One of the hardest things companies face with training their channel partners is effectively measuring the impact that training is having. An LMS can help assess training progress with customized reporting tools, helping you discover growth and learning opportunities for your channel partners. This kind of measurement is critical in the onboarding phase.
The overarching theme for businesses over the past few years has been clear: We need skills. Companies are shifting entire strategies in an effort to add new skills as well as upskill and reskill the existing workforce. The kinds of skills they are after are what they would consider “critical” skills — the skills that make the entire workforce more agile, innovative and resilient.
As much as the pandemic slowed down many parts of the economy, it did manage to force a rapid acceleration of digital transformation for companies. Many organizations were already building…
Brandon Hall Group Smartchoice Preferred Provider Totara Learning has developed an adaptive learning platform that is designed precisely for this new, transformative environment. Totara has assembled a set of solutions aimed directly at building skills and enabling talent mobility. Totara Learn is a next-generation LMS that does all the heavy lifting expected of an LMS, but with modern flexibility. Totara Engage is their take on the LXP which provides more opportunities for collaboration and learner experience of an LXP. They then round it out with Totara perform, a performance management system that helps tie together skills, learning and performance.
Once you understand your talent and technology priorities, you can create a strategy for upgrading technology over time to meet future needs. Again, it is helpful if you collaborate across functions to build your talent management technology strategy and have an executive sponsor from the business side. If your organization also needs other types of HCM technologies, you should be working together to create an overall HCM technology strategy.
Taking a more personalized approach to learning is allowing companies to become much more agile in how they address skill gaps. There is a lot that goes into personalization, but ultimately, it can deliver much, much more. There are simple elements, like aligning the learning opportunities presented to employees with key information about them. Are they in a technical role? Or are they more in need of soft skills? What is their experience level? Their background? By pulling together everything we know about learners, we can deliver them what they need, rather than blanketing them in learning that could be redundant or irrelevant.
Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a study on July 26 to understand how employers are measuring, monitoring, and improving EVP.
Brandon Hall Group Preferred Provider ELB Learning has exceptional depth and breadth in leveraging games, having both The Game Agency and The Training Arcade within its portfolio. The Training Arcade specifically helps companies simplify the process of including games by providing 10 ready-to-go game templates that can be customized to meet specific needs. This includes the only available licensed versions of Jeopardy! And Wheel of Fortune.
Employers are in drastic need of more inclusive and collaborative leaders who can drive business results and develop and retain top talent. It is critical to identify and develop high-potential employees because they exhibit the following important characteristics for at least 70% of employers, according to Brandon Hall Group’s research study, Developing Your High-Potential Talent.
traditional performance management methods don’t evaluate the full scope of an employee’s value, eight in 10 employers rely on leader recommendations and performance reviews to identify high-potentials who may very well determine the organization’s ability to thrive in the future of work.