Elearning blog: Learning re-imagined

Learning Transformed at 2013 Skillsoft Perspectives EMEA

The social media bubble is showing no signs of bursting. In fact, most of our social networks are still growing; Twitter’s Vine video app has been shared 2.86 million times on the social network since launching five months ago. Providing learning via your target’s preferred means is a crucial step towards giving training credibility.

Of course people take different approaches, so we look forward to discussing how businesses are using social to aid learning development at 2013 Skillsoft Perspectives next Thursday 20 June.

Our theme this year is “Learning Transformed,” and we plan to discuss issues such as linking learning to business value, maximising learning spend, and the future of organisational learning with some of the most influential UK thinkers and practitioners, from both global corporations and academic institutions.

Lynda Gratton, Professor of Management at London Business School, will lead discussions alongside speakers from the BT Group and Lancaster University Management School. The event, which takes place at 8 Northumberland Avenue, London (just round the corner from Trafalgar Square), will also provide an interactive forum to discuss innovations in learning, plus the chance to network with an exciting mix of influential business and leadership experts.

We’ll also be discussing the key findings of our recent research into how key skills issues might be impacted by the demands of our changing working world. Our panel will look at how new recruits will cope with working in remote, virtual, flexible teams and how vital it is that they start to develop the skills today that they will need to succeed in this new environment.

Make sure you are there to get involved in the debate and question leading minds in the learning field!

Skillsoft Introduces Virtual Practice-Labs for Hands-On, Secure IT Training

We are excited to announce the availability of Skillsoft Virtual Practice-Labs! Presented in response to customer demand for virtual lab learning, this new technology-enabled learning solution provides IT professionals with hands-on experience with real equipment and applications through a secure, web-based learning environment. Practice-Labs are available on-demand anytime and allow learners to gain practical experience with a broad range of technologies in a safe and risk-free environment.

Skillsoft Virtual Practice-Labs feature a large library that includes 245 modules aligned with 43 IT certification exams from vendors such as Microsoft, CompTIA, Cisco and VMware. The labs completely immerse learners in software and hardware environments, providing a high degree of interactivity to reinforce core and advanced skills with the ability to repeat tasks as necessary. Content is presented using hosted technology that provides an experience similar to a production system, allowing IT professionals to learn and avoid time-consuming and dangerous rework necessary in an actual environment. 

We are excited to provide our customers with an additional modality of learning content delivered in a flexible format as we assist with their continuous learning journey. Skillsoft Virtual Practice-Labs can mirror almost any hardware or software configuration, enabling IT professionals to build critical technology skills in safe, virtual environments. By experimenting with live applications, learners retain valuable skills and deliver maximum value to their organizations.

Virtual Practice-Labs provide students with 24x7 remote access to a sandbox environment on live equipment and are available on Skillport 7.2 and higher and on other learning management systems using Skillsoft’s Open Learning Services Architecture (OLSA). The practice labs can be used as standalone learning assets or integrated into blended learning programs as a complement to Skillsoft’s IT courseware, Skillsoft Books24x7 ITPro collection and SkillChoice IT collections. 

For more information about Skillsoft Virtual Practice-Labs, please visit http://www.skillsoft.com/assets/brochures/datasheet_virtual_practice-labs.pdf.

Proving the Value of Elearning

Elearning is an investment—an investment in the future of your employees and your organization. The savings of elearning over instructor-led training (ILT) are well documented, but the real value comes when learner engagement results in improved job performance.

Our recent case study follows Carrington Mortgage Holdings, LLC from initial implementation through the organization’s continued success deploying learning programs that engage and excite employees.  

Carrington’s rapid growth required a much more scalable training solution than a traditional ILT model. Elearning was an attractive alternative and the company decided to partner with Skillsoft to bring compliance and business training to more than 1,800 associates. The challenge was to communicate the value of and online learning to ensure participation.

Carrington’s Learning and Development team worked closely with their Account Representative and Learning Strategist to build a solution. Within six weeks, the company launched a variety of learning assets on Skillport® learning management system.

To introduce elearning to associates, Carrington started with mandatory compliance content to drive users to the education portal. Carrington positioned Skillport as the “Google of Learning,” encouraging learners to access courses, webinars, instructor-led training sessions, job aids, and quick reference guides for professional development.

Carrington followed up mandatory compliance training with job-specific content and on-boarding programs. Associates are assigned customized learning programs and required to complete knowledge assessments with a minimum pass rate of 80%. Tracking completion and measuring success ensures not only participation, but course content absorption.

To further promote the education portal, Carrington recently held an Education Portal Showcase event. The showcase provided an opportunity for the company to highlight additional features and benefits of the portal.  Associates enjoyed the opportunity interact with the software while answering trivia questions, entering raffles, and competing for prizes. 

In just one year, over 11,500 hours of learning were completed and the participation rate is nearly 90%. For every dollar spent in the Skillsoft program, Carrington saves $2.55 in classroom training instruction. By focusing on engagement as well as content, Carrington has made the education portal an invaluable tool for associates. Download the case study today!

Carrington’s hard work truly paid off as they were recognized with Skillsoft Innovation Awards, judged by a team of industry gurus, two years in a row! Read this year’s press release.

Skillsoft to Host an Exclusive Live Virtual Event Featuring Best-selling Author and New York Times Journalist Charles Duhigg

We are looking forwarding to hosting our next Live Event featuring Charles Duhigg! Charles, a New York Times business reporter and best-selling author, will conduct a live virtual event entitled “The Power of Habit: Why We Do What We Do in Life and Business and How to Change it,” from New York on June 11, 2013 at 12:00 – 1:30 pm EDT. This real-time, interactive event is available to subscribers through the Skillsoft Live Events offering and is the latest example of the many leadership development resources available when, where and how people want to learn, through Skillsoft’s Leadership Development Channel and 50 Lessons and Skillsoft Leadership Advantage.

Registration for this exclusive event is open online to the general public effective today, May 28. Those attending the 90-minute webcast will be able to submit questions to Duhigg via email and Twitter and interact with peers from around the industry. Participants are encouraged to tweet thoughts and questions during the Live Event using the hashtag: #ssLIVE

The interactive nature of the event will provide subscribers with a unique opportunity to hear from a valuable leader, as Charles’ reputation as a renowned journalist and experience in the science of maximizing business assets and strategy make him a valuable thought leader whose insights will appeal to a broad spectrum of executives and organizations. This event furthers our goal of providing our customers the tools they need to maximize leadership skills and inspire positive change, growth and innovation across the workplace.

Duhigg is a prize-winning investigative reporter for the business section of the New York Times whose journalistic accomplishments have made him a sought after speaker by organizations across the globe. In Duhigg’s presentation, audience members will learn about the core science of habit formation and transformation, which stems from a new understanding of human nature and how habits are developed and work. The Power of Habit examines how neuroscience reveals how the brain connects to business strategy and marketing – and beyond. Attendees will take away practical and relevant strategies that can be implemented to help their organizations become healthier and more successful.

Skillsoft's Live Events provide subscribers with cutting-edge thinking in business and leadership through live and interactive presentations featuring the most recognized and sought-after thought leaders and best-selling authors. Skillsoft produces up to seven Live Events annually and offers more than 3,000 on demand video assets from best-selling business authors, speakers and business leaders through its Leadership Development Channel and 50 Lessons. Previous 2013 events featured best-selling author Susan Cain; innovation activist and best-selling author John Kao; and best-selling author, entrepreneur and marketing expert Seth Godin.

To register for this exclusive Live Event, please visit: http://bit.ly/12SkFqU

For more information about subscribing to the Leadership Development Channel and 50 Lessons, please visit http://www.skillsoft.com/business-solutions/leadership-development.asp

For more information on Skillsoft Leadership Advantage, please visit http://learn.skillsoft.com/Website-PT-SkillsoftLeadershipAdvantageTour_RegistrationPage.html

Skillsoft Introduces Project Management Curriculum to Prepare for New PMI Certification Exams

We are excited to announce a 28-course curriculum to help professionals prepare for new Project Management Institute (PMI) certification exams that will be introduced in July and August, 2013. This new curriculum covers the full range of project management topics included in the recently-published “A Guide to the Project Management Body of Knowledge (PMBOK^® Guide) – Fifth Edition” and features courseware, mentoring services and practice tests to ready professionals for the Project Management Professional (PMP^®) and Certified Associate in Project Management (CAPM^®) exams. 

As the field of project management continues to evolve, so does the need for proper training and certification to ensure professionals are up-to-speed on the essential tools and latest in project management best practices. We are happy to offer curriculum to prepare project managers to master the latest advancements in the field so they can pass their certifications and quickly apply this knowledge to their jobs . As a PMI Charter Global Registered Education Provider, we are proud to be recognized as a trusted provider of project management courses and look forward to enabling professionals to prepare for these certifications through elearning.

The new CAPM and PMP certification exams will cover new material based on recent advances in the field of project management and will go into effect on July 1 and August 1, respectively. The internationally-recognized “PMBOK Guide” contains fundamental practices that project managers need to attain high standards of project excellence and is available as part of Skillsoft Books24x7 collections. In addition, we plan to update our popular Live Learning PMP class to reflect new material presented in the fifth edition guide beginning in July.

For more information about Skillsoft’s PMI and other certification curricula, visit http://www.skillsoft.com/catalog/certification/curricula.asp.

Congratulations 2013 Global Skillsoft Perspectives Innovation Award Winners!

We are happy to announce the winners of our 2013 Global Skillsoft Perspectives Innovation Awards! The winners, which include the United Service Organizations (USO), PPD, the largest healthcare insurance company in Michigan, TELUS, ACTIVE Network, Ricoh Americas Corporation, BT, Sysmex, Carrington Mortgage Holdings, LLC, Lawrence Livermore National Laboratory and Lloyds Banking Group, demonstrate how Skillsoft’s elearning solutions are enabling organizations to improve their performance through a diverse set of innovative learning programs. In addition, Mary Beth Alexander, AVP, organizational development and corporate marketing for Economical Insurance was recognized as Learning Champion of the Year, and First Data was recognized for Program of the Year.

Skillsoft honors these winners annually for their significant achievements in corporate learning and development, recognizing innovative ideas and inspiring leaders who are helping to transform the learning landscape. We are thrilled with the positive response reflected in this year’s submissions and are proud to honor this group of exceptional organizations and individuals who truly personify what it means to make learning integral to everyday business and life. We look forward to continuing to work with these valued customers as they move forward on their path towards fully-optimized corporate learning and are excited to see where their learning programs take them in the future. 

Special thanks to the independent panel of industry experts who judged the awards this year, including Mike Prokopeak of Chief Learning Officer, Catherine Upton of Elearning! Magazine, John Hollon of TLNT.com, Debbie Bolla of HRO Today, Bill Brandon of Learning Solutions Magazine, Andrew McIlvaine of Human Resource Executive, Kris Dunn of HR Capitalist and Fistful of Talent and B.J. Schone of eLearning Weekly.

The 2013 Innovation Award categories and winners are below:

Counting Down to Skillsoft Perspectives

We're just seven business days away from 2013 Global Skillsoft Perspectives! Watch how an attendee from Dollar Tree benefited from this networking opportunity. 

Dollar Tree Shares and Networks at Skillsoft Perspectives from Skillsoft on Vimeo.

Skillsoft Marks 10th Anniversary of its Groundbreaking Learning Growth Model

We are thrilled to celebrate the 10-year anniversary of our Learning Growth Model^® this month! To recognize this milestone, we are excited to introduce an updated whitepaper and infographic that illustrate the transformation of training into learning and include the most recent innovations in the learning industry.

The new infographic, which outlines the latest version of the Learning Growth Model, is available at: http://on.fb.me/14HOiic.

The Learning Growth Model is also detailed in our updated whitepaper, The Skillsoft Learning Growth Model: A Blueprint for Integrating Learning into the Life of the Enterprise in Five Manageable Stages.

Initially developed in 2003 to help organizations chart a realistic direction on their path to learning optimization, the five-stage model aligns learning with strategic business goals, leading to increased cost savings, productivity, performance, employee retention and competitive advantage.

The five stages of the Skillsoft Learning Growth Model are:

• Stage 1 – Supplement. In this stage, elearning is introduced to address scalability challenges and reduce costs. New elearning resources address a backlog of demand for skills-based training that could not be delivered via traditional methods due to high costs. Reduced travel costs, design and development costs, instructor time and learners’ time away from work all contribute to significant cost savings.

• Stage 2 – Targeted. During stage two, targeted learning begins to support specific initiatives and job roles. This stage expands earlier results and provides elearning in new workplace areas. Elearning resources replace redundant classroom training, which further reduces learning costs. Executive support typically increases during this stage of the Learning Growth Model.

• Stage 3 – Strategic. Learning is aligned to strategic business objectives and begins to connect to talent management to increase the value and impact of learning during stage three. This is the most pivotal stage in the Learning Growth Model and marks the transformation from skills-focused training to business-focused learning and is a major point of change into a new learning paradigm.

• Stage 4 – Integrated. Stage four is marked by increasing talent and accelerating organizational agility. Organizations that reach this stage have successfully woven learning into the fabric of the organization. Learning is focused on accelerating business results, deepening the talent pool and creating an agile, empowering, productive and creative organization. 

• Stage 5 – Optimized. Organizations at the optimized stage have fully matured and are focused on deepening talent and broadening learning to the extended enterprise. Elearning is branched out to the organization’s supply chain, customers, etc. Learning has become globally ubiquitous and seamlessly integrates into the workplace.

Here at Skillsoft, we take pride in consistently delivering quality content to our valued customers and partners and we look forward to continuing to support the talent development process through unique tools and content. By closely correlating a learning program with tangible business goals, organizations can improve knowledge retention and document a return on their learning investment. Our whitepaper and infographic are excellent tools for guidance through this process, which transforms basic training into integrated learning.

How has your organization optimized learning over the past ten years?

Talent Development Reporting Principles (TDRp): The evolving standard for reporting on human capital

By David Vance

We’re pleased to bring you a guest blog post by David Vance, Executive Director, Center for Talent Reporting. Don’t miss David speak at 2013 Global Skillsoft Perspectives!

Accountants have the Generally Accepted Accounting Principles (GAAP) to guide them in their reporting. There are standard reports like the Income Statement and Balance Sheet, standard definitions of terms, and a common vocabulary. Why don’t we have something similar for learning and development in particular and for HR in general?

Talent Development Reporting principles or TDRp is an industry-led effort to provide just that for the internal reporting on human capital. TDRp, pronounced T..D..R..P, began in October 2010 when Kent Barnett, CEO of Knowledge Advisors, and Tamar Elkeles, VP of Organizational Learning and Communications at Qualcomm, decided the time was right to address this long-talked-about need.  They brought together a group of industry leaders to develop a set of principles for internal reporting, including recommend statements and reports for human capital measures. TDRp was completed for L&D in 2011 and extended to the other key HR processes in 2012. The principles, statements and reports bring a discipline to the field heretofore lacking, providing a common vocabulary and reporting framework for all the existing measures. Moreover, TDRp is designed to facilitate the upfront, strategic discussion with leaders and stakeholders about the expected value of human capital initiatives and to provide the reports necessary to actively manage the initiatives to successful completion.

In a nutshell, TDRp classifies all measures into three buckets: outcome measures, effectiveness measures and efficiency measures. Outcome measures capture the organization’s goals and HR’s impact on those goals. Effectiveness measures are about the quality of the process or initiative, and efficiency measures are about how much, how many and at what cost. Next, these standard measures are grouped into three statements. The Outcome Statement contains the outcome measures, the Effectiveness Statement the effectiveness measures, and the Efficiency Statement the efficiency measures. Summary or high-level statements, typically less than one page in length and focusing on the key measures, must contain last year’s actual results, plan, and year-to-date progress against plan. Detailed or lower-level statements may contain more measures, greater detail, and/or monthly or quarterly data and focus just on actuals.

Reports are designed for different audiences but in all cases are meant to be used to manage processes or initiatives on a monthly basis to deliver planned results. The Summary Report will contain the most important measures from each of the three statements and is intended for the CEO, SVPHR, and other senior leaders. The Program or Process Report also pulls key measures from all three statements but focuses on just one program or process and is meant to be used by the program or process manager. Last, the Operations Report focuses on the key efficiency measures and is intended for the HR department heads. In addition to the columns required for the summary statements, the reports will have a forecast for each measure.

Hundreds of organizations are already using TDRp. Consultants are beginning to provide help to clients in implementing TDRp, and software vendors are beginning to make their products compliant with TDRp. A nonprofit organization, the Center for Talent Reporting, was established in August 2012 as the permanent home for TDRp. The Center offers webinars and workshops as well as certification for individuals, consultants, organizations and software. The next workshop is in Alexandria, Va. June 6-7.

Learn more at www.CenterforTalentReporting.org where numerous white papers, sample statements and reports, and lists of measures are available at no cost. Contact David Vance at 970-460-0837 or DVance@CenterforTalentReporting.org.

Don’t miss David Vance at Skillsoft Perspectives. Register today.

Marketing on a shoestring

We’re pleased to bring you a guest post by a Skillsoft customer, Stacy Wasson, Senior IT Trainer, CNO Services, LLC.

By Stacy Wasson, Senior IT Trainer

Budgets, budgets, budgets – unless you are lucky enough to work with sales or marketing (and their big coffers), your training organization likely struggles to be effective within the constraints of a small budget.  Having been a training professional for over 15 years, I am a veteran when it comes to developing training and learning events on a shoestring budget.  Although my main passion is developing a workforce through well-designed training and ongoing learning development support, I have long realized that to be effective, training professionals need to first gain audience (and management) buy-in.  Learning is more effective when it is “pulled” vs. “pushed,” with learners coming to you ready to take advantage of what you offer. That takes marketing – which is very challenging with resource constraints, but it is NOT impossible. You CAN market training on a shoestring!

A case study in shoestrings – ASTD National Employee Learning Week, 2012
When my group, the IT Training Team at CNO Financial Services, learned in late November 2012 that the American Society for Training and Development (ASTD) National Employee Learning Week was coming up on December 3-7, we immediately saw an opportunity. We could leverage the week as a platform to broadcast messaging about what learning and training opportunities our team brings to CNO IT associates and to engage with our audience in a fun, informative way.  Instead of letting our budget (or lack thereof) hinder us, we decided push ourselves creatively to take advantage of this opportunity.

OK, great. So how did you do it?
Looking back after the event, our team identified several key activities that helped us move past the frustration of limited resources and into action mode.

Assessing the challenge
We started by looking at what we had, and what we didn’t have, to ensure that our creative ideas could work within our constraints.  The list of our main hurdles (budget, short turn-around time, audience in several locations) provided parameters for event brainstorming.

CNO team members from left to right: Beth Hopewell, Nikki Brummett, Stacy Wasson, Katie Hettmansberger, Nancy Wulff, Adrienne Hall 

Identifying our strengths
Next, we evaluated our strengths. Time was short for us to plan and execute, but the early December timeline for ASTD’s learning week matched up well with our team’s light project load. We leveraged this fortunate timing along with the high interest and enthusiasm from our team to participate, to plan activities.