to become increasingly common in L&D work in the past few years. 

Highly user centric in their delivery model and usability, it’s maybe less well understood that the most advances of this class of edtech software has also revolutionised the analytical L&D palette; 

The advanced LEPs in question track learner behaviour and use that data to test what works and what doesn’t, based on a powerful new way of collecting such data – the Experience API or xAPI standard. That’s a really significant step forward because, until very recently, learning analytics only existed in a very basic way. That was because learning management systems (LMSs) managed access and tracked participation of learners, namely the attendee list – but little else. There may in addition be information on e-learning content downloads, task completions and module completion, but the data was thin to say the least. 

xAPI and activity streams

The gamechanger here in these modern LEPs is the new interface, as xAPI allows us to record any learning experience, including informal learning, providing a much richer picture of an individual’s learning path. The Experience API also prevents data from remaining in the confines of your siloed LMS, as it succeeds the older de facto e-learning standard SCORM (the sharable content object reference model) and is capable of correlating job performance data with training data in order to assess training effectiveness.

Let’s make that a bit more concrete. If you look at someone’s Facebook wall, what you are looking at is a series of activity stream statements; and activity streams are gaining traction as a useful way to capture a person’s activity, both on social networks and in the enterprise.

xAPI uses the same format to capture learning experience data, and as we start to aggregate these streams across an enterprise, or even across an entire industry one day, we can start to identify the training paths that lead to the most successful or problematic outcomes, and so what determines the effectiveness of our whole training programme. 

Doing that would enable organisations to glean new insight into what a learner has successfully learned, how they gained this knowledge and which learning approach they chose to follow. This provides opportunities for strong diagnostic values and advance performance indicators, such as curiosity, or resilience – both hugely valuable people metrics. And, of course, this will ultimately aid the workplace learner as he or she becomes aware of what their own data says about their progress and experience, so as to ensure long-term employability. 

This transformative potential of these new indicators is even greater if you consider that World Economic Forum identified reskilling and upskilling of the current workforce as the number-one strategy companies need to embrace in light of our continuing transformation into a knowledge economy. Knowledge, in the Google age, is easily acquired – while curiosity on the other hand seems less ubiquitous, and many commentators believe we need to boost employee curiosity as well as builder greater resilience and adaptability to change. 

In conclusion

Summing up, the demands of the modern workplace mean we now need to move to a far more learner centric model, where classroom training is supported by virtual training, available on demand, wherever and whenever the learner wants to access it. Such learner centric approaches and leading edge xAPI-enabled technology are proven to work – and most importantly, secure high levels of user engagement. 

Together with the benefits this new generation of LEP-derived behavioural learning analytics could bring, this puts training back at the centre stage in business. Exactly where it needs to be to satisfy the growing and diverse skills requirements of a digital future. 

The result: HR and training professionals can finally use multiple data sources to consider the full potential of their people for specific roles within the organisation and business outcomes. And this has got to be a good thing – for the business and, most of all, for the future of the employees.

Jean-Marc Tassetto is co-founder of Coorpacademy and a former head of Google France; Find out more at coorpacademy.com

 

The two-pager on Coorpacademy in the latest special issue of Capital Magazine

“Coorpacademy: the Netflix of knowledge. Say goodbye to boring training! This Franco-Swiss startup is revolutionizing corporate training by putting the user back at the center of a collaborative and playful experience.”

This is how the article from Benjamin Janssens starts in the latest special issue of Capital Magazine. By interviewing Frédérick Bénichou, co-founder of Coorpacademy, he showcases the stand-out factors of the platform, from ‘simplexity’ to the soft skills catalogue, from the ludic and addictive features to the engaging and individualized learning paths.

Discover this article (translated from French):

“When La Redoute definitely went from paper catalogue to focus solely on digital, they had to train their employees on digital culture and tools and on the latest trends of e-commerce. And what better way to do this than through proposing… online training! The retailer chose Coorpacademy to conceive a digital learning branded platform with tailored content meeting their needs. In 6 months, 800 employees were connected on the platform and – most notably – 88% of started courses got completed. Way faster and more efficient than the old ways – when face-to-face training were needed for each and everyone of the employees. 

Moreover, traditional training usually focus on developing ‘hard skills’, technical skills, at the expense of ‘soft skills’, those more human and cross-sectional skills – the ones robots can’t acquire – which are more and more sought after by employers and recruiters. It is with the idea to fill that void that Jean-Marc Tassetto, Arnauld Mitre and Frédérick Bénichou, two former Google executives and one serial web entrepreneur, launched Coorpacademy in 2013. This Franco-Swiss startup, which won a lot of awards since then, started to put together a disruptive pedagogical method  based on soft skills assimilation. The concept? ‘Simplexity’. Behind this portmanteau word is a very easy-to-use, ludic and engaging user interface, but giving access to targeted and relevant content. 

“We’ve conceived a flexible tool which adapts to the user: our content pieces can be consumed everywhere at any time, in 20 minutes on average, or even in 5 minutes thanks to microlearning”, Frédérick Bénichou, one of the co-founders, says. 

More specifically, how does it work? “We use the flipped pedagogy. The learner watches a 2 minute video or answers questions, and it is only just after that the learner will access to the pedagogical content. This content allows learners to either correct themselves, or go further, and the whole thing infuses a new dynamic to the learning process.

The success amongst employees can also be explained by the playful aspect of the platform: we score points at each levels, progressively. Numbers prove that offering gaming elements creates high engagement rates and a healthy competition between coworkers. “For a company, it is also a good way to find hidden talents within the company, people that will potentially turn very helpful for the company”, Frédérick Bénichou adds. At Pernod Ricard for example, the employee who had the best score on digital culture was a storekeeper in Cognac; his knowledge on the topic and the fact that his bosses realized this brought him to coach the Chief Marketing Officer.” While having fun, one develops his digital culture and his emotional intelligence with the possibility to challenge his peers or to be helped and coached by another learner within his organization. 

So what’s the link with Netflix? Training modules, short and playful videos are all accessible anytime from any support (smartphone, tablet, computer). And thanks to machine learning, played content pieces help to recommend others – the startup created 27 distinct learners’ profiles. 

After having tried at the beginning to target individuals, Coorpacademy revised its business model since then and only works in B2B for large accounts (Crédit agricole, Renault, Auchan, L’Oréal, Engie, Michelin…). Companies pay a subscription which allow their employees to access the training catalogue. Rates are decreasing depending on the number of users: from 9,90 euros a month for less than 100 employees to less than 7,90 euros from 300 employees, without any fixed-term appointment. It can be specific training content made for the company or the more general catalogue with soft skills oriented training – or a mix of both.  

Coorpacademy recently implemented an internal control training program for Pernod Ricard, or a platform to make ‘La vie en bleu’ – a program around healthy good, health and wellbeing – known to all 350 000 employees at the Auchan Retail group. For soft skills training that are proposed to all companies, Coorpacademy is relying on a network of more than 40 partners and experts, including Capital and Management magazines, but also Dunod, Bescherelle, Video Arts, IBM. The website offers more than 1,000 videos and 8,000 questions (digital culture, management and leadership, future of work…) and covers more than 90% of soft skills identified by the World Economic Forum. A 10 million euros fundraising in 2016 allowed Coorpacademy to go abroad, by translating the training content in English.”

Benjamin Janssens

HR leaders: what’s coming in the next 10 years? Key insights from Gartner Reimagine HR London 2019

 

At the Park Plaza London on September 18-19th, 500+ HR professionals gathered during the Gartner ReimagineHR 2-day event around 7 tracks reimagining the future of HR. HR Executives from all across Europe had the chance to attend 28 Gartner-led, insight-driven presentations.

Insightful keynotes: what’s next in the future of work and HR?

Brian Kropp, GVP and Chief of HR Research Gartner, did an opening keynote on ‘How HR Can Reimagine Work to Drive Performance.’ He said: ‘While important, things like artificial intelligence and automation are only part of the future of work story. Along with these conspicuous shifts comes a number of underlying trends — like rising transparency, or new work habits — with the potential to fundamentally change how work gets done.’

He did advise HR leaders to shift the focus on more important and new questions.

For Ethics, ‘How do we ethically use the data we collect?’ In the field of Skills, ‘How do we develop all skills as AI eliminates learning opportunities?’ When it comes to Information, ‘How do we meet employees’ expectations for information transparency?’ In the Managerial space, ‘How is technology changing what it means to be a manager?’ and – in terms of Jobs – ‘How can we use AI to increase access to jobs?’

Thought-provoking questions, such as the one on Skills. We realize that facing the rise of AI, it is vital to ‘learn how to learn’, especially with soft skills. As Alvin Toffler said, ‘the illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.’

‘Building critical skills and competencies is a top priority for 73% of CHROs. Every organization leverages on-the-job training for employee learning and development,’ said Gartner expert Brian Kropp. ‘Learning in the flow of work’ – as Josh Bersin puts it –  is also becoming critical. We need to keep in mind that 85% of the jobs of 2030 haven’t been invented yet. We’ve entered into an era of lifelong learning. Employees have to learn ‘in the moment’, ‘in the flow of work’. The ability to gain new knowledge, to learn how to learn, is becoming more valuable than the knowledge itself.

This feeling was also shared by HR leaders present at the event; as one of the top HR executive of a big pharmaceutical company said during a discussion at Coorpacademy’s booth: ‘We have looked deeply into skills and learning to realize that most of our managers and leaders were very well equipped for a world that stopped existing about 10 years ago.’ 

As the pace of business and automation speeds up, demand for employees to be able to think outside of the box, to learn how to learn the next skill sets, the ones needed in 10 years and not 10 years ago is moving to the foreground!

How to upskill and reskill a whole nation?

On September 19th, Jean-Marc Tassetto, co-founder of Coorpacademy, and Stéphan Bruno, Head of Human Resources for the Government of the Principality of Monaco, were presenting their keynote ‘The Big Bet on Learners’ Engagement’ – taking the business case of the Principality of Monaco as an example in front of 50+ HR leaders.

‘We started 6 years ago, not sure about what to do but certain we wanted to put the users back at the center of the learning process. As the only certainty about the jobs of tomorrow is uncertainty, it was the right bet and the right path to follow,’ said Jean-Marc Tassetto, co-founder of Coorpacademy.

Jean-Marc Tassetto, co-founder of Coorpacademy, speaking about the big bet on learners' engagement

Stéphan Bruno showcased the learning success story of the Principality of Monaco: ‘If we want to change the culture within our government, we need to offer an experience in digital tools that’s as good as what the GAFA can offer. We want to transform into a learning organization, and Coorpacademy offers us a unique way to do that while upskilling our people’, said Stéphan on how to upskill and reskill a country.

How to upskill and reskill a whole nation? ‘As head of HR I envision to create a learning culture, providing the opportunity for everyone to learn what matters most for our country’s future, whilst making them owners of their personal development. Consider who they are and not only what they do!’ Stéphan Bruno concluded. 

Stéphan Bruno presenting the learning success story of the Principality of Monaco

A country, like any organization, needs to keep one step ahead. The public services have to be modernized and digitized for all citizens, the country needs to keep on attracting investors and companies while facing a stiff and international competition. By relieving Monaco from its territorial constraints, digital technology is an opportunity to virtually ‘extend’ the country and generate a new development cycle; in the end, to keep that step ahead. 

This is what Coorpacademy is helping the Government of the Principality of Monaco to do with its user-centric Learning Experience Platform providing hyper-individualization of learning paths, to any of the 3,600 civil servants in Monaco. Helping the country to become a learning organization and prepare it to the future of HR… happening now!

Food for thoughts.

Gartner expert De’Onn Griffin outlined in this article 6 ideas about the future direction of the workplace and how organizations can prepare for it. 

One of the 6 ways the workplace will change in the next 10 years is that constant upskilling and digital dexterity will outweigh tenure and experience. 

She says: “In today’s digital economy, the demand for new ideas, new information and new business models that continually expand, combine and shift into new ventures and new businesses will increase. Employees must consistently refresh their digital dexterity to meet these needs.” “By 2028, the most high-value work will be cognitive in nature. Employees will have to apply creativity, critical thinking and constant digital upskilling to solve complex problems.”

Did you know that you could find in the Coorpacademy course catalogue 189 courses on digital culture, 67 on digital dexterity, 36 on creativity, 36 on complex problem solving and 17 on critical thinking? And counting!

 

The Principality of Monaco success digital learning story will be presented at Gartner ReimagineHR London 2019!

 

Reimagining the Future of Work. 

 

At the Park Plaza London on September 18-19th, 500+ HR professionals will gather during this 2-day event around 7 tracks reimagining the future of HR and HR Executives from all across Europe will have the chance to attend 28 Gartner-led, insight-driven presentations.

Brian Kropp, GVP and Chief of HR Research Gartner, will do the opening keynote on “How HR Can Reimagine Work to Drive Performance.”

He says: “While important, things like artificial intelligence and automation are only part of the future of work story. Along with these conspicuous shifts comes a number of underlying trends — like rising transparency, or new work habits — with the potential to fundamentally change how work gets done.”

Brian will highlight the fundamental HR stakes facing the rise of AI and automation while focusing on the opportunities created by these shifts – opportunities most HR executives are usually unaware of.

During this event, Top HR trends and challenges will be explored in order to reimagine the future of work, through keynotes, one-to-one meetings and roundtables.

  1. Digital business transformation, innovation, the rise of artificial intelligence… These issues are at organizations’ heart talent issues and companies will only succeed at addressing them if they have the right people with the right support. 
  2. We are in a period where we have unemployment rates for critical roles that are as low as 1% in some cases. For many roles, employers can’t find enough candidates. 
  3. Artificial intelligence, the gig worker, candidate and employee transparency, analytics carry a potential to fundamentally reshape the HR function. 
  4. There is more visibility than ever before – through channels like Glassdoor and Indeed, but also through internal communication tools – into things like compensation, manager quality, and what it’s like in general to work at an organization. 
  5. Talent management issues have hit the agenda of the C-Suite and the boardroom in ways they haven’t historically – through issues like workplace harassment and discrimination, and also through deeper attention from the investor community to the impact of talent management on business performance.

Having the right people with the right set of skills to thrive in this complex new environment.

 

Digital business transformation, AI or automation are creating opportunities. But organizations will manage to thrive in this future only if they have the right people with the right set of skills. Jean-Marc Tassetto, co-founder of Coorpacademy, was saying in his latest article, published in Finance Derivative: “As a result of the kind of seismic drivers of employment change taking place in all industries […], it is becoming more imperative that we all manage our long-term employability. Businesses, public institutions, large and small organizations – everyone’s at risk – that don’t equip their workforces with the tools to help will not be able to compete – shrinking, or even disappearing, as disruptive new players better prepared to help their teams develop the skills they need will take their place.”

A success Learning story. 

The Monaco Digital Academy: a Learning Success Story

That is why the Government of the Principality of Monaco has confirmed Coorpacademy as its new digital training platform to underpin Monaco’s strategic transformation programme, Extended Monaco – a plan to digitise all of its public sector and economy.

In this context, the Principality’s government is launching a digital university, the Monaco Digital Academy, with a detailed training syllabus for its 3,600 public servants and agents in order to help them transition successfully to new way of working and processes.

Stéphan Bruno, Head of Human Resources for the Government of the Principality of Monaco, and Jean-Marc Tassetto, CEO of Coorpacademy, will present the project to the audience during a keynote on September 19th à 11:30, under the theme of Hyper-individualized Learning. 

Stéphan Bruno explained the choice of Coorpacademy: “We wanted to create a training offer for our public service teams that is accessible, fun and diversified, and not limited to job skills. The user-centric learning experience offered by the Coorpacademy platform and the depth of its catalogue of courses elaborated with experts offered what we were looking for.”

“We are proud to have been selected as a core training supplier for this strategic digital plan that will impact all Monaco’s public policies,” adds Jean-Marc Tassetto, co-founder of Coorpacademy. “The importance of training in the strategy of the Principality’s government and leaders demonstrates the ambition of this plan and their global understanding of the issue of digital transformation.”

Discover insights about this training project.

If you’re in London on September 18-19th, comme meet the Coorpacademy Team!

“Hyper-individualized learning – How are the best companies and organisations in the world reskilling at scale their entire workforce for the jobs of tomorrow”, on Thursday 19th September at 11.30 – 12.00, Park Plaza London.

We’re looking forward to seeing you at this event!

Stop Violence Against Women: Make.org and Coorpacademy are working on the Action Plan.

 

Coorpacademy is proud to work with the CivicTech Make.org on one of the eight actions of the “Stop Violence Against Woman” Civil Action Plan.

Coorpacademy is putting its digital expertise to the service of a training plan for professionals – especially policemen – in charge of helping women that have been victim to violence.

Discover the Action Plan (in French).

The Skills Gap And What It Means For The 21st Century Financial Services Worker – an article from Jean-Marc Tassetto, co-founder of Coorpacademy, in Finance Derivative

 

Coorpacademy’s Jean-Marc Tassetto discusses the importance of cultivating soft skills and how financial services firms like BNP Paribas are leading the way in upskilling and reskilling their employees.

This article was originally published in Finance Derivative, a global financial and business analysis magazine, published by FM.Publishing. It is a yearly print and online magazine providing broad coverage and analysis of the financial industry, international business and the global economy. Finance Derivative brings the latest News & Analysis from the finance world and corporate excellence. The magazine targets an audience of finance professionals, and corporate and private investors.

You can find the original article here!

Here are some extracts of the article:

“More and more experts tell us that soft skills in particular will end up in greater demand, in contrast to skills more reliant on fact-retention. Soft skills-based occupations may account for two-thirds of all jobs by 2030, according to Deloitte, while the Manpower 2018 Talent Shortage Survey underlines how transferable soft skills are gaining greater importance – with more than half of employers saying communication skills, both written and verbal, are their most valued employee attributes, followed by collaboration and problem solving.

The World Economic Forum’s recent Future of Jobs study says creativity is one of the top three skills workers will need and while robots may help us get to where we want faster, they cannot as yet be as creative as homo sapiens.”

[…]

“The financial services sector is not exempt from these trends. After all, superior customer service is quickly becoming an increasingly important competitive differentiator in the financial services field. That means that the development of soft skills such as empathy, emotional intelligence, motivation and effective communication can help brands elevate customer interactions and the customer experience overall. Financial services organisations may also overcome many of the obstacles limiting their growth by cultivating leaders with a strong set of key ‘human’ skills that can help them engage workers in digital transformation initiatives. A June article in the FT argues that ethics and navigating ethical dilemmas will also take centre stage as an important skill for future finance leaders, for instance.”

[…]

Making corporate learning relevant again.

“Learning and having fun are a good way of starting to encourage the development and practice of soft skills, as play and learning are both based on the desire to progress, to work with others and to have a social experience. Neuroscience has also shown us that playing stimulates curiosity and the desire to progress, for example, and play creates a congenial learning experience. Constant upskilling in things closely related to our daily job activities is a natural human goal to desire that we should be capitalising on.

To be successful, a modern workplace learning experience in the financial services universe should be deeply integrated with a job position and be directly useful to the learner. Modern workplace learning methods like microlearning are a powerful way to make this happen, for example, and this is an approach that can be easily integrated into the learning experience, allowing the employee to dynamically look for the knowledge she needs in situ. At the same time, the contribution of wider communities of learners can encourage uptake, as the ability to interact and measure up to others increases learning capacity.

 One customer of ours has achieved this. BNP Paribas Asset Management employs these modern e-learning techniques, including pedagogical videos, online learning modules and games on digital platforms deployed across the entire network worldwide to update the skills of its workforce and to keep its advisors fully up-to-date on its suite of financial products.”

[…]

“For an approach that puts the user centre stage, user support is everything. Some comments HR at the bank has received suggest it’s doing this right: “The platform is user-friendly thanks to the battles, much better than traditional online learning;” “Very clear, the videos are graphically pleasing, and just the right length;” “A way of revising that is quick and efficient, very succinct content, a congenial platform.”

As a result of the kind of seismic drivers of employment change taking place in all industries including financial services, it is becoming more imperative that we all manage our long-term employability. Businesses that don’t equip their workforces with the tools to help will not be able to compete – shrinking, or even disappearing, as disruptive new players better prepared to help their teams develop the skills they need will take their place. Don’t let that happen to you.”

Discover the full article here!

You can also discover other articles from Jean-Marc Tassetto in the press!

Why acquiring soft skills is not as hard as you think – RealBusiness

Let’s start using a whole new class of meaningful HR KPIs – HRReview

How to Stop Worrying About a Jobless Future? – Bdaily Business News

Learners Vote Coorpacademy as Top Gartner FrontRunner® for Learning Management – Press Release

 

Corporate Digital Learning expert Coorpacademy is pleased to announce that it has been recognised as the leading ‘FrontRunner® for Learning Management’ by The Gartner Digital Markets Research Team.

Software users voted Coorpacademy top in the entire category, based on Usability and Customer Satisfaction, beating 22 other providers including Cornerstone LMS, OpenEdX and Lessonly.

Coorpacademy is a major force in the provision of user-centric corporate digital learning solutions. Coorpacademy makes in-work training always about the user, connecting back with the learner to find a better way to deliver what they want, as well as encouraging staff to develop their skills, especially ‘soft’ ones, to future-proof both their careers and the corporate knowledge base.

It is a leader in the next generation of Workplace Learning tools, the ‘Learning Experience Platform (LEP),’ which work by enhancing learner interaction and engagement as well as offering a wide range of training content. In Coorpacademy’s case, this translates into new digital functionalities, such as gamification and mobile learning, the latest teaching innovations including reverse pedagogy and 5-minute targeted ‘micro’ training modules, individualised learning paths and multiple forms of high value content via a catalogue of over 1,000 courses.

Commenting on the news, Jean-Marc Tassetto, co-founder of Coorpacademy, noted that, “We are extremely proud to be recognised by the learners themselves as a leader in Usability and Customer Satisfaction, as we are all about the user experience and the fact that users rate our platform so highly is testament to that. This reflects our determination to only ever offer training that suits the learner and which engages them enough to keep them coming back for more!”

About Coorpacademy

An Edtech startup and the European leader in Corporate Digital Learning, Coorpacademy is revolutionising online training with a Learning Experience Platform that integrates the latest innovations in instructional design, including gamification, microlearning and adaptive and social learning. Coorpacademy offers tailor-made content for its B2B customers and their 800,000 employees, but also a catalogue of over 1,000 courses produced with top industry experts like Forbes, IBM, IBM Think Academy, Wolters Kluwer and Video Arts.

Founded in 2013, the company is based at the EPFL (Swiss Federal Institute of Technology)’s Lausanne campus, and also has commercial offices in Paris and London.

About Gartner Frontrunner®

FrontRunner®’s Learning Management Quadrant tool is 100% data-driven and has been architected to help businesses easily identify top software products in a particular category, based on verified user reviews across three websites – Capterra, Software Advice and GetApp, which operate under the overall Gartner Digital Markets umbrella. The final rank is derived from user reviews to highlight users’ current most-favoured Learning Management software: products qualify as FrontRunners if they have received 20 unique user reviews in the last 24 month and earned the top scores for Usability and Customer Satisfaction, as well as offering the core learning management functionalities of course tracking and course management.

Why acquiring soft skills is not as hard as you think – an article from Jean-Marc Tassetto, co-founder of Coorpacademy, in RealBusiness

 

Coorpacademy’s Jean-Marc Tassetto outlines how to respond to new data on what skills are important in the workplace.

This new article written by Jean-Marc Tassetto, co-founder of Coorpacademy, has been published in Real Business, the content brand that tells the truth about SME life today for people starting, running and growing a small business.

To read it in its original version, it’s here. You can find here some extracts of the article:

“In its latest Annual Global Trends report, LinkedIn says it’s detected a real paradigm shift in what global recruiters are looking for in job candidates. The report, based on input from over 5,000 talent professionals across the globe, says soft skills like ‘creativity’ are increasingly sought after in today’s workplace.

Hard skills or soft skills for today’s era?

Hard skills are still highly sought after, such as competence in cloud computing. But as advancements in automation and AI change, the skills employers require is increasingly soft skills. In short, employers are recognising that computers can’t perform soft skills to the level that talented humans can. As the pace of business and automation speeds up, demand for employees to be able to think outside of the box, including their ability to work well with others is moving to the foreground. Skills such as critical thinking, communication, collaboration skills are what candidates need in the modern workplace.”

[…]

“Despite the increasing value of soft skills, the majority of companies lack any policy in this area. As a general rule, our work culture is not equipped to search for, grow or even accommodate these capacities. The critical question, then, is how will organisations adapt to acquire these increasingly desirable new capabilities?

Being a more flexible and adaptive working environment is the new way of doing business. We must take the right steps towards this shift. But most importantly, we need to accelerate their efforts to upskill and reskill. Plus we need to see a radical change in the way training is delivered.”

Make Skilling and Reskilling Engaging

However, acquiring soft skills is hard. Millennials especially, find traditional workplace PPT-driven instruction or traditional e-learning courses too uninspiring. Such indifference can turn your training budget into an expensive resource-wasting, tick-box exercise.

To get started, leaders should start using a new generation of digital tools. For example, the Learning Experience Platform (LXP or LEP), makes training relevant and exciting by putting the learner at the centre of the learning experience. Businesses need to re-think training. This includes getting people to really engage with it. This includes training content that’s diverse, interesting and easily accessible.

Gamification & Microlearning for Training

Firms should exploit the engagement potential of techniques like gamification, online competitions and learner quizzes. Neuroscience has shown us that playing stimulates curiosity and the desire to progress, as the term ‘play’ in the widest sense creates a positive, reinforcing learning experience.

Microlearning is a very powerful way to make this happen. This should be well integrated into the learning experience, as it allows the employee to directly look for the knowledge she really needs before a meeting. At the same time, the contribution of wider communities of learners should not be underestimated as the ability to interact and measure up to others increases learning capacity.”

[…]

“Training has a crucial role to play to skill and upskill your staff in new soft skills. Firms need to also pay heed to the learning experience in order that their staff genuinely acquire these new skills. Acquiring soft skills shouldn’t be hard – just use the tools out there to make it as easy as possible.”

Read the article in its original form here!

If you want to read other articles from Jean-Marc Tassetto, co-founder of Coorpacademy, it’s here:

Let’s start using a whole new class of meaningful HR KPIs – HRReview

How to Stop Worrying About a Jobless Future? – Bdaily Business News

Let’s welcome a new dawn of behavioural learning analytics – TrainingZone

According to a study by City and Guilds Group, UK employees are bored with L&D… Pain point by pain point, discover what Coorpacademy does to make their learning experiences better!

 

According to the study Learning Insights 2019 by City & Guilds Group: ‘UK employees want their employers to provide a much more curated and tailored approach to training to better equip them with the skills needed for the future. They want to see more engaging (37%), personalised (35%) and better-quality (29%) content, as well as shorter micro-learning (23%) methods available at work.’

More engaging?

Why not try the ‘Battle’ mode on Coorpacademy?

In our Learning Report 2018, we identified a type of learners, the Players (the learners who played at least one Battle) and we realized that Players were more engaged and more efficient in training. The Players are 2x more present: the number of months that a learner is active on the platform during his/her whole learner life cycle is two times higher for Battle players than for non-players. The Players are also 3x more active, with more than 3x more lessons viewed. They also dive deeper into the content: they have started and completed 7 more modules on average than non-players. Finally, the Players are 13% more successful (success rate is measured as the completion rate of started modules) than non-Players.

By the way, did you know that our clients are also seeing the difference? In our latest interview with BNP Paribas Asset Management (they launched their Coorpacademy-powered platform Digit’Learning in May 2018), Sylvie Vazelle-Tenaud, Head of Marketing Europe for Individuals, Advisors and Online Banks, told us:

We present the platform as a tool for gaining expertise with a gaming aspect. In our communication, we mainly highlight the functionality of “lives”. We also highlight the fact they can earn stars. This functionality enables us to generate emulation between employees and make them want to take the courses again. Conversely, we didn’t communicate very much about battles but the employees discovered that functionality on their own and loved it! Coorpacademy offers flexibility in learning without being time-consuming, as the average duration of an entire learning journey is 20 minutes. Employees build their expertise in record time while having fun!

Indeed, more than 70,000 Battles have been launched on the BNP Paribas Asset Management platform in only one year. And the Battle mode is pretty successful on Coorpacademy, because we just reached 1 million Battles played on all Coorpacademy platforms!

UK employees want more personalised training content?

Our Behavioural analytics allow us to create 27 learners’ profiles, in order for everyone to have the most personalised and individualised course recommendations.

In one of his latest article published in TrainingZone, Jean-Marc Tassetto, co-founder of Coorpacademy, takes the examples of the Curiosity or Perseverance Key Performance Indicators and how they can be of great help for learners (for their own individualised course recommendations), but also for L&D managers.

L&D managers and administrators benefit [from Behavioural Analytics] because they can access all sorts of new types of insight – not only finding out what someone successfully learned, but how the learner got there and which learning approach they chose.

This opens up tremendous diagnostic value, way beyond pure learning analytics. It also opens up the possibility for new performance indicators, such as curiosity, or perseverance – both hugely valuable HR metrics.

Take curiosity, identified as an “important variable for the prediction and explanation of work-related behavior” (Mussel, 2013). That is really critical, as motivation to engage in lifelong learning is a sine qua non of employability for today’s worker.

Notably, another important effect of curious collaborators is that they contribute to a company’s innovation potential, particularly in the light of the “death of top-down management” (cf. John Bell, 2013).

Employee learning perseverance is another potential new KPI example. When you next need to decide who to recruit to lead a project, or who to train, it may be useful to select those who are qualified but also the most resilient candidate (cf. Amy Ahearn, 2017).

Better-quality?

Our courses are co-edited with top experts, such as IBM, Video Arts, Wolters Kluwer, famous publishing houses… 

Shorter?

All our courses are available in a microlearning format: 5 minutes, just the time you need to learn quick insights or refresh your memory on a topic, before an important meeting or when you flight is about to take off.

In his article 5 minutes to learn, Jean-Marc Tassetto, co-founder of Coorpacademy, explains the concept of microlearning:

The content is divided into several shorter, more accessible sessions, with the creation of opportunities and contexts as a background. A session of microlearning should be seen as an opportunity to create special and useful “moments” for learning, particularly on mobile, while waiting for a meeting to start or a plane to take off. It’s during these moments that employees will want to integrate a few useful notions.

We launched “5 minute learning”: short content, editorialized and contextualized according to what’s going on and what our customers need, and delivered on mobile, which allows the creation of these short learning “moments”. All of this is supported by an engaging user experience.

Contact us to know more about what Coorpacademy’s Learning Experience could offer to your organisation!

Coorpacademy has been recognized as a FrontRunner® for Learning Management by The Gartner Digital Markets Research Team!

 

Coorpacademy has been recognized as a FrontRunner® for Learning Management by The Gartner Digital Markets Research Team!

FrontRunners is a 100% data-driven graphic, published on Software Advice, which helps businesses easily identify the top software products in a particular category, based on verified user reviews across three websites: Capterra, Software Advice and GetApp, which operate under Gartner Digital Markets umbrella brand.

Coorpacademy has been named as FrontRunner in Learning Management Systems software

How does it work?

Software Advice’s FrontRunners uses reviews from real software users to highlight the top-rated Learning Management software.

To be eligible for inclusion as a FrontRunner, a product must:

  • Have at least 20 unique user reviews in the last 24 months
  • Offer the following core functionality: course tracking, course management

Products that meet these requirements and earn the top scores for Usability and Customer Satisfaction made the cut as FrontRunners.

We are proud at Coorpacademy to have been recognized by users as a top player in terms of Usability and Customer Satisfaction.

Discover more here!

 

MENOU

Voir l'étude de cas