The training industry, like society itself and the world of IT, is undergoing far-reaching changes. Deeply impacted by digital technology, social networks and changes in socio-cultural practices, it is trying to adapt. This transformation inevitably raises questions about how effective new methods such as MOOCs, serious games, mobile learning, etc., are when it comes to learning, and the potential risks they create. In a broader context, does innovation in training necessarily involve technological resources? This is one of the seven questions that are the focus of training professionals’ attention today. Since its inception in 1926, the Cegos Group has weathered a variety of socio-technological upheavals and always managed to adapt its training practices in step with changing habits. We have therefore tried to provide concrete answers to these questions, based not only on the most respected research and our experience in the field, but also on our values and our vision.

1. Innovation
handbook
The changing face of training:
7 key points to build the future
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2. Encourage a culture of
self-training by fostering
self-management!
Add to the resources
available for building
blended learning
programmes
Develop bespoke
COOCs for your
customers and your
network
Create in-house
SPOCs to kick-start
change in skill sets!
1 MOOCs
What’s in it for businesses?

3. MOOC :
Massive Online Open Courses. First seen in 2008, this
acronym refers to a course delivered to 25 classroom
students and another 2,300 online participants.
COOC :
Corporate Online Open Courses are MOOCs for
businesses. They are designed specifically for a particular
business's employees.
SPOC :
Specific Private Online Courses are delivered online to
communities or small groups.

4. 2 Gamification

5. 2 Gamification
Gamifying classroom learning
Playing a game brings
the group to life, gets things
moving and learners involved.
Group puzzles
build team spirit.
20% of the session time
is spent on the game and
80% on analysis.

6. 3 Has classroom learning
outlived its usefulness?

7. 3 Has classroom learning
outlived its usefulness?
4 reasons to value classroom learning
Group dynamics:
It creates a feeling of belonging
and fosters mutual support.
Spatial relocation:
It takes learners out of their
environment and gets them
thinking differently!
Temporal relocation:
It provides a protected
work environment with
no interruptions!
A broader array of
communications channels:
There’s something for
everyone!

8. 4 Do we still need a trainer?
The growing prominence of the CLOUD and the spread of BYOD (Bring Your Own Device:
when employees use their own device and software at work) are helping to make
SELF-TRAINING a viable option.

9. 4 Do we still need a trainer?
The growing prominence of the CLOUD and the spread of BYOD (Bring Your Own Device:
when employees use their own device and software at work) are helping to make
SELF-TRAINING a viable option.
So where does that leave trainers?

10. 4 Do we still need a trainer?
Trainers are actually more necessary than ever in learning programmes. But they need to fit in
with these changes in society. And for that, they absolutely must develop 6 NEW SKILLS:
Become more PERCEPTIVE Be more HUMBLE Master DIGITAL technology
Be more RECEPTIVE Learn to LISTEN Use SELF-MARKETING

11. 5 Is there a guaranteed ROI?
We know that measuring accurately ROI often
costs more than the training programme itself!

12. 5 Is there a guaranteed ROI?
So it’s often better to:
Prepare the FUTURE training
course BEFOREHAND.
Involve the FUTURE
learners BEFOREHAND.
MONITOR the OUTCOMES,
even in the field.

13. 6 Is innovation really necessary?
The new tool help organisations UPSKILL their people FASTER,
and minimize the time they’re away from their work!

14. 6 Is innovation really necessary?
ways to get the most out of innovation in training:

15. 7 Online motivation
How to keep motivation strong?
Use mentoring to provide
ON THE JOB answers fast.
Use industry intelligence and
curatorship to STAY IN STEP
with changes in the workplace.
Make the course a PERFECT
FIT by using the learner’s
PREFERRED learning channels.
Quickly and effectively TARGET
needs and ADJUST the
programme to the learner.
CLEARLY identify the
objectives of the different
online training modules.

16. 7 Online motivation
So where does HR fit into all that?
Today HR's role is more to nurture the MOTIVATION ECOSYSTEM than to build courses.
The aim is no longer simply to train people: we also need to create THE RIGHT CONDITIONS
FOR PEOPLE TO LEARN. So to put learners in the driving seat, we need to LET OUT THE
REINS and give them MORE LEEWAY TO NAVIGATE!

17. To sum up,
digital technology is not completely changing everything, but…
Trainers need to BRANCH
OUT and adopt a
facilitator-coach role.
HR needs to encourage
SELF-GUIDED learning and
dial back on the control.
Training today is about
MIXING STYLES and
BLENDED LEARNING!
Classroom learning is not about
to disappear, but it is playing a
SMALLER ROLE today.
It is making more room for
INTERACTION and
EXPERIENTIAL LEARNING.

18. Innovation
handbook
For more information:
Cegos.co.uk
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