Government Elearning! Magazine

FALL 2015

Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.

Issue link:

Contents of this Issue


Page 13 of 52

Government Elearning! Fall 2015 13 People on the Move Adam Weschler has been ap- pointed manager digital programs. for the Elearning! Media Group, publishers of Elearning! magazine and Government Elearning! maga- zine. Weschler will be responsible for administering and updating Elearning!'s website, email newsletters and virtual events. Dan Doering has joined eLogic Learning as senior account execu- tive. Doering brings over six years of learning and talent management industry experience to the company. In his new role, Doering will focus on helping eLogic Learning's clients empower their employees and chan- nel partners with the knowledge and tools they need to perform their jobs effectively, creating positive results for the whole enterprise. He received his Bachelor's degree from Florida State University where he majored in marketing. Denise LaForte joins Mercer as North American HR Transforma- tion Practice leader. In her new role, LaForte will be responsible for leading the growth of the frm's HR Transformation Practice by deliver- ing integrated HR transformation solutions including HR strategy, HR service delivery, and broad strategic change management to improve the performance and outcomes of clients' HR functions. Additionally, she will work closely with Mercer's Workday Practice to link full scale implementation capabilities to these transformation solutions. LaForte, who holds a bachelor's degree in fnance from the University of Illinois and an MBA in HR management from DePaul University, will be based in Chicago. Nana Gregg, senior Salesforce administrator for BRG, a global workplace management solutions frm, has been recognized by Sales- as one of only 15 new "MVPs" selected worldwide. The MVP program recog- nizes exceptional individuals within the Salesforce community for their leadership, knowledge, and ongoing contributions. In her role at BRG, Gregg is responsible for the imple- mentation, administration, support and sustainment of the family of products upon which BRG relies so heavily. Mobile vs. Desktop Learning? Learners show equal success on the same courses, whether they access the courses on their desktop or on a mobile device. That's one of the key determinations made by a recent survey. "But mobile learners achieving same outcomes in half the time," CEO Donna Wells of Mindfash adds. "And providing mobile course access is likely to increase percent of learners who reference course content after they initially complete the course." The research also emphasizes that shorter courses are better when learners are accessing them via mobile devices. Wells suggests that course designers break up courses into a series of shorter lessons, which should require sequential passing. She also suggests that learning professionals "consider swapping PowerPoint for Microsoft Word and increasing usage of video to improve experience and success among mobile learners; to correlate training outcomes with business outcomes; and to integrate LMS data with CRM or fnancial systems data, if at all possible. —More info: surement-mobile-assessing-mlearning More Transparency Needed For Corporate Talent Pools? In a survey of 518 directors, managers, and employees based in Great Britain, 71% of respondents said their organization should be more open about which employees are in their company's talent pool. Nearly three-quarters (73%) of respondents said it is apparent that some individuals get treated differently in terms of career develop- ment and progression opportunities within their organization. More than half (54%) of all workers surveyed said that their orga- nization doesn't recognize their full potential, and even 38% of those who are in a talent pool said their full potential is not recognized. More than a third (36%) of all respondents said their company does not track or manage their personal or career development. Of the 23% of respondents surveyed who are currently in a talent pool, the majority (81%) said this motivates them to perform their job better. Meanwhile, around one-third (35%) of those who are not in a talent pool feel demotivated as a result, reinforcing the need for clearer communications and enterprise-wide career and personal- development strategies so that everybody feels supported and valued, regardless of whether they are in a talent pool or not. —More info: 12% Mobile Desktop 88% 25% 20% 15% 10% 5% 0% Mon Tu e Wed Thur Fri Sat Sun Weekends Favor Mobile Courses Course Views Desktop Mobile

Articles in this issue

Links on this page

Archives of this issue

view archives of Government Elearning! Magazine - FALL 2015