Looking back at the NextSteps EMEA User Conference

The NextSteps EMEA user conference took place in London last week (on 10-11 May).

NetDimensions clients, partners and event sponsors joined this inspiring event to share best practices and listen to presentations from other users as well as NetDimensions product experts. The delegates also had the occasion to learn about the solutions provided by the other Learning Technologies Group (LTG) companies.

At the pre-conference workshops on May 10th, the conference delegates had access to hands-on training for NetDimensions Talent Suite administration. These workshops equipped attendees with the knowledge to maximize the benefits of using their Talent Suite implementation.

This year’s conference focused on different aspects of the business impact of learning and how to measure it. On May 11th, special guest Donald H. Taylor, Chairman of the Learning and Performance Institute, gave an inspiring keynote on what the CEO really wants from learning & development and how the L&D team can deliver it.

Don also moderated a panel discussion centered on the business impact of learning. The panelists included L&D professionals and experts from Fresenius Medical Care and Thales Learning and Development. Adrian Jones of Fosway Group, Europe’s leading HR analyst firm, was speaking on the panel as well. Drawing on their real-world experience of demonstrating value, the panel explored approaches that work, those that don’t, and the pitfalls waiting for the unwary.

In the afternoon Piers Lea, Chief Strategy Officer of LEO hosted a session on measuring the business impact of learning. He discussed practical strategies to drive analytics forward and deliver real benefits.

Talent and learning management leaders from global organizations including Moody’s Analytics, BAE Systems, BCD Travel, 3Shape, and GMC Software presented success stories and best practices that enabled them to reach their organizations’ strategic goals.

At the expo, delegates also had the opportunity to meet conference sponsors Speexx, eXact learning solutions, and Dreamtek.


In his session Mike Alcock, Managing Director of gomo learning showed the delegates how to solve multi-device learning delivery needs using gomo authoring and NetDimensions Talent Slate. Peter Dobinson, Solutions Architect of LEO gave a presentation on how to transform learners’ experience using learning portals.

The event was concluded with a networking reception, where we had a performance by 9-time Guinness World Record holder SamSam Bubbleman.

 

NetDimensions and Moody’s Analytics Win Gold at the 2016 Learning Technologies Awards

Moody’s Analytics, a risk management solutions provider to global capital markets, and NetDimensions won the Gold award for the Best Enterprise Learning Platform Implementation category at the 2016 Learning Technologies Awards.

best-enterprise-lms-implementationMoody’s Analytics implemented the NetDimensions Talent Suite in order to deliver innovative training solutions to financial sector organizations worldwide.

Demystifying Big Data and Analytics

For the past few years, buzzwords about (big or small) data and making sense of all that information have been thrown around quite often by industry research analysts and vendors alike.

 

First things first — what is big data? Where does it come from?

According to the Gartner IT Glossary big data includes high-volume, high-velocity and/or high-variety information assets that demand cost-effective, innovative forms of information processing that enable enhanced insight, decision making, and process automation.

The fourth V, veracity can be considered the most important. How accurate is that data in predicting business value? Do the results of a big data analysis actually make sense? Data must be able to be verified based on both accuracy and context.1

analytics-imageMore specifically in the context of HR professionals, department managers, chief learning officers, and training managers, the vast pool of information consists of personnel data, learning or training data, job profiles, competencies, performance appraisals, and more. Your organization already has some or all of these pieces of data, and even a lot more. One of the challenges is that these pieces of information are most likely stored or recorded in silos. 

Keep in mind there is already plenty of enough useful information to analyze within your Learning Management System (LMS) alone to get started.

LMS: Evolution or Extinction: 8 Trends That Change Everything (Part 2 of 8): Extended Enterprise LMS

Trend #2: Extended Enterprise LMS

While most companies (71%) still use their learning management system (LMS) mainly for employee training (see chart below), the globalization and increased competition have led to the rise in the number of partner relationships, distributor and reseller networks, franchises, and contractors, and consequently the need for a centralized learning solution for the whole extended enterprise.

LMS-user-community-chart-BHG

Centralized training and certification management allows companies to keep product and service quality consistent across the whole value chain.

At the same time the increasingly strict and continually changing regulatory environment has created a need for compliance management across the whole value chain, especially in highly regulated industries.

The delivery of training, licensing, and certification programs to external channels increases partner, customer, and end-user engagement, satisfaction and product usage. It is the most cost-efficient way to bring external stakeholders to the same level of competency and product knowledge as the internal employees.

By creating customized and branded learning portals, companies can provide engaging learning experiences for different audiences across the extended enterprise. Mobile solutions also allow the contractors, such as sales agents, to take training in a flexible way, at the point of need, even when not connected to the Internet.

High-quality training, certification management, and the ability to measure KPIs across the whole value chain can have a direct impact on an organization’s business performance. Learning in the extended enterprise should also be an interactive process. For example, the dealership network is able to give valuable insights from buyers and market when the LMS supports such collaboration.

To measure performance against defined KPIs using advanced analytics tools, reports can be segmented by learner group, whether they consist of internal employees, partners, suppliers, or dealers.

When thinking about using an LMS for the extended enterprise, security management needs to be taken into account. A compliance-focused LMS can support central management of security with features such as access and password control, version control, workflow management, e-signatures, as well as audit trails of all activities.

What to consider for your LMS in terms of the extended enterprise:

  • Portals, branding, and personalization
  • E-commerce capabilities
  • Security
  • A new role of the LMS
    • Revenue generation
    • Quality management
    • Documentation distribution
    • Partner certifications
    • Analytics

Given these considerations, can you leverage the same LMS investment for both internal & external audiences?

This is the second of an eight-part series on LMS: Evolution or Extinction — 8 Trends that Change Everything.