About Brandon Hall Group

A preeminent research based advisory and analyst firm. Covering topic areas

that provide strategic insights for executives and practitioners that are

responsible for learning, talent, growth, and business results within their

organizations. Our focus is on ensuring continuous business performance.

• Established in 1992

• Nearly 200,000 subscribers

• Over 10,000 clients globally

• Memberships and Research

“We provide insight, objectivity, and personalized support”

http://www.google.com/url?sa=i&rct=j&q=workforce+of+the+future&source=images&cd=&cad=rja&docid=LXy5zQVVgW8RiM&tbnid=YK80FWz6-qXD5M:&ved=0CAUQjRw&url=http://21stcenturylearning.typepad.com/blog/2009/02/newport-news-public-schools-is-moving-quickly-to-address--learning-in-the-21st-century-its-barriers-and-its-possibilities.html&ei=7aJ4Ud3XMIjo0gHHzIGQAQ&bvm=bv.45645796,d.dmg&psig=AFQjCNHFHqYMvSYjl1qIZVGiHEKy-qfATQ&ust=1366946905564897

Bureau of Labor Statistics

US, 2010

The Modern Workforce

2018 U.S. Workforce Forecast • Asians 5.6% • Hispanics 17.6% • African American 12.1% • Caucasian 79.4% U.S. BLS, 2018 Forecast

Workforce Demographics Tomorrow

Role

Experience

Location Learning

Path

Title

Profiles = Context

Reinforce the

classroom in a

personal way

Strengths

http://ianinsheffield.wordpress.com/2009/11/15/myple/

J. Husband & H. Macleod

J. Husband

Apprentice Centered

Teaching Centered

Learner Centered

Relationship Centered

One to One Relationships

One to Many Many to Many Community to Many

Focus on Quality of Craft

Focus on What Needs Taught

Focus on Learners Needs/Outcomes

Focus on Relationships: People, Content, Work

Before 1930s 1930-1970s 1970s-2010 2010-Beyond

Apprentice Centered

Teaching Centered

Learner Centered

Relationship Centered

Before 1930s 1930-1970s 1970s-2010 2010-Beyond

Internships, Mentoring, Coaching

Classroom

Performance Support & Job Aids

Video, Computer/Internet Learning

Blended & Experiential

Social

Gaming

Over 70% of RCL organizations indicated that their revenue had

increased over the previous year and that most of their key performance

indicators were moving up!

• Proactive orientation (employees take responsibility

for their development and seek out learning with little or

no push from leadership).

• Automated processes that use technology to present

employees with opportunities to connect to informal

knowledge sources throughout the organization.

• Each and every employee is presented opportunities

for development based on personal strengths,

weaknesses, job role, or interest from a source other

than their immediate leader.

RCL

20.1%

26.7%

35.6%

44.4%

49.5%

52.3%

52.3%

56.8%

64.5%

75.6%

69.3%

54.0%

25.0%

40.3%

42.9%

25.0%

40.1%

27.9%

4.2%

4.0%

9.8%

30.7%

10.3%

4.8%

20.9%

3.1%

8.5%

0.0% 20.0% 40.0% 60.0% 80.0% 100.0% 120.0%

Job Assignment

Coaching Mentoring

Blended Programs

Game-Based Learning

Performance Support

Media Based/E-Learning

Social Learning

Classroom Training

Networking/Events

Not Effective/Somewhat Effective/Very Effective N/A

Classroom and e-Learning represent over 60% of more than half of learning organizations development programs

BHG, Employee Development and Performance N=400, 2012

http://cac.ophony.org/2008/01/15/assessment-and-the-transformative-

experience/

0% 5% 10% 15% 20% 25% 30% 35% 40%

Less than annually

Annually

Monthly

Weekly

Daily or more often

How often would you expect your individual contributor population, on average, to need to connect with learning resources to effectively

perform their job?

• Contextual • Role

• Location

• Development path

• Concise • Short videos

• Quick updates

• Informal • Everyday

• Ad hoc

• Timely • Just in time

• Moment of need

• Social • Discussions

• Recommendations

• Mobile • Anywhere, Anytime

Learning Content Static Platform Traditional Course

Traditional Course

Learning Objects Agile Platform Learning Nuggets

Learning Nuggets

Best way to reach people and make learning attractive is to

draw them through peer to peer interactions and create

opportunities for collaboration.

Just In Time, Just for Me

0%

10%

20%

30%

40%

50%

60%

70%

80%

RCL Non-RCL

Learning Modules

Performance Support

Does your organization deliver any learning via mobile

learning modules or mobile performance support?

At least 50% of

employees already

use their own

smartphones/devices

to access work-

related sites or

information. The MASIE Center

8

Not Just Phones…

SmartPhone Usage, ThinkwithGoogle, June 2012

More Practical Business Drivers for Mobile

http://www.digitalbuzzblog.com/2011-mobile-statistics-stats-facts-marketing-infographic/

0 5 10 15 20 25 30 35 40

Products and services

Job-specific technical skills

Compliance

Job-specific soft skills

Performance support

Leadership development

Ethics

Business acumen

Percentage of Learning That is Mobile

Please indicate the percentage of your organization’s mobile learning

delivery that is dedicated to each of the following training areas

30.4%

29.4%

19.6%

15.7%

4.9%

0% 5% 10% 15% 20% 25% 30% 35%

Extremely

Highly

Moderately

Slightly

Not at all

88.1% 84.0%

46.4%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Paper-based Online Mobile

How is Performance Support Delivered?

• Bringing key practices right to the learner

anywhere, anytime

• Creating innovative products and

services in a global economy

• Connecting with a new generation of

learners

Mobile Business Drivers

M-Learning

• Courses

• Simulations

• Videos

• Curriculums

Administrative Setup & Maintenance

• User Setup

• Course Prep

• Wait list management

• Profile Setup

Manager/User Dashboards

• Daily decision making views

• Priority setting views

• Guidance support

• Compliance tracking

Company Learner

Administrative Work Activities

• Time-Tracking

• Approvals

• Assessments

• Scanning activities

M-Support

• Job Aids

• Communication

• Tools

• Nuggets

Mobile Applicability

Search

• Contextual

• Local

Communities

• Quick connections

• Stay connected

Experts

• Find experts on the go

• Be able to reach them!

Timeliness

• Moment of need

• Rapid updates

44

Developing Content for the Mobile Mind

Device Characteristics Audience Characteristics

• Short attention spans

• Think thumbs (and

fingers)

• Apps on the brain

• Multi-taskers

• Device behavior varies

• Size of Device

• Bandwidth/data plans

• Location of Regional and global requirements

Environments

Learner Requirements Mobile Design Considerations

Easy to use - intuitive Mirror native environment UI’s lists, layers, and big buttons

Learning experience fits to delivery mode

Responsive web design, Apps versus HTML5 "Human Interface Guidelines"

Content is accessible no matter what device I’m using

Bookmarking Location web accessible

Content is accessible in any location or work environment

Cloud storage accessible Online and offline access options

Easy to find and easy to share Cataloging and searching capabilities Forward, e-mail, tweet, etc.

Engaging Colors, Textures, Patterns, Shadows Configurable visuals versus simplicity

http://www.smashingmagazine.com/2009/10/09/iphone-app-design-trends/

http://mashable.com/2011/01/26/mobile-app-design-trends/