Tag: digital learning

Corporate Digital Learning trends for 2019, by Josh Bersin

 

What is a Program Delivery Platform?

Josh Bersin recently edited his “HR Technology Market 2019: Disruption Ahead“ report, in which he analyzes the latest trends shaping the HR technologies market.

Who’s Josh Bersin?

Josh Bersin is an analyst, author, educator, and thought leader focusing on the global talent market and the challenges and trends impacting business workforces around the world. He studies the world of work, HR and leadership practices, and the broad talent technology market. He is often cited as one of the leading HR and workplace industry analysts in the world. He founded Bersin™ by Deloitte and is frequently featured in talent and business publications such as Forbes, Harvard Business Review, HR Executive, FastCompany, The Wall Street Journal, and CLO Magazine.  He is a regular keynote speaker at industry events and a popular blogger with more than 700,000 followers on LinkedIn.

Josh Bersin was speaking at the HRD Summit in Birmingham on February 5-6th. The Coorpacademy Team also attended this prestigious event.

Among the “HR Technology Market 2019: Disruption Ahead“ insights, we wanted to dwell on the future disruptions identified by Josh Bersin in the Learning Technologies market.

A few context elements: according to the World Economic Forum’s “Future of Jobs” report, to face the ongoing job revolution due to Artificial Intelligence and automation, each and every employee needs to have an additional 101 days of training by 2022 to remain competitive. This simply can’t happen with legacy learning technologies.

Josh Bersin identified 8 categories of players giving companies the opportunity to have fully integrated training programs with a 360° approach to corporate learning. The possibilities for companies to implement a Corporate Digital Learning complete suite have never been so numerous.

Learning Management Systems (LMS) are in the “basement” of this approach to Corporate Learning. Josh Bersin states: “While companies have purchased more than $8 billion of LMS technology over the last decade, the LMS is no longer the center of corporate learning. As I like to explain, the LMS went the way of the mainframe. It has not disappeared, but it’s now in the basement doing the things it does well. […] In other words, it’s like a learning and training ERP system.”

While LMS technologies focus on piloting corporate training, Josh Bersin identifies 3 user-centered and user-facing categories of players, providing a complete learning experience. Learning Experience Platforms (LEP/LXP), Program Delivery Platforms and Micro-Learning Platforms. It is interesting to note that in the coming years, providing a learning experience won’t be enough anymore. The “YouTube of Learning” model reaches its limitations, “as companies now realize that just “finding content” is not enough. We also need to deliver an integrated learning experience.” A consistent experience, personalized for each learners according to the way he/she learns, the time he/she has, with curated content created for the learner.

Program Delivery Platforms are delivering this. “While we’d all like to have a YouTube system at work, there are times when we need a MOOC-like platform for learning. A MOOC, unlike a single video course, steps you through an entire curriculum and actually delivers you at a point where you have truly learned a new body of knowledge. Sales training, leadership development, onboarding, supervisory training, and engineering are such domains.”

Coorpacademy is recognized as a “Hot Vendor” in this Program Delivery Platforms space. These players provide a complete learning experience with differentiating content giving access to full bodies of knowledge; while also providing a personalized learning path for each and every learner. They also include content creation and curation and are supported by data for learning paths’ personalization. Josh Bersin is convinced that companies will be more and more looking for these types of solutions for their employees.

In the short Corporate Digital Learning life which started at the beginning of the 1990s, Josh Bersin thinks we’re entering a new phase: the “Learning in the Flow of Work” one. This is the phase where learning must be available at anytime in a workday. No more long training sessions requiring to spend days, even sometimes weeks away from work. Companies must give their employees platforms made for them, able to answer individual needs. Which are Program Delivery Platforms.

Computational thinking: a key skill in the 21st century

In a world increasingly dominated by automation we need to equip employees with skills that complement computer technology and learn to work in partnership with robots.

Jean-Marc Tassetto, co-founder of Coorpacademy, wrote this new piece published in TrainingZone, the UK’s leading learning & development publication. As employees will need to have abilities that complement digital technology in the future, bringing a computational/programming-like approach into all of our approaches to work will be become a must-have 21st century skill to thrive in the Fourth Industrial Revolution.

Discover the complete article here! 

Here are some extracts of the article.

“In the decade since computational thinking (CT) was first formulated by then Carnegie-Mellon Professor Jeannette Wing, it has been emerging as a really powerful universal problem solving technique, in particular for helping us all to work better with automation technologies.

Hence Stephen Wolfram, inventor of the plain English Wolfram programming language, and an advocate of early years computer science, defines the approach as being”about formulating things with enough clarity, and in a systematic enough way, that one can tell a computer how to do them.”

[…] 

“So could CT [Computational Thinking] be the way to bridge that gap between hard and soft skills? Yes, because not everybody will be in need of hard programming proficiency. 

This could mean skills associated with the cloud, analytics, mobility, security, IoT and blockchain. There is also growing consensus that we have to introduce a computational/programming-like approach into all of our approaches to work. 

After all, topping the list of the World Economic Forum’s recent list of essential skills necessary for thriving during the Fourth Industrial Revolution is the skill of ‘complex problem solving.’”

[…]

“What does this look like in practice? Let’s say you’ve agreed to meet your friends somewhere none of you have ever been before. You would plan your route before you step out of your house. 

You might consider the routes available and which route is ‘best’ – this might be the route that is the shortest, the quickest, or the one which goes past your favourite shop on the way. 

You’d then follow the step-by-step directions to get there. In this case, the planning part is CT, and following the directions is like programming.”

Discover the full version here on TrainingZone’s website.

And discover other pieces from Jean-Marc Tassetto:

Improving workplace e-learning for employees.

Is e-learning about to go through a major transformation?

Is e-learning on the brink of an engagement revolution?

World Economic Forum: the top 10 skills you’ll need for the future of work

 

The second issue of the World Economic Forum’s “Future of Jobs” report predicts the loss of 75 million jobs by 2025. But it also predicts the creation of 133 million jobs thanks to the digital revolution. A positive balance of 58 million jobs; pretty optimistic, right?

Yes, at the condition of learning and training on tomorrow’s skills in the meantime. Amongst most sought-after jobs, we’ll obviously find numerous jobs related to new technologies and digital applications such as machine learning, AI, big data: data scientists, developers, growth hackers… Other in-demand profiles will be more “classical”, such as sales representatives, marketing directors or learning officers… But uncertainty still lays in the future. One thing is certain though: the more you’ll work on your soft skills in addition to your hard skills, the more you’ll navigate easily tomorrow’s job market.

The World Economic Forum advises us on the essential skills to develop today and tomorrow, with predictions for 2022! They are essentially soft skills… The good thing is, more than 90% of skills identified by the World Economic Forum are addressed and covered by Coorpacademy’s course catalogue.

Today:

  1. Analytical thinking and innovation
  2. Complex problem-solving
  3. Critical thinking and analysis
  4. Active learning and learning strategies
  5. Creativity, originality and initiative
  6. Attention to detail, trustworthiness
  7. Emotional intelligence
  8. Reasoning, problem-solving and ideation
  9. Leadership and social influence
  10. Coordination and time management

What will change tomorrow?

Active learning, learning capabilities and creativity will make a difference and climb up the ranking of most in-demand skills for 2022; emotional intelligence and leadership abilities will keep being sought-after. Computational thinking and programming become crucial:

  1. Analytical thinking and innovation
  2. Active learning and learning strategies
  3. Creativity, originality and initiative
  4. Technology design and programming
  5. Critical thinking and analysis
  6. Complex problem-solving
  7. Leadership and social influence
  8. Emotional intelligence
  9. Reasoning, problem-solving and ideation
  10. Systems analysis and evaluation.

Find out more about the WEF’s complete report here.

And discover Coorpacademy’s soft skills training catalogue which targets these crucial skills for the future of jobs!

Coorpacademy will be attending the HRD Summit UK in Birmingham on February 5-6th 2019!

 

On February 5-6th 2019, the Coorpacademy Team will be attending the HRD Summit UK which will take place at the International Convention Center of Birmingham.

The HRD Summit hosts the most senior gathering of HR Directors on the globe. The 2019 Summit will welcome over 1,000 attendees, over 150 speakers across 8 content streams, over 80 Exhibitors, over 250 Match Meetings and 11+ hours of networking spread across 2 days.

Let’s meet at the Stand T16 during those 2 days. To discover the full programme, it’s here!

 

Coorpacademy number 2 of the top Learning Experience Platforms for 2019!

The American expert on digital learning Craig Weiss ranked Coorpacademy 2nd in the top Learning Experience Platforms for 2019!

Who is Craig Weiss?

Craig Weiss is the CEO of The Craig Weiss Group, an American research and advisory company. He was recently named the most influential person in the world for the digital learning space.

Last June, he was already speaking about Coorpacademy: « This LXP (Coorpacademy) is definitely a fast riser. UI/UX is excellent. Analytical data is quite good. Gamification battles – are very cool. Admin is good and learning environment is strong. Mobile plays well. Video management is superb. » 

What is the full ranking?

  1. Learn Amp (UK)
  2. Coorpacademy (CH-FR)
  3. Degreed (US)
  4. EdCast LXP (US)
  5. Percipio by Skillsoft (US)
  6. 360Learning (FR)
  7. Looop (UK)
  8. TILE by Toolwire (US)
  9. magpipe by Filtered (UK)
  10. me:time by Lumesse (racheté par Saba) (UK)

Discover here Craig Weiss’s newsletter which announced the ranking.

A good way to start off 2019 right!

Improving workplace e-learning for employees

 

This article written by Jean-Marc Tassetto, co-founder of Coorpacademy, has been originally published in Education Technology. To read it in its original form, it’s here.

Coorpacademy co-founder Jean-Marc Tassetto discusses workplace learning, and why technology is essential in supporting employee upskilling.

Sapiens author Yuval Harari has written that the kinds of skills we need in the workplace are radically shifting, with Artificial Intelligence (AI), bioengineering and other emerging technologies making both our lives and what we do between 9 to 5 look very different.

In his latest book, 21 Lessons for the 21st Century, Harari is also now warning us that the future of education is going to be as equally disrupted, given how young people already have far too much information, and that what’s needed instead is to coach people in “the ability to make sense of information, to tell the difference between what is important and what is unimportant, and above all to combine many bits of information into a broad picture of the world.”

Of course, it’s not just futurologists like Harari who are warning the training sector change is afoot. Another is learning industry analyst Edmund Monk, who warns that “The current school student sees learning now as not being about fact retention, but synthesis and analysis of those facts,” and that A-level students will soon be allowed to take their smartphones into their final examinations, as we move away from memory testing into synthesis challenging.

Whether or not that really will happen that soon, surely what we can agree on is that the whole concept of skills, as well as the more crucial question of which ones really matter for employer now and in the near future, is under the microscope.

The rising value of the soft skill

As we continue deeper into the new century, ‘soft’ skills such as critical thinking, communication, working better with other people and creative thinking will end up more in demand, in contrast to the ‘hard’ skills and technical skills that are more reliant on fact-retention.

Indeed, occupations that rely on such soft skills 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 – written and verbal – are their most valued employee attributes, followed by collaboration and problem solving.

Another study, the World Economic Forum’s recent Future of Jobs study, gives us even more clues as to we can expect. Creativity is one of the top three skills workers will need, it says, and while robots may help us get to where we want to be faster, they cannot as yet beat humans at creative tasks. (Intriguingly, emotional intelligence, an attribute that did not feature in the top 10 in its last (2015) report, has somehow become one of the most desired skills needed in the workplace.)

Learning and Development (L&D) leaders need to accelerate their efforts to upskill and reskill employees – plus say goodbye to long, boring training sessions that are too general to be personalised.

The critical question, then, is how organisations will learn or re-acquire these increasingly desirable new capabilities? Learning and Development (L&D) leaders need to accelerate their efforts to upskill and reskill employees – plus say goodbye to long, boring training sessions that are too general to be personalised, and not at all engaging to today’s learner.

The LXP difference

The good news is that a new generation of digital tools is making training relevant and exciting, delivering what the learning organisation of tomorrow says it will need: the learner at the centre of the learning experience. There is undoubtedly a shift happening from an administrator-centric approach to one of a learner-centric approach, or a Learning Centric Platform (LXP or LEP). For example, analyst group Gartner defines an LXP as an additional portal layer that simultaneously expands (i.e. range of content) and enhances (i.e. delivers greater personalisation) the learner’s interaction.

Given how, when done well, such LXPs provide “a better learner experience through improved personalisation via adaptive learning, recommendations and individual learning paths,” it’s clearly time L&D leaders heeded the cue to get the learning experience back to the top of their list when they think about education technologies.

They also need to re-think training to be more like what people really want to engage with now – think, content that is diverse, interesting and very easily accessible, mobile, always on, always available – delivered in engaging, bite-sized chunks that are engaging and fill gaps in knowledge where they exist.

And, where appropriate, L&D teams should exploit the engagement potential of techniques like gamification, online competitions and quizzes between learners. Neuroscience has shown us that playing stimulates curiosity and the desire to progress, for example, as ‘play’ in the widest sense creates a positive, reinforcing learning experience.

To be successful, a modern workplace learning experience should be deeply integrated with a job position and be directly useful to the learner. Microlearning is a very powerful way to make this happen, and should therefore be well integrated into the learning experience, allowing the employee to directly look for the knowledge she really needs before a meeting, for example. At the same time, the contribution of wider communities of learners should not be underestimated; the ability to interact and measure up to others increases learning capacity.

As a result of the kind of dramatic employment changes people like Harari and organisations like the World Economic Forum predict, it is becoming essential we all examine our long-term employability. Businesses who let up-skilling their staff fall by the wayside because they haven’t revisited training technology requirements will find themselves in a perilous position going forward. So now is the time, perhaps, to think again about your whole position vis-a-vis technology for training.

W: coorpacademy.com

Source : Education Technology, Sunday 11th November 2018. Discover the original article here: https://edtechnology.co.uk/Blog/improving-workplace-e-learning-for-employees/

Is e-learning about to go through a major transformation?

By Jean-Marc Tassetto, co-founder of Coorpacademy.

This article has been originally published in IT Pro Portal, one of the UK’s leading and most respected technology information resources. To read it in its original and complete form, it’s here.

Here are some extracts of the article:

“E-learning has hit the doldrums. Practitioners and customers can protest all they like, but e-learning isn’t delivering on the educational revolution it promised. You only have to look at the student dropout statistics to see that something needs to be done to put it back on the rails.”

[…]

“There are a large number of people that just aren’t completing courses their organisations have paid for and engagement rates are worryingly low. Our data suggests that 2 and 3 per cent is not unusual for a large proportion of corporate training modules on offer.

So why do we have this black cloud sitting over e-learning? The simple reason is that we have ignored content in e-learning at the expense of the way we deliver and administer it. This means that the Learning Management System (LMS), which is seen as an enormous benefit by the HR administrator, offers little for the learner. This is a crucial point as if the learner isn’t engaged there is absolutely no learning taking place.”

[…]

“LEPs (i.e. Learning Experience Platforms) deliver a consumer-like experience. Firstly, learners recognise their way around from the applications they use on their own devices on a daily basis. Tailored training recommendations prepare their skill sets for individual roles they may take up in the future.

This directly connects e-learning requirements with a learners’ personal goals and experiences – and shows them how they are part of the wider organisational picture. LEPs can achieve this by embedding learning into the learner’s daily activities or the applications on which learners spend the most time.

Employees today are looking at intuitive interfaces they recognise that fit seamlessly into the workflow. They expect a Netflix-like experience in their e-learning solution, for example. Traditional e-Learning just can’t deliver on these expectations.”

[…]

“Organisations need to get the learning experience back to the top of the list. They need to re-think training as a very similar experience to the ones employees look for in their own apps – content that is diverse, interesting and very easily accessible. Mobile, always on, always available, delivered in engaging, bite-sized chunks that are engaging and fill gaps in knowledge where they exist. And where appropriate, utilise engagement techniques like gamification, online competitions and quizzes between learners. Both designed to end the isolated e-learning experiences that lead to users dropping off e-Learning courses.”

Find out more by reading the complete article on IT Pro Portal.

 

 

Employers buy into ‘Netflixisation’ of executive education – an article in the Financial Times

 

To read the article “Employers buy into ‘Netflixisation’ of executive education” published in the Financial Times, it’s here!

Skills development: it’s time to revamp learning culture

 This piece by Jean-Marc Tassetto, co-founder of Coorpacademy and former Google France CEO, has been published in Personnel Today. If you want to read it in its original form, it’s here! 

With PwC recently predicting that artificial intelligence will replace seven million jobs by 2037, employees need to learn new skills to reduce the risk of being displaced by new technology. But Jean-Marc Tassetto, co-founder of Coorpacademy and former Google France CEO, warns the UK’s current ways of developing employees’ skills are inadequate.

By now it should come as no surprise that employees in all sectors will soon need to work alongside technologies such as artificial intelligence, with many having to change jobs or reskill as technology develops.

But in order to equip employees with the skills needed to thrive, professionals in learning and development need to create a culture that delivers life-long learning at work. This is imperative for developing the skills organisations require now and in the future, and in attracting and retaining talent.

However, there is one problem – we’re not doing it.

Learning teams provide the resources, tools and time to support skills development – considering the career plans of staff, booking the armies of trainers and making hundreds of hours of relevant content available. But many are missing the needs of the recipient.

Traditional training culture seems to assume learners are passive objects that simply get shuffled in and out of training rooms. Yet for any training to succeed, it’s essential that employees buy into the concept and stop seeing training as something forced upon them.

Engagement is low

 

Corporate learning is currently in a state of crisis. According to research from Towards Maturity, 44% of L&D leaders report that staff are reluctant to engage with online learning. Engagement rates are perilously low – as little as 5-10% − and course completion rates can be as low as 2-3%, research by the University of Graz in Austria has found.

Translated into business reality, this means the small number of people who go on training courses or download company-mandated e-learning modules barely complete what HR and L&D teams think they do.

To stop corporate learning being a poor investment, this culture needs to change. In particular, if we are serious about our commitment to reskilling and upskilling workers to prepare them for the future, we need a way to connect with them as learners and find a better way to deliver what they want.

We also need to rethink the way content is delivered. We have to ask ourselves if it’s realistic to expect people to stop everything they’re doing and sit in front of a trainer with a PowerPoint presentation and a laser pointer for eight solid hours.

Plugging the gap between L&D and staff

 

But change is coming and a new generation of digital tools has emerged to plug the gap between L&D teams and the disengaged learner.

Global analyst Gartner found that “learning experience platforms”, which prioritise learners’ experiences and ease of use, will become invaluable as attitudes to learning change.

Training strategies should consider the reality of how people learn; content should always be available remotely – increasingly via mobile – and at the learner’s convenience in bite-sized chunks, making use of video, gamification and collaboration.

What does that look like in practice? Very much like what employees are already doing in their day-to-day lives. We live on our phones: making dead time waiting for a train or a phone call useful, turning to the internet to plug a lack of understanding, and playing a mobile game for a few minutes to let off a bit of steam.

“Training strategies should consider the reality of how people learn; content should always be available remotely”

Imagine if you delivered your training that way – mobile, always available, in short bursts, and, where appropriate, in a quiz format? Need to know about Blockchain? Employees could either be sent on a two-day residential course once a year, or offered a way to consume five to 10 minutes of useful, tailored content when they want or need it.

This is a new, powerful and flexible way for L&D teams to help learners to reach a certain level of knowledge day by day. These methods, alongside more traditional elements, can help develop a more user-centric learning culture.

Of course face-to-face training to hone certain practical skills is still part of that user-centric model. But a customised learning experience platform approach will mean employees are more likely to be thoroughly engaged in the training they need to keep pace with the changing world of work.

This piece by Jean-Marc Tassetto, co-founder of Coorpacademy and former Google France CEO, has been published in Personnel Today. If you want to read it in its original form, it’s here! 

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