Training Industry Quarterly - Fall 2012 - (Page 7)
At the eDItor’s DesK | ChuCk Battipede
Learning iS a converSaTion SupporTed By MuLTipLe TechnoLogieS
SupporTing The BuSineSS of Learning
ewlett-Packard is not only the world’s largest provider of information technology for consumers and organizations of all sizes, HP is also a company that relies on technology to deliver learning solutions to a vast and diverse employee audience. Meeting their needs means using the right technology, not just technology for technology’s sake. HP is committed to delivering value to customers, investors and communities, and to creating a competitive advantage through our people. Our vision for learning and development is to establish HP as the employer of choice for professional development. We need to build confidence in sales people, encourage innovation in project designers, and inspire employees to deliver results and make a difference on the job and in their communities. We use technology to achieve these goals and drive business results. HP employs a unified communication (UC) strategy to enable collaboration among employees around the world via online chat and click-to-talk technology. Used for web-based meetings and classes, our HP Virtual Rooms environment supports live desktop sharing, live video, private and group chat, discussion boards, and question capture. HP Connections, our internal social collaboration platform, was established in part to help sales professionals locate the content and subject matter expertise necessary to move an engagement to the next stage. Based on the Jive social business software, HP Connections enables account teams to “meet” in private groups and collaborate with experts to support their accounts. We developed the award-winning Learn2Connect learning program to expedite adoption of HP Connections across the sales organization and supporting teams, and the tool is now used by more than 60,000 employees to share expertise, post regular blogs, and establish expert resource spaces. Immersive virtual worlds allow HP to reach employees remotely without the travel expense of live events. Used for our onboarding program, HP Virtual Campus provides a “wow” first impression that shows new hires they’ve joined a company committed to cutting-edge, next-gen learning technology. Our recent virtual HR Career Development Fair provided opportunities to interact with executives and share knowledge. Of course, using technology to deliver learning has to make sense globally. We currently employ several mobile delivery
This Issue’s Guest Editor
As vice president and chief learning officer of learning & development, Chuck Battipede drives the strategic direction of learning initiatives for hp’s global workforce. his primary goals are to establish hp as the employer of choice for professional development and to maximize hp’s business performance by developing a best-in-class workforce. Chuck joined hp in 2008 to lead the L&D organization. email Chuck. Know someone who’d make an outstanding guest editor? Interested in becoming one yourself? Contact us at firstname.lastname@example.org.
techniques to accommodate the need for learning “at the point of work.” We applied the same QR technology that we use on product packaging to help customer’s research product features to our learning solutions, providing faster access to learning and information they need. Another new learning technology I’m very excited about is Augmented Reality (AR). AR presents information from the digital world in tight association with things in the real, or physical, world through learners’ mobile devices. This simplifies technical training and repair for customers and our technical teams. For HP, new technology is the foundation of our business success and our workforce development efforts. I believe when using technology it’s critical to strike a balance between serving the needs of the business and those of the learner. The business always needs to control costs and optimize employee performance. Learners need access to career development opportunities and the skills and knowledge required for success. By employing the right learning technologies we can reduce training costs, improve performance, and give employees the tools they need to excel and advance their careers. HP’s success, like yours, requires us to view learning as a conversation supported by multiple technologies for collaboration, communication, interaction and innovation.
Training Industry Quarterly, Fall 2012 / A Training Industry, Inc. magazine / www.trainingindustry.com/TIQ
Table of Contents for the Digital Edition of Training Industry Quarterly - Fall 2012
Training Industry Quarterly - Fall 2012
From Where I Sit: Learning Technology Market Segments
Table of Contents
Guest Editor: Supporting the Business of Learning
The Coherent Enterprise
Tracking Informal Learning with Tin Can
Can Your People Trust You?
5 Critical Skills to Survive Tomorrow
Expert Education: Training, Technology & SMEs
Cloud Transition: More to Consider Than Just Security
My Training Dashboard? Which One?
5 Gaming Elements for Effective e-Learning
Let's Get Multi-Platform Training Right
Casebook: Colorado Secretary of State's Office
Tracking Trends: Technology: Supporting Key Initiatives
Closing Arguments: Must-See Technology
Training Industry Quarterly - Fall 2012