Tag: individualization

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!

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

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