Training Industry Quarterly - Fall 2011 - (Page 26)

ONLY HALF OF U.S. COMPANIES SAY THEY HAVE A WELL-DEFINED TALENT STRATEGY Delivering m-learning through custom content The development of custom Web-based training has been around since the Web’s mainstream existence. Most industry providers classify their Web-based custom training offerings by “level.” The more interaction and design elements incorporated into the content, the higher the level is considered. Level 1 Level 1 Short message service (SMS) Quick response (QR) codes Level 2 Web Apps understand when to select the appropriate level of learning for each phase of the talent management lifecycle. For example, the mlearning programs you build to attract talent may not be applicable for retaining talent. The following examples give an idea of how each phase in the talent management process can be served by the different levels of content delivery. Level 3 Native Apps Level 4 Mobile Talent Management Suite (mTMS) (Web apps and native apps developed by TMS provider) with their own—this is especially important for the Millennial Generation. In general, a well-made native app can provide a far better user experience than even the best mobile websites are capable of right now. Native apps are a big part of why mobile technology is growing so quickly. Providing better user experiences for candidates considering joining your organization is a sure win from both m-learning and recruiting standpoints. However, the disadvantage of developing a native app is that organizations have to consider which—if not all—of the major mobile technology platforms (iPhone, Blackberry, Android, etc.) to support. 2. Engaging. Talent engagement often refers to things like talent planning, coaching and development, and performance management. m-Learning Selections: mTMS, Web Apps Reason: Most talent management system providers have incorporated enterprise performance management functionality into their talent management suites. As a result, that functionality is now available via mobile, so employees and managers can complete employee appraisals via iPad and other mobile devices instead of the traditional laptop or computer. Also, many of the social learning applications, such as Yammer, that allow for mentoring and knowledge transfer, are available via apps that organizations can already leverage. It should be noted that mTMS providers usually provide access to their systems via native or Web apps. The main difference is that organizations do not need to develop these apps themselves. 3. Building. Talent networking and leadership development play huge roles in the building of an organization’s talent pool. m-Learning Selections: Native Apps, mTMS Reason: Talent networking includes gaining access to corporate knowledge management systems to identify resources within Gamification Augmented Reality For additional details on the above m-learning levels, please visit “Simplifying your mLearning Options” on GP’s blog. is straightforward and has basic content, with few, if any, thought-provoking interactions; whereas, Level 4 contains rich media and content, and often gaming simulations. Levels 2 and 3 are often somewhere in between. It is helpful to classify m-learning in the same manner. Consider some popular m-learning examples: Matching the right delivery method to each phase of the talent management lifecycle There are many talent management frameworks to consider, but most of them have the same basic concepts: attract, engage, build, leverage and retain talent. For m-learning to be completely successful, it is important to 1. Attracting. When attracting talent, organizations tend to focus on recruiting, selecting and onboarding of people. It is the first step in the formal talent management process (if you discount planning) and often the most important for some companies. m-Learning Selection: Native App Reason: When deciding the type of m-learning to build for attracting talent, adequately depicting the organizational brand and culture for candidates is very important. If you have ever spent time on the campus of a Fortune 100 high-tech company, you understand the talent war that is currently in full swing. Candidates want to ensure that the company’s vision, values and goals align Additional Resources • Training Industry Quarterly Article, “The New Era of Mobile Learning” • GP m-Learning white paper, Learning in an Always Connected World • Wired AR article, “If You’re Not Seeing Data, You’re Not Seeing” • TrainingIndustry.com Article, “m-Learning: A Framework for Moving from IF to How” 26 Training Industry Quarterly, Fall 2011 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ http://blog.gpworldwide.com/general/simplifying-mlearning-options-part-1/ http://blog.gpworldwide.com/general/simplifying-mlearning-options-part-1/ https://www.nxtbook.com/nxtbooks/trainingindustry/tiq_2010fall/index.php?startid=20#/20 http://www.gpworldwide.com/downloads/login.aspx?ReturnUrl=%2faboutUs%2fwht http://www.wired.com/gadgetlab/2009/08/augmented-reality/ http://www.trainingindustry.com/learning-technologies/articles/mlearning-a-framework-for-moving-from-if-to-how.aspx http://www.TrainingIndustry.com http://www.trainingindustry.com/TIQ

Table of Contents for the Digital Edition of Training Industry Quarterly - Fall 2011

Training Industry Quarterly - Fall 2011
From Where I Sit: Back to the Basics
Table of Contents
Ad Index
The Learning GPS
Work that Stretches: The Best Teacher
The Promise and Peril of Social Enterprise
Technical Training: How is it Different?
Companies Press 'Play' on Training Games
Redefining the 'e' in e-Learning
Essential Components for Effectively Training a Global Workforce
Five m-Learning Considerations for Your Talent Management Strategy
Instructional Design: Learning Meets Technology
Improving Training: Thinking Like a Game Developer
Casebook: Pfizer: Moving Product Sales Training Online
Why is Mobile Learning Not More Popular?
Tweet Suite
Company News
Closing Arguments: The Three T's

Training Industry Quarterly - Fall 2011

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