A new model of global organization is coming to the fore. Traditional top-down hierarchies have been swept away in favor of agile and responsive ‘networks of teams’. These are virtual teams that are set up and disbanded as needed to create new products and services and meet fresh global challenges from new competitors.
The challenge organizations face is how best to build the skills base of individuals to optimize global virtual team working.
Deloitte has described this trend as ‘the rise of teams’. Many companies have already begun the move away from conventional functional structures – 92% of companies surveyed by Deloitte believe that redesigning the organization is ‘very important’ or ‘important’. Deloitte discovered that only 38% of all companies and 24% of large companies with more than 50,000 employees are organized function by function.
However, key to the success of contemporary, agile ways of working is ensuring that individual employees have the necessary skills for flexible working across borders.
This guest blog post by Jeremy Blain was originally published on LinkedIn Pulse as part of a week-long series of blog posts featuring the five drivers for success as we head to the 2020s workplace, according the white paper “5 Key Drivers to Build a Successful Workplace for the 2020s” published by Cegos Asia Pacific.
Driver #2 of 5: Impact of Technology
Welcome to the fourth industrial revolution — digitization of work, communication, collaboration, learning, life…
Considering an increasingly remote and potentially independent workforce of the near future, 83% of respondents believe that as Gen Z enter the workforce they will require and will demand far greater peer connectivity using mobile devices.
Technology remains at the heart of modern business, and is playing an increasingly important role in how we connect with clients and associates alike.
Respondents told us they are already preparing for the changes that come with new technology; many believing that our working practices will become more automated over time.
We asked a group of business, learning and HR leaders how their organizations were using / benefiting from new technologies, enabling greater efficiency of and effectiveness within their workforce.
Their top 5 outputs were:
This is the conclusion of a 2-part guest blog post from Speexx, sponsor of NextSteps 2016, NetDimensions’ Global User Conference. Click here to read Part 1.
Step 2: Engage, engage!
For the learner, offering training that is optimized for a mobile device can be very engaging, as it allows him or her to drive their learning path, when and where is most convenient. This flexibility impacts the success rate of your learners and therefore the success and cost effectiveness of the training program.
Remember, you want to engage with learners with both content and tools that they are used to seeing outside of the workplace, from gamification elements of learning to mobile devices.
This is the first of a two-part guest blog post from Speexx, sponsor of NextSteps 2016, NetDimensions’ Global User Conference.
Going through recommended readings posted by HR thought leader Laura Overton, I noticed that thought Leaders in HR often speak about the top trends in learning and development. And their bucket list for 2016 includes cloud based learning platforms, micro-learning and “going mobile”.
But how much are we using mobile learning in our communication training programs? Are we really implementing it?