What are Talent & HR Learning Experiences?

“My Mid-Year Review is in 5 Minutes … What do I do?”

Our approach to talent learning focuses on what your employees are doing right before accessing the course and what you will do right after. From there, we can expand your learning experience to engage, learn, practice, and develop to be successful with the system and ultimately your role.

Digital Learning breaks down learning into incremental blocks so small that the arrangement in learning pathways is flexible. Digital learning examines how to best shape the learning paths to address the personas and perspectives of the learners and offers the ability to expand the base of learners and push knowledge to other learning populations.

Digital Learning Process

Cloud Learning

Traditional learning mediums that fuel institutional knowledge are often the content sources for developing new agile learning. Learning organizations adapt and repurposing existing traditional content as source materials for the development of new learning experiences. Content and institutional knowledge are migrated to a framework of learning objects that may be accessed as needed.

User Adoption

Driving lasting user adoption with the rollout of a cloud platform means ensuring everyone understands the benefits of working in a new way and embrace the solutions provides. Buy-in and enthusiasm do not come from automated documentation.

Start with Today … then What-If

Coaching Culture

Digital Transformation requires that employees embrace culture understand brand, company, and team over specific technical knowledge and expertise. To help companies and employees better prepare for their digital futures, coaching culture programs delve into how organizations strengthen their cultures and develop the talent that drives them.

Expanding Role of Digital Learning

Traditional learning pathways most often serve the development pathways of skills acquisition within a specific domain. Yet, success in the digital economy and in times of transformation are dependent on a mash-up of skills and escaping a ‘competency trap’  Digital learning offers the ability to shape the learning to push of information outside of the domain and to pull new learners into the domain knowledge and understanding. This offers the ability to extend learning outside of the core development path and support novice and bridge learners. Within an organization, bridge learners can be referred to as inboarding a learner, allowing them to explore or transition from another role. Bridge learners are often the most motivated learners because they sought out your knowledge as a possible solution and are sometimes investing their own time to pursue the development.

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Online Course Four Weeks to Work Preboarding New Hire Experience

What If

Your onboarding program follows a new hire from offer through the first weeks. Follow along with their struggles, present your brand, purpose, and insights along the way.

Experience Our Online Course

Visit Interview Case Study HR Transformation Behavioral Interview

What If

Your training for managers on better-interviewing techniques sat in on an interview and allowed you to make the decisions of what to ask and follow-up.

Training Through Story

New Playbook

What If

You considered preboarding a team activity; that preparing the hiring manager and team with equal importance as the new-hire? Joining a team already in motion requires a new hire to rapidly onboard to have any chance at success. A practical guide and introduction to prepare teams for pre-boarding new hires from offer to first day. Four Weeks to Work Team Book is a pre-boarding program that helps prepare the hiring manager and team for the arrival of a new member.

Why Build Digital Learning Pathways Using Micro-Learnings

Digital learning design emphasizes the importance of building working learning experiences that evolve rather than focusing on static published delivery. Recognizing that this is a continuous improvement process prioritizes responsiveness over completeness and provides a means for future growth through adaptability to deliver timely and tangible results.

  • Constructing Micro-Learnings

    A micro-learning is a small learning unit with connected learning activities that is focused on conveying knowledge and answers to a specific learning objective. In small digestible chunks, micro-learnings simplify the means of development and provide relevant and up-to-date content.

  • Lego-like Assembly of Learning Pathways

    Micro-learning breaks down the learning into incremental blocks so that the arrangement can be flexible and dynamic. Micro-learning onboards critical knowledge prior to learning and provide a means to keep learning relevant and retained after the learning is complete. Micro-learning provides markers, guide posts, and multiple points of entry into a learning path. Micro-learnings can be used to create interconnecting bridges between knowledge sources.

  • Connect Learning to Performance Support

    Onboarding institutional knowledge allows for a seamless shift to micro-learning during times of performance and leads teams through course corrections, much like a compass mid-flight. Interjecting micro-learning into social collaboration allows for individualized corrections so that team members can function better as a whole. Traditional learning paths and organizational structures give way to a more flexible and collaborative way of working that can absorb and respond to learning in real-time.

  • What is the New Role of the LMS?

    Beyond the need for certifications and assessment for industry and safety requirements, the role of the LMS becomes an accessible hub for institutional knowledge. While Intranets and enterprise social networks are hubs of raw knowledge where collaboration is sought and found through search and connection, the new role of the LMS provides a means of curation for dynamic learning paths based upon developmental profiles. The LMS can provide multiple entry points to a learning pathway, provide specialized support for novice and bridge learners, as well as provide direct content access for development and renewal learners.

Ready to see how we can incorporate digital learning into your organization? Check out this module or submit an inquiry here.

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