Face to face learning initiatives have been put on pause for the foreseeable future, and many organizations are struggling to meet the unique needs of their learners, training staff, and administrators. There are a multitude of different technologies, tools, and strategies available to help organizations structure and enhance learning and training programs, and it’s becoming increasingly more important to not only stay aware of the latest trends that are driving the evolution of the learning ecosystem, but also to ensure your eLearning solutions can adapt to unprecedented changes, growing pains, and the evolving needs of your learners in order to maximize the value of your learning ecosystem investment.
In the case of JA Canada, Canada’s largest non-profit youth business education organization, they were able to leverage their Learning Management System (LMS) in order to support a new business model by bringing in-person courses into a digital format to keep business running as close to normal as possible during the COVID-19 pandemic. Through the flexibility and interoperability of open-source Moodle, JA Canada has not only been able to manage, distribute and track personalized training for their learners in a new format, but their future-proof learning platform has given their team the ability to continuously improve and expand upon their solutions to accommodate learners during unpredictable times and meet organizational needs as they evolve.
Join eThink to discover the trends and tools that all companies should consider when looking to build dynamic and sustainable training programs. During this webinar, we’ll discuss:
What does measuring impact for training and learning look like while people are working remote at home? How do you know if your training and learning solutions delivered by eLearning and virtual classroom are impacting performance, behavior, actions, and most important business goals? Can we still measure impact for training and learning during pandemic?
What has not changed is the need for facts, evidence, and data that reveal learning’s influence on performance and business goals. What has changed is where and how people are working. We will explore how to proactively plan for impact and examine the metrics and KPIs that measure results for training and learning.
In today’s environment, Learning and Development departments are facing a challenge. Sudden business changes, cost of travel and sustainability are factors creating greater pressure to deliver training online. 17% of all formal learning hours are now delivered as real-time distance learning classes and there is a growing trend towards instructor-led, virtual classrooms. When offering virtual classroom learning, it is of major importance to avoid the trap of one-way communication if you don’t want to lose your students’ engagement.
In this session you will learn how Barco University transformed it’s learning program & choose a virtual classroom technology that enabled them to deliver an experience close to an in-classroom experience, while saving cost, supporting business changes & be more sustainable.
Education is being offered in a wide variety of formats from any number of sources. But what about formal education? There is a sentiment that formal education is becoming less of a requirement in the job market and in pursuing a promotion from within, but research shows that hiring managers and HR departments don’t necessarily reflect this view.
In truth, higher education still presents a lot of value for both students coming out of high school and adult lifelong learners looking to improve their credentials and learn new skills. In the case of the latter, how companies support the ambition of lifelong learners through tuition assistance and reimbursement is seen as a significant benefit to employees and new hires alike, but how can the organization be assured that it’s going to help employees develop the skills it needs them to?
Through customized degree and certificate credentialing programs, online provider management companies are well positioned to help in the creation of formal education trainings through reputable higher education institutions that will help cultivate the workforce of tomorrow.
Key Takeaways include:
Atrium Health is a learning organization that values continuous improvement. All leaders have something to learn and something to teach. In order to accelerate this culture of collaboration, small groups of 12-20 leaders were put together for a 7-month duration to network, share best practices, build relationships, read, discuss, apply effective leadership principles and, most importantly, take action.
In this session, presenters will discuss: