Why Cloud-Based Learning?
•Descargar como PPTX, PDF•
3 recomendaciones•1,378 vistas
In the new Learning Age, continuous development of your own workforce is not only good for employee retention rates; it's good for the bottom line. See how elearning can help you out-perform your competition and avoid getting stuck in the skills gap.
Recomendados
Recomendados
Más contenido relacionado
Destacado
Destacado (11)
Más de Skillsoft
Más de Skillsoft (11)
Último
Último (20)
Why Cloud-Based Learning?
- 1. © 2015 Skillsoft Ireland Limited © 2015 Skillsoft Ireland Limited Why Cloud-Based Learning? Creating Sustainable Talent for Measurable Business Impact
- 2. © 2015 Skillsoft Ireland Limited 2 Summary • Why Learning? Creating sustainable talent is key in overcoming the learning crisis • Why Cloud-Based Learning? Technology enabled learning is essential to compete • What Cloud-Based Learning Success Looks Like There are four components that evaluate business impact • Why Now? The sooner you create sustainable talent, the sooner your potential to outperform your competition
- 3. © 2015 Skillsoft Ireland Limited Why learning?
- 4. © 2015 Skillsoft Ireland Limited A myth about learning Myth: We have skills gaps, but it’s not that serious an issue 4
- 5. © 2015 Skillsoft Ireland Limited A myth about learning Myth: We have skills gaps, but it’s not that serious an issue Truth: There is a global crisis and most HR leaders are underprepared 5
- 6. © 2015 Skillsoft Ireland Limited 6 The learning crisis 85 MILLION: The expected global deficit of skilled workers 5 years from now. 200 MILLION: The number of unemployed people in the world right now. 8 BILLION: The number of people we’ll have in the world by 2030.
- 7. © 2015 Skillsoft Ireland Limited 7 The learning crisis 85 MILLION: The expected global deficit of skilled workers 5 years from now. 200 MILLION: The number of unemployed people in the world right now.
- 8. © 2015 Skillsoft Ireland Limited 8 The learning crisis 85 MILLION: The expected global deficit of skilled workers 5 years from now. 200 MILLION: The number of unemployed people in the world right now. 8 BILLION: The number of people we’ll have in the world by 2030.
- 9. © 2015 Skillsoft Ireland Limited 9 The learning crisis 85 MILLION: The expected global deficit of skilled workers 5 years from now. 200 MILLION: The number of unemployed people in the world right now. 8 BILLION: The number of people we’ll have in the world by 2030. Potential is certainly not in short supply – but developed talent is a precious resource.
- 10. © 2015 Skillsoft Ireland Limited 10 The learning crisis 85 MILLION: The expected global deficit of skilled workers 5 years from now. 200 MILLION: The number of unemployed people in the world right now. 8 BILLION: The number of people we’ll have in the world by 2030. Potential is certainly not in short supply – but developed talent is a precious resource. What keeps people from unlocking their potential is the same thing that keeps companies from cultivating an evergreen source of talent with new and current employees: Learning.
- 11. © 2015 Skillsoft Ireland Limited 11 The learning crisis 85 MILLION: The expected global deficit of skilled workers 5 years from now. 200 MILLION: The number of unemployed people in the world right now. 8 BILLION: The number of people we’ll have in the world by 2030. Potential is certainly not in short supply – but developed talent is a precious resource. What keeps people from unlocking their potential is the same thing that keeps companies from cultivating an evergreen source of talent with new and current employees: Learning. We don’t really have a labor crisis.
- 12. © 2015 Skillsoft Ireland Limited 12 The learning crisis 85 MILLION: The expected global deficit of skilled workers 5 years from now. 200 MILLION: The number of unemployed people in the world right now. 8 BILLION: The number of people we’ll have in the world by 2030. Potential is certainly not in short supply – but developed talent is a precious resource. What keeps people from unlocking their potential is the same thing that keeps companies from cultivating an evergreen source of talent with new and current employees: Learning. We don’t really have a labor crisis. We have a learning crisis.
- 13. © 2015 Skillsoft Ireland Limited 13 Welcome to the Learning Age
- 14. © 2015 Skillsoft Ireland Limited 14 Welcome to the Learning Age This is the dawn of a new human age. The Learning Age. What’s changed?
- 15. © 2015 Skillsoft Ireland Limited 15 Welcome to the Learning Age This is the dawn of a new human age. The Learning Age. What’s changed? SUCCESS is now based on our ability to rapidly acquire and apply new knowledge and cultivate an evergreen source of talent.
- 16. © 2015 Skillsoft Ireland Limited 16 Welcome to the Learning Age This is the dawn of a new human age. The Learning Age. What’s changed? SUCCESS is now based on our ability to rapidly acquire and apply new knowledge and cultivate an evergreen source of talent. VELOCITY in business is achieved through pervasive learning.
- 17. © 2015 Skillsoft Ireland Limited 17 Welcome to the Learning Age This is the dawn of a new human age. The Learning Age. What’s changed? SUCCESS is now based on our ability to rapidly acquire and apply new knowledge and cultivate an evergreen source of talent. VELOCITY in business is achieved through pervasive learning. LEADERSHIP in the market is earned and sustained through workforce adaptability.
- 18. © 2015 Skillsoft Ireland Limited 18 Welcome to the Learning Age This is the dawn of a new human age. The Learning Age. What’s changed? SUCCESS is now based on our ability to rapidly acquire and apply new knowledge and cultivate an evergreen source of talent. VELOCITY in business is achieved through pervasive learning. LEADERSHIP in the market is earned and sustained through workforce adaptability. The Learning Age demands a learning-centric approach to developing talent – a shift in perspective that drives business performance, spurs innovation and growth, and averts the learning crisis.
- 19. © 2015 Skillsoft Ireland Limited • Fuels adaptability and innovation • Improves engagement and retention • Is simply good for business • Supports an agile workforce • Addresses talent shortages • Is the building block between a skilled workforce and positive business outcomes 19 The Learning Age
- 20. © 2015 Skillsoft Ireland Limited Another myth about learning Myth: Event-based learning is sufficient as a stand-alone learning program offering 20
- 21. © 2015 Skillsoft Ireland Limited Another myth about learning Myth: Event-based learning is sufficient as a stand-alone learning program offering Truth: Continuous learning heightens skill transfer to the job 21 The Forgetting Curve Memory: Contribution to Experimental Psychology by Herman Ebbinghaus. 1885/1913.
- 22. © 2015 Skillsoft Ireland Limited Forgetting is normal 22
- 23. © 2015 Skillsoft Ireland Limited Forgetting is normal 23
- 24. © 2015 Skillsoft Ireland Limited Forgetting is normal 24
- 25. © 2015 Skillsoft Ireland Limited 25 Continuous learning; continuous growth
- 26. © 2015 Skillsoft Ireland Limited Organizations with strong learning cultures significantly outperform their peers. 26 Expert findings on learning culture Source: Bersin & Associates, Building a Borderless Workplace: Predictions for 2011 Copyright © 2010 Bersin & Associates. All Rights Reserved.
- 27. © 2015 Skillsoft Ireland Limited Organizations with strong learning cultures significantly outperform their peers. 27 Expert findings on learning culture Source: Bersin & Associates, Building a Borderless Workplace: Predictions for 2011 Copyright © 2010 Bersin & Associates. All Rights Reserved. 46% more likely to be first to market INNOVATION
- 28. © 2015 Skillsoft Ireland Limited Organizations with strong learning cultures significantly outperform their peers. 28 Expert findings on learning culture Source: Bersin & Associates, Building a Borderless Workplace: Predictions for 2011 Copyright © 2010 Bersin & Associates. All Rights Reserved. EFFICIENCY 37% greater employee productivity 46% more likely to be first to market INNOVATION
- 29. © 2015 Skillsoft Ireland Limited Organizations with strong learning cultures significantly outperform their peers. 29 Expert findings on learning culture Source: Bersin & Associates, Building a Borderless Workplace: Predictions for 2011 Copyright © 2010 Bersin & Associates. All Rights Reserved. QUALITY 26% greater ability to deliver quality products EFFICIENCY 37% greater employee productivity 46% more likely to be first to market INNOVATION
- 30. © 2015 Skillsoft Ireland Limited Organizations with strong learning cultures significantly outperform their peers. 30 Expert findings on learning culture Source: Bersin & Associates, Building a Borderless Workplace: Predictions for 2011 Copyright © 2010 Bersin & Associates. All Rights Reserved. AGILITY 58% more prepared to meet future demandsQUALITY 26% greater ability to deliver quality products EFFICIENCY 37% greater employee productivity 46% more likely to be first to market INNOVATION
- 31. © 2015 Skillsoft Ireland Limited Organizations with strong learning cultures significantly outperform their peers. 31 Expert findings on learning culture Source: Bersin & Associates, Building a Borderless Workplace: Predictions for 2011 Copyright © 2010 Bersin & Associates. All Rights Reserved. MARKETSHARE 17% more likely to be the market leader AGILITY 58% more prepared to meet future demandsQUALITY 26% greater ability to deliver quality products EFFICIENCY 37% greater employee productivity 46% more likely to be first to market INNOVATION
- 32. © 2015 Skillsoft Ireland Limited Why cloud-based learning?
- 33. © 2015 Skillsoft Ireland Limited What is cloud-based learning? Online learning, or elearning, that is available in the cloud • Resources are stored in a virtual environment, accessed from various forms of web-enable devices • Can be accessed synchronously (at the same time as others) or asynchronously (at a different time than others) via electronic means 33
- 34. © 2015 Skillsoft Ireland Limited Features of common learning types 34 Cloud-based learning Classroom-based learning Virtual classroom learning Internally developed elearning Cost-efficient X X Portable X X Low carbon footprint X X X Curate X X X X Variety of learning modalities X Embedded into daily workflow X X Enterprise-scalable X Quickly deployed X Aligned to business objectives X X X X Automatically maintained X
- 35. © 2015 Skillsoft Ireland Limited Common benefits of elearning 35 1. Increase sales 2. Increase customer service 3. Increase quality 4. Increase output 5. Reduce travel time & costs 6. Reduce employee turnover 7. Reduce lawsuits 8. Reduce time away from work 9. Reduce scrap learning rate 10. Accelerate productivity 11. Increase agility & flexibility 12. Increase content deployment 13. Increase availability 14. Shorten development cycles 15. Increase onboarding content 16. Recruit better employees 17. Retain high-potential employees Benefitsofelearning
- 36. © 2015 Skillsoft Ireland Limited Elearning is more effective 36 Event-based training is more costly and overall less effective than elearning.
- 37. © 2015 Skillsoft Ireland Limited What cloud-based learning success looks like
- 38. © 2015 Skillsoft Ireland Limited Laci Loew “The value of elearning in the workplace is best measured when its value can be tied to measurable business impact. Whether this link can be made via testing results, assessments, survey questions, key performance indicators or predictive analytics data, the point is that a formal measurement process quantifying the business impact of the elearning is quintessential.” 38 Vice President, Talent Management and Principal Analyst, Brandon Hall Group
- 39. © 2015 Skillsoft Ireland Limited What cloud-based learning success looks like 39
- 40. © 2015 Skillsoft Ireland Limited The four building blocks to success 40
- 41. © 2015 Skillsoft Ireland Limited Engagement • Successful engagement begins with committed leaders setting the direction and tone • Value objectives defined up front with stakeholder buy-in • Active sponsorship of executives/stakeholders • Regular strategy sessions to ensure alignment to critical organizational priorities • Annual success criteria defined and monitored • ongoing to deliver progress toward the value objectives • Continuous improvement is top of mind 41
- 42. © 2015 Skillsoft Ireland Limited Alignment Well-aligned L&D organizations: • Actively involve business leaders in learning decisions • Use strategic business objectives to determine learning priorities • Focus on the end results • Integrate with HR and talent strategy • Demonstrate business value • Ensure staff members understand their contribution • Enjoy proactive management commitment 42
- 43. © 2015 Skillsoft Ireland Limited David Vance “You not only have to have the right data, but the right approach when compiling and communicating key metrics. Approach can make or break your efforts to engage stakeholders to build credibility, demonstrate alignment to the business, agree on plans and targets and get credit for the value your team delivers.” 43 Executive Director, Center for Talent Reporting
- 44. © 2015 Skillsoft Ireland Limited Adoption Adoption success looks like: • Many individuals consuming elearning repeatedly over time • Embedding the learning into the workflow • Actively communicating relevant content options and • promoting consumption to individuals and groups • Highly accessible and visible across the enterprise • Broad management buy-in 44
- 45. © 2015 Skillsoft Ireland Limited Value Outcomes are optimized through the quality of engagement, alignment and adoption efforts. The ultimate test for any learning metric is whether it helps the organization deliver peak performance. 45
- 46. © 2015 Skillsoft Ireland Limited Why now?
- 47. © 2015 Skillsoft Ireland Limited Sustainable talent is needed now • The sooner you create sustainable talent, the sooner your potential to outperform your competition • You aren’t likely to impact business with stale, underdeveloped or aging training programs. • The world’s lack of skilled talent is only getting worse. • By skilling up existing and new employees, you will entice them to stay and increase your retention rate. 47
- 48. © 2015 Skillsoft Ireland Limited Think. Research. Contact Us. Visit: www.skillsoft.com
Notas del editor
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- http://www.skillsoft.com/assets/offers/elearning-guide/ p11
- http://www.skillsoft.com/assets/offers/elearning-guide/ p11
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- This is an introductory slide that sets the stage for a line of reasoning in three parts. Speaker notes: Today my presentation is brief and we’ll move quickly. We’re going to cover: Why Learning: We’ll start by covering some of the research that clearly shows the effect of learning on business performance, especially companies that have established a strong learning culture. Why e-Learning: Next we’ll look at what benefits can be achieved when organizations invest in technology-enabled learning. Why Now: Next we’ll look at some of the trends in workplace learning and the factors that are driving a higher investment in many organizations. Why SkillSoft: Finally, I’ll share some information about SkillSoft and why thousands of companies have chosen to partner with us on this journey. Transition: So lets get started.
- http://www.skillsoft.com/assets/offers/elearning-guide/ pp 9, 10
- http://www.skillsoft.com/assets/offers/elearning-guide/ pp 9, 10
- We’ve all experienced it. We go to a great class or conference. We get a ton of incredible information. We get motivated and charged up about everything we learned. Then, we get back to our job, get sidetracked with day-to-day responsibilities and don’t take the necessary opportunity to reinforce what we learned while we were away. And because of that, we forget. And it turns out, it’s quite normal to forget. (see Forgetting Curve graphic in ppt) According to the Ebbinghaus Forgetting Curve: • Without context, 50 percent of what we learn is forgotten in one hour • 80 percent is forgotten after two days • 90 percent is forgotten after 31 days So, if you thought that a portion of managers sent away for an event would be able to come back and apply the learnings … unless the learning is reinforced, just a measly 10 percent of knowledge will be retained after a month. Was it worth it? The time away from the office, the travel expense, the extra stress on the employee and teams. And what do you have to show for that 10 percent?
- We’ve all experienced it. We go to a great class or conference. We get a ton of incredible information. We get motivated and charged up about everything we learned. Then, we get back to our job, get sidetracked with day-to-day responsibilities and don’t take the necessary opportunity to reinforce what we learned while we were away. And because of that, we forget. And it turns out, it’s quite normal to forget. (see Forgetting Curve graphic in ppt) According to the Ebbinghaus Forgetting Curve: • Without context, 50 percent of what we learn is forgotten in one hour • 80 percent is forgotten after two days • 90 percent is forgotten after 31 days So, if you thought that a portion of managers sent away for an event would be able to come back and apply the learnings … unless the learning is reinforced, just a measly 10 percent of knowledge will be retained after a month. Was it worth it? The time away from the office, the travel expense, the extra stress on the employee and teams. And what do you have to show for that 10 percent?
- We’ve all experienced it. We go to a great class or conference. We get a ton of incredible information. We get motivated and charged up about everything we learned. Then, we get back to our job, get sidetracked with day-to-day responsibilities and don’t take the necessary opportunity to reinforce what we learned while we were away. And because of that, we forget. And it turns out, it’s quite normal to forget. (see Forgetting Curve graphic in ppt) According to the Ebbinghaus Forgetting Curve: • Without context, 50 percent of what we learn is forgotten in one hour • 80 percent is forgotten after two days • 90 percent is forgotten after 31 days So, if you thought that a portion of managers sent away for an event would be able to come back and apply the learnings … unless the learning is reinforced, just a measly 10 percent of knowledge will be retained after a month. Was it worth it? The time away from the office, the travel expense, the extra stress on the employee and teams. And what do you have to show for that 10 percent?
- Most importantly, our leadership offerings fit within a continuous learning culture that [name of organization] can realize. Because, building leadership competencies is a continuous effort ─ not well-served by a “one and done” ILT event or series of events.
- Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493 What we see is that across the board, learning has a positive impact on the most important areas of business performance Innovation and the ability to bring new products to market Efficiency and productivity Quality Agility and the ability to anticipate future market needs And ultimately market share and market leadership. But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
- Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493 What we see is that across the board, learning has a positive impact on the most important areas of business performance Innovation and the ability to bring new products to market Efficiency and productivity Quality Agility and the ability to anticipate future market needs And ultimately market share and market leadership. But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
- Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493 What we see is that across the board, learning has a positive impact on the most important areas of business performance Innovation and the ability to bring new products to market Efficiency and productivity Quality Agility and the ability to anticipate future market needs And ultimately market share and market leadership. But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
- Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493 What we see is that across the board, learning has a positive impact on the most important areas of business performance Innovation and the ability to bring new products to market Efficiency and productivity Quality Agility and the ability to anticipate future market needs And ultimately market share and market leadership. But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
- Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493 What we see is that across the board, learning has a positive impact on the most important areas of business performance Innovation and the ability to bring new products to market Efficiency and productivity Quality Agility and the ability to anticipate future market needs And ultimately market share and market leadership. But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
- Organizations with strong learning cultures outperform their peers in a number of ways. This information was drawn from a recent Bersin & Associates Study Building a Bordlerless Workplace: Predictions for 2011, but there have been other studies that have had similar findings. Find that information here: http://www.bersin.com/news/content.aspx?id=13493 What we see is that across the board, learning has a positive impact on the most important areas of business performance Innovation and the ability to bring new products to market Efficiency and productivity Quality Agility and the ability to anticipate future market needs And ultimately market share and market leadership. But in order to realize these benefits, organizations need to have a commitment to building a learning culture, and that requires a long-term commitment. (transition)
- http://www.skillsoft.com/assets/offers/elearning-guide/ p6
- http://www.skillsoft.com/assets/offers/elearning-guide/ p7
- http://www.skillsoft.com/assets/offers/elearning-guide/ p8
- Event-based training is more costly and overall less effective than elearning.
- http://www.skillsoft.com/assets/offers/elearning-guide/ p15
- http://www.skillsoft.com/assets/offers/elearning-guide/ p19
- http://www.skillsoft.com/assets/offers/elearning-guide/ p 20
- http://www.skillsoft.com/assets/offers/elearning-guide/ p21
- Aligning learning to business, Towards Maturity In-Focus Report. Towards Maturity, 2014 http://www.skillsoft.com/assets/offers/elearning-guide/ p23
- http://www.skillsoft.com/assets/offers/elearning-guide/ p15
- http://www.skillsoft.com/assets/offers/elearning-guide/ p26
- http://www.skillsoft.com/assets/offers/elearning-guide/ p28
- http://www.skillsoft.com/assets/offers/elearning-guide/ p21