In Bersin by Deloitte’s new report previewing 2017’s top nine trends disrupting HR technology, the learning market is featured for its ongoing massive evolution. Driven by cultural, demographic, and business realities, learning and development (L&D) is being viewed as essential not only to ensure a suitably skilled and competent workforce but also to attract talent (particularly Millennials) in the first place. According to the report, “[the] entire marketplace of corporate learning tools is being turned on its head….”1 We’ve had the chance to observe this firsthand with the introduction of Workday Learning, a new entrant in the fast-paced, cloud-based learning market.
Posted by Michael Griffiths on August 09, 2016.
The idea of bringing the world of virtual reality/augmented reality (AR/VR) gaming into the realm of corporate learning and development (L&D) isn’t new, but it has been a hard sell. Efforts to interest the C-suite in the potential of game-based learning have been known to raise eyebrows, and the idea often falls by the wayside in favor of more conventional learning modalities. Now, however, CLOs may just have an intriguing argument to present to their fellow executives by pointing to Pokémon Go.
The Chief Learning Officer, CLO, is one of the newer members of the C-suite, first appearing on org charts in the late ’90s. At the time, the emphasis was on providing traditional forms of learning (initially in the classroom, later adding online or e-learning) to ensure employees had the knowledge, skills, and capabilities to perform their jobs. This rather narrow view of the CLO’s role has steadily broadened over time.
It’s tempting to think that social learning is about technology — after all, social media platforms and the Web 2.0 technologies that enable them are virtually inseparable. But as our recent overview (Social Learning: Empowering employees to learn from one another) points out, social learning is different: more about people than technology. Specifically, social learning is about people sharing knowledge to learn from and with one another. Technology might be involved, or it might not. A more important characteristic is that it provides learners the ability to pull the information they need, when and where they need it. That’s the ideal “teachable moment” and when learning can be most valuable and productive.