How to Implement an LMS, Part 1: Laying the Groundwork

The Learning Management System (LMS) market has become huge in recent years. It’s a $2.6 billion market that grew by more than 20% in 2014 (source). In spite of this fact, it’s surprising that many companies (mostly on the smaller side) still haven’t taken the plunge to implement their first LMS. But even for those who have (and larger corporations are now in their third or fourth generation of LMS), many of them are entering a replacement cycle. After all, the average age of an LMS at any given company that has one is 4-7 years old, and as of 2014, 61% of companies were planning to replace their LMS within 18 months (source). Whether a company is preparing to implement its very first LMS, or replace its existing platform, this series of articles will provide insights into how to make that process as smooth as possible. Get a free consultation on how to implement a learning management system. Continue reading

How to Be Part of the Diversity Solution: Part 3

In the first part of this three-part article, we examined the “tech diversity” problem, highlighting the technology sector’s startlingly lack of diversity and its especially abysmal track record of recruiting and hiring Black and Latino workers.Part two of this series examined some of the solutions currently being explored in the technology sector and the education system. Beyond concluding that we are a long way from achieving tech diversity, these posts emphasized that no single solution will make the technology sector more diverse. Indeed, as explored in the second part of this series, tech diversity can only be addressed by taking a multi-tiered approach. While educational interventions and experiments in non-biased hiring (e.g., using algorithms not people to recruit new employees) may be part of the solution, they are by no means the sole answer. In our final post, we explore why on the job training and onboarding strategies still matter and may prove to be the most important factors in solving the tech diversity challenge. Continue reading

Exploring the Gig Economy and How It Impacts Employee Training

Amazon recently made what many view as an exciting announcement. The mega e-Commerce retailer is delving into what’s being dubbed the gig economy with a new delivery option. Amazon unveiled its program in Seattle, where independent contractors are becoming on-demand delivery people. Continue reading

How to Be Part of the Diversity Solution: Part 2

In the first part of this two-part article, we examined the “tech diversity” problem, highlighting the technology sector’s startlingly lack of diversity and its especially abysmal track record of recruiting and hiring Black and Latino workers. In this post, we examine some of the steps industry leaders have already taken to diversify a predominantly white and male workforce. Specifically, we explore how the industry is attempting to fix the diversity problem at three different but critical stages: the stage that happens years before candidates ever meet recruiters (or don’t get an opportunity to meet recruiters); the recruitment stage (e.g., on campus recruitment efforts); and the hiring stage. Continue reading

How to Be Part of the Diversity Solution: Part 1

In early September, Tech Inclusion hosted a conference and career fair, bringing minority workers into contact with recruiters from the top technology companies across the nation. While targeted recruitment is often frowned upon both in and outside minority communities, in the case of the tech industry, the need for the event is hard to ignore. Continue reading

Do Experienced Workers Really Outperform Recent Grads?

Over the past week, thousands of college-age students have returned to campuses across the United States. Over the next eight months, many of these students—those who are seniors—will go on the job market for the first time. A small percentage of these students will end the school year with a desirable job offer in hand. Many more will be about to embark on the first of one or more internships that may or may not pay anything at all and may or may not eventually lead to a job. Unfortunately, many more of today’s college and university seniors will find themselves working as a barista or living in their parents’ basement and wondering if they should simply return to school to up their chances of finding a job in the future. While there are many reasons that college and university educated but inexperienced candidates do not land full-time jobs straight out off the graduation runway, there is Continue reading

Learning Management Systems: Adding Value to Instruction

For at least some people, the idea of online learning is still cause for alarm. On the more moderate end of the spectrum are those people who assume that virtual classrooms—and more generally, all distributed forms of learning—hold the potential to augment but never truly replace face-to-face forms of instruction. On the more extreme end of the spectrum are those people who see the move to online learning,  in both the education and training sectors, as a sure sign that the “death of education” and the “commodification of knowledge” are already Continue reading

Talent Analytics: Issues, Ethics and Possibilities

It is now commonplace to keep detailed statistics on one’s customers. Customer analytics help organizations make smarter decisions and lead to a higher return on investment. In theory, talent analytics do the same thing—they help guide upper management’s decision-making processes by arming managers with increased knowledge on everything from their workforce to the micro impacts of specific policy decisions. For this reason, talent analytics are also generally associated with higher levels of productivity and a higher return on investment (e.g., for recruitment and training efforts). However, talent analytics—when taken to their extreme—may also raise ethical concerns that can’t be overlooked. Continue reading