At Xprtise, we’re more than happy to support the fact that our trade association NVO2 (the Dutch Association of HRD Professionals in Developing and Training) works hard to set up the European version of the well-known ATD conference from the US. As such, we’re also actively committed to the ATD Europe conference – just like last year. With our CEO Alfred Remmits leading an expert session and participating in a panel discussion, we were able to share our vision on talent development and trends in learning techniques.

Panel discussion on “Learning in the Gig Economy”

HR and L&D professionals increasingly need a short-term and project-oriented approach for the development and implementation of learning programs. The panel discussion “Learning in the Gig Economy: the Role of L&D in Project-Focused Work Environments” delved into this. Using the online tool Slido, the audience could send in “live” questions about this subject which were answered by the panel. The combination of answers and the conversation between Queeny-Aimée, Academy Manager at Valtech, and our CEO Alfred Remmits garnered positive responses from the room.

Show Me the ROI!

On the second day of the conference, Alfred Remmits gave a session on the successful results of workplace learning and performance support. Many training departments are increasingly moving towards a 70:20:10 solution where both formal learning (classical and e-learning) and informal learning (in the workplace) are high on the agenda. In his session “Show Me the ROI: How to Really Measure ROI and Deliver a Business Case for L&D,” Alfred delved into one of Xprtise’s successful business cases. He showed how a large international production company in consumer goods made the switch from classical learning to learning in the workplace, with the 5 Moments of Need™ as an important methodology for a successful implementation, and the use of the AskDelphi performance support system.

Focus on individual needs

Focusing on employees’ individual needs is still one of the most important points in L&D. This became apparent during the Millennial / Gen X panel discussion, where one of the panel members expressed wanting to “go to the hairdresser during working hours.” Many attendees in the room thought that was a good reflection of the current situation. Dealing with young professionals in our field of L&D is changing: how do you keep them bound to your company? This generation has completely different wishes than 10 or 20 years ago. In the coming year, HR will have to respond to individual needs. Nobody in L&D actually wants a 9-to-5 job anymore, right?

ME-YOU-WE

During the case study “Reengaging the 70:20:10 Model: A Practical Learning Framework for the Modern Workforce” by Angela Stopper, CLO at the University of California Berkley, I was pleasantly surprised by a very good analysis of the 70:20:10 model. Angela proposed applying the ME-YOU-WE model – which Danone once used in their vision on learning – to Learning & Development. The room responded so positively to this that I expect it will be discussed a lot in the coming period. The starting point of Learning & Development is ME: performance support in the workplace, personalized learning, adaptive learning, etc. Only then comes the YOU, which Angela sees especially as compliance training, and finally, the WE: social learning, in which you collaborate with colleagues.

I’m looking forward to seeing, together with the Xprtise team, how we can use the new insights from ATD Europe – such as the ME-YOU-WE model – in our own vision of workplace learning and the 5 Moments of Need™ for our clients. We’ll be keeping a close eye on the trends and developments and would love to talk to interested parties.

Janine van Zoest
Business Development Consultant Xprtise