We live in a competitive world where business growth is critical for business life. Training can be a strategic part of that growth. In this session we will look at how leveraging data and technology and then linking them to organizational strategy can truly impact employee and organizational performance.
Traditional learning methods have withstood the test of time, however with the implementation of various technologies that allow users to experience environments, tools, and situations as if they are actually there, organizations are able to impact and reinforce their workforce in innovative ways. Tobias Washington with CHRISTUS Health decided to pioneer the use of VR with its program to teach aggressive behavior deescalation.
In this session you’ll learn how CHRISTUS Health, in collaboration with SweetRush’s SPARK team, developed an innovative, immersive VR workplace safety learning program that helps care providers de-escalate potentially dangerous situations. You’ll discover key considerations that drove design decisions, including the learner audience, maintainability, and business constraints. Additionally, you’ll learn about leading-edge VR trends, including facial recognition, voice and tone recognition, and 3D avatar development. Whether you are a senior leader, designer, or developer, you will gain valuable insights as Tobias shares their journey from concept to execution.
In this discussion session, we will focus on:
For decades, learning and development professionals have been asked by business leaders to “show me the money” on the return on investment of leadership development programs. This request has been addressed in many ways over the years to varying degrees of success. However, learning professionals have been challenged in balancing the need for data to use for continuous improvement while simultaneously demonstrating how learning contributes to organizational success. Traditionally, rigorous measurement of the business impact and ROI of leadership development efforts have been time-consuming and often viewed as too little too late to be useful to business leaders. During this session, attendees will learn how to:
Peel away the hype surrounding artificial intelligence (AI) and machine learning to find the practical applications of these technologies in talent development and corporate training. You don’t have to been an AI expert to know that your company needs to wrestle all the data you have on your employees and training programs to gain contextual intelligence and knowledge about how to improve your workforce.
What does it mean to have a Culture of Learning – and why is it so important? One of the biggest challenges facing organizations today is how to create the conditions where employees will take advantage of the learning programs and resources available to them. In most organizational cultures, there is very little individual accountability for learning, both in the formal and informal sense. In surveys, more than 50% of employees say they would engage in learning if they had the time, or if their manager asked them to do so. The challenge for L&D executives is to effect a culture shift in the organization; to integrate learning into the DNA of what employees do every day in their jobs. Having a learning culture within your organization means that employees recognize the value proposition of learning, embrace both the informal and formal opportunities, and take ownership of their upskilling and development without waiting for permission from their manager. Some topics discussed will include: