As organizations get larger and more complex, multi-tenancy becomes even more important. Different business units, geographies, and brands almost always need to have unique user experiences for their teams. Managing multiple platforms in a large organization can be chaotic. If the organization’s learning needs extend beyond internal employees to external audiences like partners, resellers, customers, or franchisees, those unique experiences become critical. Each of these audiences has needs that are vastly different from both employee audiences and each other. Meridian also works with several government-related entities leveraging multi-tenancy to create different learning portals for complex agencies at the local, state and federal levels
learning technology products, all of which feature measurement and analytics as key elements of what they do. For a specific example, ELB learning touts the Lectora authoring tool. Some organizations may not think of an authoring tool when they think of analytics, but that is a huge part of the overall problem. Measurement and analytics are seen as an endpoint for the process of learning, something to be considered once everything has been built and delivered. This is why so many companies default to holding up completion rates as proof of success.
September 20 to understand how and why employers are currently using the performance review, and what the best practices are for the future of the performance review.
o help establish and sustain clear brand standards, both inside and outside the organization. An LMS that is built for both internal employees, as well as the extended enterprise (customers, resellers, franchisees, etc.), helps drive consistency.
Learning professionals at all career stages — from entry-level instructional designers to senior leaders — must have a deep understanding of the organizations they serve and develop skills to be true partners with the business.
EI Design uses proven gamification approaches and techniques to achieve successful gamification, including focusing on longer-term gamification which can include gaming apps, VR integration, microlearning, and personalized gaming challenges. Ultimately, their approach to game-based learning is driving learner adoption, engagement, retention and performance
Management, Leadership Development, Talent Acquisition, Human Resources, Diversity, Equity and Inclusion (DE&I), Future of Work/Digital Transformation and Metaverses.
On Sept. 13, NovoEd and Brandon Hall Group offer a webinar that explores how HR and learning organizations can use allyship and collaborative learning technology to align employees around complex goals. The session will demonstrate how to build networks of allyship to develop people into the types of employees who can embody and enact a company’s vision and culture
“A high-performing team is one that sets free the collective genius of its members to create something extraordinary together — and that genius consists of the unique contributions that each team member can bring to the mix,” said Atkins, VP and Leader of the Executive and Team Performance Center of Expertise for BTS. “Sometimes the mixing of individual contributions can feel messy, but that discomfort is necessary for a team to experience positive disharmony. Contrasting views and spirited debate make a team stronger, even while discord is part of the experience.”
This quantitative research will be complemented with qualitative interviews to create an understanding of the strategies and approaches L&D teams must adopt to ensure the personalization of learning at scale. The data and insights will fuel the development of research reports and tools — such as self-assessment tools, model, and frameworks — to help organizations improve the way they develop their workforce.