LinkedIn calls these times the “Great Reshuffle” — a period unlike anything else in the history of work. Like never before, the organizations that training firms serve are reconsidering business strategies, workforce models, partnerships, and culture — often driven by strong preferences from learners themselves.
This shift has created both opportunities and challenges for learning organizations. The L&D function is primed to rise as the enterprise connectivity hub for people, resources and experiences. As such, a set of expectations that will require innovative approaches by learning businesses has emerged:
- How can we tap into the collective wisdom and expertise of our clients in order to best support them?
- How can help them tie skill building to competency, internal mobility, and retention?
- How do we activate their managers as skill and culture champions?
- How do we embed learning and skill building into people’s actual day-to-day experiences?
- How can we best merge business needs and employee needs in order to create relevant opportunities for employees to stretch themselves?
In this on-demand, 45-minute demo, Amanda DiFeterici, NovoEd solutions consultant, shares stories of how others have faced this transformation, and demonstrates how the NovoEd learning platform can be used to power your own digital programs.
In this session we discuss:
- Emerging enterprise learning preferences, and the resulting implications for learning businesses
- The challenges training firms face when undergoing digital transformation
- How NovoEd can enable rich, flexible online learning experiences, and be the backbone for a scalable, differentiated product offering in combination with your intellectual property
- How to begin your digital transformation roadmap on the NovoEd platform