Adapt or perish. Together with versatility, ability to learn continuously is one of the most highly valued skills in companies today. And it’s not surprising, because in a context changing practically at the speed of light, businesses not only need responsive and agile employees, but also those who are naturally capable of training and retraining

Emanuele Castellani – CEO of Cegos Italy and Managing Partner of Cegos APAC – recently spoke at HR Festival Asia.Here, he shares his experience of the event as well as some insights into digital learning that featured in his speech to delegates. HR Festival Asia 2019 HR Festival was the fusion of HR Summit &

Today, facilitating employees’ continuous learning is a key goal in Learning & Development departments. To meet that goal, implementing an ecosystem that integrates microlearning ranks high among the priorities. And the trend look set to last. Here we explain why. Learning in the everyday workflow is becoming unavoidable Our now “VUCA” environment (volatile, uncertain, complex

Since virtual classrooms became technically feasible and were rolled out in the mid-2000s, they have quickly become a leading professional development methodology. The CEGOS 2017 key training statistics survey shows that 41% of companies offering employees digital learning have already used the virtual classroom environment. On an even more positive note, virtual classrooms are ranked by these

The new year is a good time to rethink your L&D practices and to try some new approaches to transform your people and your business. Today, I’ve decided to take a look back at some of our most-read articles throughout the year

… And thanks to our readers, to our subscribers and to our authors for your loyalty and for making the blog grow! I wish you a happy and successful new year, looking forward to witnessing the great opportunities that 2019 will bring for L&D professionals!

Understanding and being open to change, in order to generate a new outlook or new ways of doing things, is the main aim of learning. Yet a 2016 study by the Harvard Business Review showed that many training sessions serve no real purpose. “Corporations are victims of the great training robbery. American companies spend enormous