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On a Friday night what would you choose - a great band playing at the local pub, or a new movie you’ve been dying to watch or a whole new season of Dark on Netflix?
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So, if binge-watching is a thing, can binge-learning be a thing too? Probably not – because traditional eLearning is often long, static, linear, and boring. Like a bad date, you might tolerate staying with it to the end (especially if your date is paying), but you won’t be thinking fondly about it afterwards or planning a second one anytime soon.
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For years, organizations have used instructor-led training to teach their employees. Even now, most organizations believe only in face-to-face classrooms. They do not think that self-paced online learning adds any value. This format of imparting training is good, but there are disadvantages associated with it, like high cost, logistic issue, lack of online access. This begs to ask the question, is there a better way?
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Quizzes are an essential part of eLearning courses. Their goal is to evaluate your learners’ progress by providing relevant scoring. In addition, they are not only valuable for your students also valuable for eLearning developers, as these courses enable them to get feedback and make changes to the next eLearning course accordingly.
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Many HR professionals today are re-thinking talent development, abandoning traditional classroom trainings for more experiential learning and individualized coaching. Yet these newer approaches are far from perfect. For one thing, they place too much of a burden on busy workers—LinkedIn’s 2018 Workplace Learning Report called “getting employees to make time for learning” the “#1 challenge for talent development in 2018.”
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Predictions around what workplace automation will mean for the future of work are vast and varied. Some reports showing that more than 47 percent of jobs in the U.S. are at risk of being replaced within the next 20 years, while others claim that very few occupations (less than 5 percent) consist of activities that can be fully automated.
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To facilitate this process, executives should build an atmosphere of trust and openness and use these emerging technologies to convert organizational knowledge into valuable resources for companies in order to close the performance gap and help organizations prosper. In doing this, executives should also take a technological perspective.
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It can be challenging for organizations to keep up with the ever-changing nature of cloud technology. To make matters worse, a growing skills gap is disrupting the industry, and most often, companies’ best efforts to prepare for the future are pushed aside by short-term priorities.
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“I got a gig.” This term has for long been used in association with musicians, music shows and such. Each gig back then used to be indispensable for survival. However, with social media and technology a lot has changed for those gig workers. And not just that, the tide has changed, and the modern economy has created a new definition for the word “gig”, which has now extended to encompass contract workers, freelancers and even temporary workers; a pool of talent that had hitherto not been accepted as an active part of the workforce.
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