Training Industry Quarterly - Fall 2011 - (Page 27)

ALIGNING MOBILE LEARNING STRATEGY TO THE CORPORATE MOBILE AND SOCIAL MEDIA STRATEGY IS PARAMOUNT Takeaways • The use of mobile learning in talent management is exploding. the company that can help people do their jobs better. Most leadership development programs offer high-potential employees the opportunity for career advancement with a specific training curriculum. Social networking native apps like LinkedIn and Twitter are common on business professionals’ smartphones these days. Leveraging the same type of native apps for social learning and networking is a commonsense approach to helping build organization talent. Also, virtual learning environments (VLEs) are now available from many vendors in mobile format, allowing companies to conduct training, such as leadership development, across the company without any travel expenses. Consider attending a leadership seminar via iPad in your office or from any remote location with a high-speed Internet connection. 4. Leveraging. Developing individual career plans, conducting talent reviews and implementing succession planning all fall under the area of leveraging talent. Succession planning can be used as an opportunity for m-learning in multiple ways. m-Learning Selections: mTMS, Web Apps Reason: For the same reasons recommended in the preceding “engaging” talent section, mobile opportunities already exist to accommodate activities such as succession planning. Mobile versions and apps of TMSs have existing functionalities that allow managers to create and manage their employees’ succession plans without being connected to the corporate intranet or in the office. However, if organizations are not leveraging mTMSs for this opportunity, developing a custom Web app that connects to a custom succession planning application may be a second option. The benefit of a Web app from an m-learning perspective is that it allows organizations to support multiple mobile technology platforms. 5. Retaining. Retaining high performers includes providing leadership tools and development opportunities, offering career advancement options and rewards, and recognizing top talent. m-Learning Selections: SMS – Synchronous Participation, Gamification – Reward Systems Reason: Synchronous participation and reward systems have become extremely popular as retention strategies for HR executives, especially among the younger Millennial Generation. SMS is the most overlooked m-learning option, yet it is the most simple and cost effective to set up and use. Consider the ability to conduct a synchronous training session, whether virtual or in person, that allows people to participate actively via text messages with the instructor on the content of the course. Gamification works by making technology more engaging and, by encouraging desired behaviors, taking advantage of the human psychological predisposition to engage in gaming. Some well-known examples of gamification are based on rewarding points to people who share experiences on location-based platforms such as Facebook’s “Place” feature, Foursquare (social network) and Gowalla. Common techniques include achievement “badges,” achievement levels, leaderboards and virtual currency. Achievement levels from a talent management standpoint may include individual accomplishments for high-performing talent on their organizational profile (for example, Projects, Clients, Skills, etc.). Paving a strategic pathway to success In the training industry, most opportunities to leverage mobile technology are related to talent management. However, it is important to remember that for organizations to successfully implement m-learning at the enterprise level, aligning mobile learning strategy to the corporate mobile and social media strategy is paramount. This means spending time with marketing executives and social media strategists within your organization. Ensure that you spend adequate time before development begins to understand user requirements and business challenges. Also, find out what part of your audience is using mobile and how they are using it, if at all. Finally, analyze how information passes among the people in your organization, as that will tie into your social media strategy. Spending adequate time conducting upfront planning and requirement gathering is a sure path to success when considering m-learning. Billy Biggs is the director of learning strategies at General Physics Corporation with extensive experience in the enterprise implementation of eLearning technology and content integration. E-mail Billy. • Understanding how to implement m-learning strategies is still in its infancy. • Having a formal talent management strategy—and matching your m-learning approach to its goals—is key to your success. • There are four levels of content delivery options, ranging from basic content delivered by text message to full-scale augmented reality via custom apps. • Matching the right content delivery method to each phase of the talent management process — attract, engage, build, leverage and retain — can greatly enhance your program’s success. • Proper planning and analysis is the cornerstone of an effective talent management m-learning effort. 27 Training Industry Quarterly, Fall 2011 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ 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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