For those charged with either employee or organizational development, the evolving business landscape offers both obstacles and opportunities. Drivers of success differ significantly from prior decades, and customers expect learning & development experts to keep up and respond. The workforce is changing. It’s more digital, more global, diverse, automation-savvy, and social media-proficient. At the same time, business expectations, needs, and demands are evolving faster than ever before.
As companies build the organization of the future, continuous learning is critical for business success. For today’s digital organizations, the new rules call for a learning and development organization that can deliver learning that is always on and always available over a range of platforms.
The impact of technology not only means that learning is available 'anytime, anywhere, on demand', it also enables learners to connect and collaborate in online networks. The fastest-growing segment in HR technology spending is now the adoption of new employee learning systems. Companies are seriously looking at replacing their employee learning infrastructure and shopping for new tools at all levels of the learning technology stack.
The changing expectations of learners have created a tension between how people want to learn and how organizations typically provide development. Only a decade ago, companies were content to build virtual universities/conferences and online course catalogues. Today, we see the learning function as a highly strategic business area that focuses on innovation and leadership development by delivering a world-class learning experience, promoting lifetime learning for longer careers, and bringing multifunctional teams together to connect and collaborate.
CEOs know that strong learning and talent management practices are needed to grow an engaged, high-performing workforce and maintain a competitive edge. Yet despite investments in developing leaders worldwide, a high proportion of executives say they are dissatisfied with the quality and nature of their organization’s development offerings. Perceived gaps between the capabilities needed and delivered by today’s learning leaders have caused many executives to call for a radical transformation of their learning organizations.
TMA’s Employee & Org Development Summit is the only conference that will give you the tools necessary to guide that transformation and move towards a talent development function that is more aligned with the expectations of leaders and contributors in the new world of work.
Join our expert speaking faculty as they share lessons learned in the following areas:
• Re-engineering of the learning and development function
• Restructuring workplace training and talent development strategies
• Changing old habits of conceiving, designing, delivering, and evaluating learning and development or performance improvement projects
• Reconfiguring roles and responsibilities to be more business and results focused
• Actively engaging executives, managers, and employees as learning champions
• Integrating technology for more blended and social learning solutions
• Functioning more as an enabler of learning than as a learning gatekeeper
• Incorporating advanced measures of learning effectiveness, including the use of analytics
Network with Conference Speakers & Participants including:
C-Suite Executives, Vice Presidents, Directors, Managers, Team Leaders, Practitioners and Consultants with responsibilities in:
• Organizational Development/Effectiveness
• Leadership Development
• Learning & Development
• Human Resources
• Human Capital Management
• Talent Development
• Talent Management
• Succession Planning
• Instructional Design
• Employee Engagement
• Workforce Enablement
• Knowledge Management
• Employee Retention