Blog Post

Office Hours: How to Weave Learning into the Work Flow

Cornerstone Editors

A recent survey from Software Advice suggests that employees want three things out of their companies' L&D programs: shorter lessons, real-life rewards for learning progress and a social component to their learning—a way to compare notes with their peers.

Josh Bersin, industry analyst and founder of Bersin by Deloitte and now at joshbersin.com, would likely agree.

In this video, Bersin lays out three strategies for making learning a permanent and non-disruptive component of the workday. First, he says, each piece of learning material should be brief; an employee is much more likely to complete a short video or blogpost than one that lasts two hours. Second, companies should invest in platforms that organize all this content in a way that makes it easy for employees to find what they need. And third, employees should be given both formal and informal opportunities to practice what they've learned.

Photo: Creative Commons

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Konica Minolta, a global leader in advanced imaging and IT services, has long been an industry leader when it comes to innovation. Known for its cutting-edge printing and copying solutions, the company has consistently pushed the boundaries of technology to meet the evolving needs of clients. However, behind the company’s sleek products and seamless services, Konica Minolta faced an internal challenge that required a transformative solution.

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