LERN Annual Conference

1. LERN ContractTrainingTrends 2016

2. Overview
 What’s Behind theTrends?
 ContractTraining Environment for 2016
 Industry SectorTrends
 Trends in LearningTechnologies
 YourTo Do List for 2016

3. What’s Behind theTrends?

4. What’s Behind theTrends?
1: Changing Demographics atWork
 Increasing work-life expectancy
leads to greater age diversity
 Workplaces must accommodate
up to 4 generations at once
 Increasing numbers of Retiring
Boomers
 Millennials are becoming the
majority in the workforce
 Women exceed men in college
enrollment

5. How Do Changing Demographics Impact
Training?
 Knowledge Management is an imperative with Boomers
retiring
 Increasingly diverse workforce (age, ethnicity, gender, etc.)
will help expand creativity and innovation in the workplace
 Instructional Design needs to target diverse learners,
including workers who telecommute
 Diverse workplace will require intercultural savvy and
language skills

6. As the New Majority atWork,
Millennials are:
 Attracted to flexible work
environments where they
can learn and advance
 Achievement and goal-
oriented, easily bored.
 Social learners: Want
opportunities for
engagement and
interaction

7. TopWays to Engage Millennials
through eLearning
 Incorporate Scenarios in
learning
 Provide relevant content
 Offer diversity in scenarios
 Be challenging &
unpredictable
 Use dynamic, fast-paced,
interactive materials

8. TopWays to Engage Millennials… cont’d.
 Let them take control
 Allow multi-tasking
 Use tools with social
learning
 Gamify the course
 Chunk information
 Be flexible in
scheduling

9. A Graduate Admissions Study
of 2015 Suggested:
 Millennials prefer less online
learning (22%) as compared
to Baby Boomers (44%) and
Gen Xer’s (28%).
 Older students may desire
the quickest and most
convenient route to a degree
 Almost all respondents (90%)
indicated a preference for
active learning, with applied
and experiential components.

10. Course Design for the
MultigenerationalWorkforce
 Keep the e-learning design open, so that learners can choose
how to learn and interact with the content
 Learning styles are upwardly compatible by one generation.
 Learning styles are not downwardly compatible
 Design with the majority population in mind.
 If the generational split is somewhat even, do a cost-benefit
analysis to determine if it makes sense to develop multiple
formats, using a content management system.

11. Online vs. Face-to-Face Instruction
Most students prefer
connecting with teachers and
fellow students, and don’t
want to take all of their
classes online
 Students prefer face-t0-
face instruction with
interesting/important
subjects and if they expect
a course to be difficult
 Many report more learning
with the instructor present

12. What’s Behind theTrends:
2. Shifts in the Nature of Business
 Digital Business Evolving
 Almost Everyone Sells!
 Culture of doing more with less
 Leadership is needed at all
levels
 Manufacturing Jobs returning
to the US
 Telecommuting options
growing
 The Customer is King

13. How do Shifts in the Nature of Business
ImpactTraining?
 We are working in an increasingly competitive training environment
 We should be increasingly savvy in information management, curation
and data analysis to excel in program development.
 Increased need for training non-sales staff in “non-sales selling”
 On-site, face-to-face customized leadership training, team building
and change management will continue to grow in demand.
 Emphasis on customers: attracting the new, as well as retaining former
customers through excellence in customer service
 Training MUST be increasingly accessible, engaging and relevant

14. What’s Behind theTrends:
3. Technological Responsiveness
Technology must meet demands for:
 Job recruitment and mobile
application
 Continuous and social learning
 Knowledge Management and
information in-demand
 Executive and management
communications
 Sales and customer pipeline
management
 Performance management

15. How doesTechnology Responsiveness
impact training?
 A technological shift on the way employees want to
communicate, from text-based toVIDEO communication
 Video is easier than ever to create, share and access through
smartphones,Webcams and simple video software.
 New tools let you embed video, images, etc. into
presentations such as Powerpoint.
 A corporate video library can be built to capture and share
expertise, enabling knowledge capture, transfer and updates.

16. What’s Behind theTrends:
4. The U.S. Economy
 Growing Stability
 Low inflation rates
 Job growth rate is up to
nearly 200K/month
 Unemployment is down
.8 % in U.S, to a rate of
5.1%
 Consumer spending is
up

17. How doesThe Economy impact training?
 The average monthly job growth for 2015 has been 198,000
jobs per month. This creates significant training
opportunities.
 Organizational investment in training and development is at
a healthier level compared to years past.
 Large organizations have substantial direct learning budgets,
but typically spend less per employee as cost is spread out.
 Large organizations report an average of 4.5 days of training,
midsize organizations report 3.5 days of training per
employee annually .

18. What’s Behind theTrends:
5. Political Environment
The Political Environment during
the coming election year and
2017 may positively impact:
 Investment in business
 Government-funded training
programs to help fill major
skills gaps in industry
 Policies that impact hiring
and other economic factors.

19. Disruption!

20. What’s Behind theTrends:
Disruption!
 Pressure to recognize and
quickly tap emerging
markets
 Grow while minimizing risk
 Innovate! New processes,
products, services, and
jobs

21. Some Major DisruptiveTechnologies
2015-2016
 The old Social media becomes key hub for shaping customer
experiences
 Messaging apps are becoming the new social media
 Search engine marketing is expanding well beyond Google
 The number of devices connected to the internet is expected to
exceed 40 billion by 2020 -- moving to the “Internet of Everything”
 Generation Z is mobile first, mobile only
 Cyber security becomes paramount

22. Major DisruptiveTechnologies, cont’d.
 YouTube,Viners represent a new “Hollywood,” with online
celebrities emerging. Advertising will require new approach
 Crowd-funding of new ideas accelerates disruption. Every
product and industry can be subject to creative disruption
 Mobile payments will soon skyrocket
 The Sharing Economy of renting or borrowing grows
 Your privacy is gone, and is a currency for younger gens
 Web-rooming becomes more common than show-rooming

23. Disruption in how we buy and sell
We will engage in
Multichannel or
Omnichannel retailing
 Uses a variety of channels in a
customer's shopping experience
including pre-purchase research
 Such channels include retail,
mobile and online stores, mobile
app stores, telephone sales, etc.
 Transactions includes browsing,
buying, returning as well as pre-
sale and after-sale service.

24. How does Disruption
impact training?
 With rapid and constantOrganizational change, CE can provide
organizations with training in leadership development, coaching,
Human Resource Management certifications and training updates.
 Strong Instructional Design has never been more important. We
can only provide this if we have skilled design teams.
 Industry training partnerships with research universities will be
increasingly important
 Community colleges can bring together community partners to
generate new ideas, training partners and other resources.
 CE must build a recognizable and trusted brand in order to
compete and serve

25. A Major Challenge: TheWar forTalent

26. U.S. Job Growth
 The private sector
has added 13.2
million jobs over 67
straight months of
job growth – the
longest streak on
record.
 The unemployment
rate is at its lowest
level since early 2008

27. The HR ChallengeToday:
Basic Skills Gaps
“We won’t find perfect people any
more – those days are gone. But if
you find the best possible candidates
and you train them internally, that is
your best approach.”
-- Eileen Shue,VP of Corporate
Resources at Sterling Group,
Mishawaka, Indiana
Source: Society for Human Resource Management (SHRM)
Research Report: Work Readiness and Skills Shortages

28. 10Toughest Jobs to Fill in 2016
 Data Scientist
 Electrical Engineer
 General and Operations
Manager
 Home Health Aide
 Information Security
Analyst
 Marketing Manager
 Medical Services Manager
 PhysicalTherapist
 Registered Nurse
 Software Engineer

29. Need forTraining and Credentials
Skills shortages will have a major
impact on the workplace during
the next five years
 Expectations will rise for the
needed education and
credentials across jobs
 Next-generation workers will
either need to meet or exceed
the educational levels and
skills of exiting Boomers.

30. Society for Human Resource Management:
CurrentApproach to Fill the Skills Gap
 Build stronger internal training programs
 Because of tight training budgets, there is a drive for
greater collaboration with local, state and federal
training programs, including those supported by the
Workforce Innovation and Opportunity Act
 Build a stronger employment brand, pay a fair wage
and provide benefits that appeal to today’s workers

31. The Changing
Talent Management Landscape

32. 10Talent ManagementTrends for 2016
 Talent among diverse groups is being more broadly defined
 This calls for more customized programs for individuals, who are
recognized as unique in their talents.
 Recruiters are looking for employee traits scientifically correlated
with success
 With high-potential talent, there is increasing transparency
 Movement from general to very specific skill training
 Increasing importance of HR analytics
 Moving from annual, to regular, to real-time feedback

33. Talent management trends, cont’d.
 Gamification is “everywhere” to test cognitive and social
capabilities
 Pay top salaries for the best
 Movement from 1:1 succession management to development
of broad talent pools

34. Top Growth Areas: Industry Sectors

35. 10 Most in-demand jobs in 2015
 Skilled trade workers
 Drivers
 Teachers
 Sales Representatives
 Admin professionals
 Management/executives
 Nurses
 Technicians
 Accounting and Finance
Staff
 Engineers

36. AdvancedTechnology Industry:
Impacts
 In 2013, the nation’s 50 Advanced
(tech) Industries employed 12.3
million U.S. workers (9% of US
employment)
 These industries produce $2.7
trillion in value, and 17% of GDP.
This is more than any other sector,
including healthcare, finance or real
estate.
 The sector employs 80% of the
nation’s engineers, performs 90%
of private sector R&D, generates
about 85% of all U.S. patents, and
accounts for 60% of U.S. exports.

37. Technology Jobs in Demand
 Software Developer
 Computer Systems Analyst
 Information Security
Analyst
 Web Developer
 Mechanical Engineer
 IT Manager
 Civil Engineer
 Computer Systems
Administrator
 DatabaseAdministrator
 Computer Programmer

38. Gartner Symposium/Itxpo’s
IT/TechnologyTrends 2016
 The Device Mesh
 Ambient User Experience
 3D Printing Materials
 Information of Everything
 Advanced Machine
Learning
 Autonomous Agents and
Things
 Adaptive Security
Architecture
 Advanced System
Architecture
 Mesh App and Service
Architecture
 Internet ofThings
Platforms

39. Healthcare Industry Growth
 At $2.9 trillion, the state of the U.S.
healthcare industry is strong, and growing.
 Healthcare industry accounts for over 10% of
U.S. Job Growth
 U.S. healthcare jobs grew by 436,000 through
August of 2015
 Hospital employment added the most of any
health sector
 Industry is partnering with healthcare on
innovative products and services.
 Digital technology is a focus for do-it-yourself
health options.

40. Health Care Jobs in Demand
 Dentist
 Nurse Practitioner
 Physician
 Dental Hygienist
 PhysicalTherapist
 Registered Nurse
 Physician Assistant
 Diagnostic Medical
Sonographer
 OccupationalTherapist
 OccupationalTherapy
Assistant

41. Importance of U.S. Manufacturing
 Manufacturers contributed $2.09
trillion to the economy, accounting
for 12.0 % of the GDP
 Manufacturing supports an
estimated 17.6 million jobs in the
US, about 1/6 private sector jobs.
 Manufacturers in the US are the
most productive in the world
 Manufacturers in the US perform
more than ¾ of all private sector
R&D in the nation, driving more
innovation than any other sector.

42. Manufacturing: Top 10 states
1. California
2. Texas
3. Ohio
4. Pennsylvania
5. Illinois
6. Michigan
7. Indiana
8. Wisconsin
9. NewYork
10. North Carolina

43. ATalent Crisis:
Skills Gaps in Manufacturing
 7 out of 10 manufacturing
executives reported
shortages of workers with
adequate technology,
computer and technical
training skills.
 Over the next decade
nearly 3.5 million
manufacturing jobs will be
needed and 2 million are
expected to go unfilled due
to the skills gap!
 94% agree internal
employeeT&D are
effective strategies
 72% agree training
partnerships with local
schools and community
colleges is an important
strategy.
 Manufacturers are looking
for community partners to
build robust training.

44. Service Industry
 Services generate more than 75% of employment in the US
 In 49/50 states, services jobs provide 70% or more of overall
employment.
 Education, healthcare, and social services are the country’s top
employers (over 20 percent of jobs in 49 out of 50 states).*
 Professional, scientific, management, and retail services are among
the next largest employers in the US
*Healthcare overlaps industry categories here

45. Service Industry Jobs
 There is a national teacher
shortage, especially in
targeted areas of instruction
such as science, math,
reading, special education
and foreign languages.
 Biggest skills gaps in service
industry are in the STEM
fields, requiring a college
degree.
 NO worker shortage in US
Retail and Leisure/hospitality

46. Trends in LearningTechnologies

47. The Role of Learning & Development
“Learning in the workplace is both an
organized and self-organized activity.
For L&D this means that while there will
still be a need to organize and manage
some training activities in a fairly
prescribed way, it provides the
opportunity to create learning content
and experiences in more flexible ways
by offering on-demand access to courses
and resources and enabling their use in
the ways that best suits individuals.”
--- Jane Hart

48. Jane Hart:Top 10 LearningTechnologies
From the 2015Top 100, here
are the top 10
1. Twitter
2. YouTube
3. Google Search
4. Google Docs/Drive
5. Powerpoint
6. Dropbox
7. Facebook
8. WordPress
9. Skype
10. Evernote

49. TopTenTrends forWorkplace Learning
From Jane Hart’s blog on modernizing workplace learning

50. #1. E-Learning content is
becoming more appealing
New tools are being
used to create
richer, more visual
content.
 Piktochart
 Canva
 Powtoon
 Videoscribe
 GoAnimate
 Explain Everything

51. #2.Video learning is increasing
 2015: AYear ofVideo
 YouTube was 2nd most
used in 2015
 More use of tools that
support and enhance
creation of video-based
lessons, e.g.Ted Ed,
Edpuzzle, iMovie, and
MovieMaker

52. #3. Shift from Course Management
to Course Networking
 A growing interest in
platforms with a
social networking
environment
 Yammer and
Sharepoint are
examples

53. #4. Classroom interaction tools
are on the rise
 The training room is
becoming more social.
 Trainers using new tools
to move to a
participative or
collaborative
experience.
 Tools include: Kahoot,
Mentimeter, Poll
Everywhere, Nearpod
andTodaysMeet

54. #5. Professional networking
leads the way
 PLN (Personal or
Professional Learning
Network) Is an essential
aspect of learning in
today’s world.
 Twitter was the #1
LearningTool in 2015,
“giving access to smart
people who provide a
wealth of information and
insight”

55. #6. Mooc platforms are being used
in corporate training
Courses from
Coursera, Udemy
and edX are used for
self-directed
professional learning
and recommended
by training
departments to
employees.

56. #7. Ad hoc problem solving remains vital
Increasing number of people
easily and quickly solve their
own problems and answer
their own questions online
 Google,YouTube,
Wikipedia, Slideshare,
Google Maps, and Google
Translate are important
learning tools.

57. #8. Sharing is the new saving!
 The “pinning” approach
(Pinterest) is now being
copied to training systems
to promote sharing
 Everything is sharable!
From notes (Evernote or
OneNote; blog and web
feeds (Feedly) to items you
save to read in Pocket.
 Curation services (e.g
Scoopit) support sharing

58. #9. Connecting and
Collaborating are King!
• Real time messaging services
are extremely popular.
• Skype andWhatsApp are
widely used for connecting
• Dropbox and Google Drive are
high on the list for file sharing
• Team interaction tools (eg.
Trello and Slack) enable
collaboration
• Social platforms: GoogleApps
forWork,Yammer and
Sharepoint

59. #10.The iPad is the Device of theYear
 The iPad is very useful as a
performance support tool
and as a training tool
 Many companies are now
providing iPads to
employees and loading
them with tools to enable
resource sharing

60. YourTo Do List for 2016

61. 1. Refine your brand as an Industry
Leader inTalent Management
 Leadership is key to planning, branding,
outreach efforts, and establishing training
partnerships
 Everyone in CE should knows and sell your
brand!
 Hire the best instructors and OD expertise
that includes succession planning and
knowledge management strategies
 Excellence inTop-notch Instructional Design
expertise and program delivery

62. 2. Keep up with Best Practices in
the new LearningTechnologies
 Review Jane Hart’s Blog on
top trends in Learning and
Development
 Continually develop
internal expertise toward
best practices in L&D
technologies and
generational learning
 Inspire and reward
instructors for the use of
new technologies

63. 3. Build and JoinTraining Partnerships
for Big Contracts with Industry
 The need for talent is so
strong that it will take the
resources of business,
education and workforce
partners (local, state and
federal) to fill the training
gaps for big industry.
 Bring your leadership and
teamwork to the table.
 Be a partner in support of the
WIOA Act of 2014

64. 4. Develop your Presence as a Partner
for the Health Care Industry
 Be at the table in workforce
development efforts for the
health care industry.
 Discover your market niche,
and the circumstances that
require outside training
efforts.
 Talk with chief finance
officers who know where the
training dollars are, and who
you should talk to.

65. 5. Utilize Cloud, Mobile and
SocialTechnology for your Operations
 Develop training partnerships where major clients
can link through their intranet to your online
catalog, registration services, and contract training
team.
 Develop training partnerships with Individual
Training Accounts for targeted employees
 Invest in best practices toward building a quality
brand online, using multiple channels for marketing

66. 6. Consider and Deal with Security Issues
 Employers must
prioritize data security
and new technologies
that ensure it—no small
feat with a dispersed
workforce.
 Unsecured devices and
wireless networks must
be effectively managed.

67. 7. Shift your Strategy to a New type
of SalesTraining
A winning sales force
doesn’t just take
orders, it creates
demand.
 Shift from selling a contract
course, to selling the larger
package of talent and
knowledge management!
 Consider tailored certificates
and one-on-one training
 Consider CE for Credit
offerings
 Train your team to correctly
identify what influences the
buyer, provide extra value to
buyers, and differentiate your
services from competitors

68. Consider Circumstance-Based Marketing
 Attribute-based market segmentation defines product and
customer attributes and seeks a correlation between them.
 Consider a circumstance-based segmentation strategy
instead, which requires an understanding of the
circumstances in which customers buy or use things
 Ask: Under what circumstances do your customers want
you to do contract training? Position your brand accordingly.

69. Navigate theTriangle to Build Business
Source: Keith McFarland
The Breakthrough Company, 2008.
Give Customers
What theyWant
React Quickly
Keep Costs Low

70. Evaluations and CEU Quiz
1) Hard-copy evaluation or 2) LERN app
To Evaluate:
 Open the app
 Click on schedule
 Click on session name
 Scroll to the bottom
 Click on feedback*
To ReceiveCEUs:
 Open the app
 Click on schedule
 Click on session name
 Scroll to the bottom
 Click on CEU quiz*
• Use LERNApp if Possible.
• If not, RoomAttendant has printed documents.