Serious games or game-based learning have noticeable effects on training: they increase engagement, improve memorization of content and strengthen participants' self-confidence.
But how to measure the impact of this training, not only on the employees, but on the results of the company? By following this case study, you will be able to learn how to organize, set up and analyze a training plan based on game-based learning.
The “Black Lives Matter” protests have placed an urgent need for better corporate diversity initiatives.
As we reflect on the ways COVID-19 has put our healthcare and paid leave disparities in the workplace center stage, we must start to ask ourselves how much have we been investing in valuable Diversity, Equity and Inclusion (DEI) initiatives? As an organization, were these programs merely checking a box or were they truly making an impact for your employees and do your employees not only have a sense of “inclusion”, but also a sense of “belonging”?
Studies show that the investment toward DEI programs enhances creativity and innovation therefore improving financial performance, so why did so many organizations make DEI the first budget cut once our pandemic lockdown began? How can your organization go from occasional celebrations of prominent diverse figures to actually making the changes that impact employees in the areas of healthcare and other benefits?
The learning landscape is evolving with the workforce and world events. COVID-19 has forced drastic changes to how L&D teams deliver learning across the organization and at a time when workforce demographics are shifting. Digital natives with high expectations for how content is delivered are taking the place of Baby Boomers, meaning the learning ecosystem has to follow suit and evolve with the workforce.
Join learning we’ll examine what the keys to success are now, what drives successful L&D initiatives and what the priorities for every organization should be as they look toward the future.
Key takeaways include: