The document discusses trends and predictions for the future of corporate learning. It predicts that learning will become more social, mobile, and data-driven. It notes that informal learning already accounts for over 75% of learning according to many surveys. Case studies of companies like Guitar Center and Weight Watchers show they are embracing social and mobile learning to engage employees. The amount of data being created is enormous and growing exponentially, presenting both opportunities and challenges for using data to improve learning and business outcomes.
Mercer Global Talent Trends 2024 - Human Resources
The Future of Corporate Learning- Trends and Predictions
1. The Future of Corporate
Learning: Trends and
Predictions
David Wentworth
Senior Learning Analyst
Brandon Hall Group
Charles DeNault
Sr Director of Product
Marketing
Saba
5. #CLOwebinar
Speakers: Charles Denault
Senior Director of Product Marketing
Saba
David Wentworth
Senior Learning Analyst
Brandon Hall Group
Moderator: Frank Kalman
Senior Editor
Chief Learning Officer magazine
The Future of Corporate Learning
— Trends and Predictions
7. #CLOwebinar
Charles Denault
Senior Director of Product Marketing
Saba
The Future of Corporate Learning
— Trends and Predictions
David Wentworth
Senior Learning Analyst
Brandon Hall Group
34. How Big is Big?
Source: IDC
2.8
zettabytes
That’s 2.8
Billion
terabytes
35. How Big is Big?
Source: IDC
2.8
zettabytes
That’s 2.8
Billion
terabytes
That’s 2.87
Trillion
gigabytes
36. How Big is Big?
Source: IDC
2.8
zettabytes
That’s 2.8
Billion
terabytes
Less than
20%
That’s 2.87
Trillion
gigabytes
37. How Big is Big?
Source: IDC
2.8
zettabytes
That’s 2.8
Billion
terabytes
Less than
1%
Less than
20%
That’s 2.87
Trillion
gigabytes
38. How Big is Big?
Source: IDC
2.8
zettabytes
That’s 2.8
Billion
terabytes
Less than
1%
Less than
20%
40zb
by 2020
That’s 2.87
Trillion
gigabytes
39. How Big is Big?
Source: IDC
2.8
zettabytes
That’s 2.8
Billion
terabytes
Less than
1%
Less than
20%
40zb
by 2020
That’s 2.87
Trillion
gigabytes
40. How Important is Big Data?
31.3%
32.1%
42.5%
43.6%
50.0%
51.3%
Global expansion
Economic insecurity
Shortage of talent
Big data
Mobile technology
Social media
Percentage of organizations that consider the following to be important topics for the next
12 months to a high or very high extent
Source: Brandon Hall Group 2014
42. Bad Analysis = Poor Decisions
Report Poor Analysis Potentially Poor Decision
Decline in attendance Get rid of course
Poor passing scores Make the certification test easier
Increase in course requests
Run more courses and make
them cheaper to deliver
High “smile” sheet scores Higher course investments
Decline in on-line course
completions
Cut the online course
Lack of social learning tool
usage
Cut the social learning tool
48. #CLOwebinar
Join our next Webinar!
Leveraging Measurement and
Metrics in an L&D Strategy
Friday, September 12, 2014
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Chief Learning Officer
webinars at www.clomedia.com/webinars
Editor's Notes
We cover topic areas that provide strategic insights for executives and practitioners that are responsible for learning, talent, growth, and business results within their organizations. Our focus is on ensuring continuous business performance.
According to the 2013 survey conducted by Brandon Hall Group, The Great Skills Gap Concern, healthcare organizations are trying to leverage specialized skilled workers to meet the growing demands placed on the industry.
Join Dave Wentworth, Sr. Learning Analyst from Brandon Hall Group and Jay Hill, Solution Consultant from HealthcareSource for a webinar to learn key findings of the survey and the primary gaps in skills in healthcare organizations. We will share an approach to transform skills development to minimize existing gaps and retain knowledgeable staff. In addition, we’ll look at real world results from Schneck Medical Center (Seymour, Indiana) and how their implementation of an online competency assignment, tracking, validation and reporting system significantly increased staff efficiency, patient care and safety.
Key take aways are:
• Successful training methods and how to improve knowledge transfer and behavioral changes
• Efficiencies gained with implementing a healthcare-specific learning management system
• Value of centralizing competency assessments
More than 83% of organizations with a skilled labor workforce state that it’s difficult to find employees capable of addressing their growing hiring needs today. By 2020 major workforce shortages, in critical skilled roles, are being predicted at a global level in healthcare, high-tech, and manufacturing. Businesses and governments alike are quickly realizing that long term-strategies for growth, innovation, and market share must include a workforce strategy based on data and analytics. Join Stacey Harris, VP of Research for Brandon Hall Group, as she shares recent research on developing workforce strategies to address growing skills gap issues. Key topics include: • Starting the workforce strategy with a skills and development discussion • Leveraging workforce analytics to help create options for the future • Executing a workforce strategy with integrated processes and systems • Successful practices from case studies of Brandon Hall Group Excellence Award winners.
Praxiar – Analytics (not approved) – not named possibly
Moriseiki – Manufacturing
Send Steve the deck, so he can add information week of June 10th
Ann on point for case studies.
2- Key Points – helping learning drive talent acquisitions strategies
Drive analytics without it all being in one place
Highlight blended, social, gaming. How do we connect people. Ideation, workspaces. Engagement, excitement,