On the afternoon of April 23rd, aTalent and Omniplex China held a successful seminar on “Change and Innovation in Enterprise Digital Learning Development”. This salon invited many heavyweights in the HR industry to gather at M Glam on the Bund in Shanghai. Kevin Xia, Vice President of Sales from aTalent, Meng Meng, Head of McKinsey Business School, Justine Guo, Senior Training Director of IHG Greater China, Sophia Xing, General Manager of Mystic China, and a global negotiator who appeared as a mystery guest, brought their respective industry’s digital learning development and innovation.
The attending HR industry colleagues not only showed great interest in the wonderful speeches of the guests, but also continued to discuss the current trending topics of the industry with the guests after the salon.
Kevin Xia opened the session with the current buzzword “involution” and pointed out that this “involution” is not a fierce competition with people in the traditional sense. Rather, it is the impact of global digitalization, with 85 million jobs predicted to be replaced by artificial intelligence by 2025; in five years or less from now, the traditional work environment will change drastically.
How should companies and employees adapt to this change? Kevin Xia pointed out that the trend of the global talent revolution is to push companies and employees to embark on a talent breakthrough in a disruptive era. Here, he cites a set of data from the PWC Global CEO Survey: 77% of employees are eager to learn and train for future career development, 21% of CEOs can effectively identify the key skills needed to effectively contribute to the long-term growth and development of their companies and employees, and 17% of CEOs indicate that current “skills reshaping” programs are effective for employee competency development. 17 percent of CEOs indicate that current “reskilling” programs are decisive for employee competency development. This shows that the need for “reskilling” is not only a business change, but also an employee desire. However, it is unfortunate that CEOs are not really consciously prepared to take the breakthrough path in disruptive times. In response, Kevin Xia offers the following reasons and suggestions:
After a brief introduction to IHG Greater China, Justine shared the most successful digital learning project – the Holiday Inn Branded Services project. After joining IHG, Justine started to think about how to retire the traditional offline training and transition to the digital learning era.
As we all know, training in the hospitality industry requires a hands-on approach, which to a certain extent makes the implementation of digital projects very difficult. However, they still dare to try and actively create a transformation journey for trainers. The online course design is dedicated to creating an interactive online learning platform belonging to the whole staff from the perspective of staff experience, respectively from brand introduction, brand service concept and brand operation. By inviting its own employees to participate in the course content design process, it makes all employees resonate deeply with the content.
Although after a two-year-long transition period, the project finally achieved great success. Up to 100% training completion rate, 200+ hotels spontaneously shared their service best practices, while guest favorites and social media reviews increased significantly. Other brands under the IHG are about to embark on the same digitalization project. But the road to transformation never stops, Justine said she will still keep working to improve the digital learning experience and create a digital learning masterpiece in the industry.
As a digital learning platform for enterprises, McKinsey Academy aims to help Chinese enterprises maximize their talent potential through a digital closed-loop learning ecosystem. McKinsey Academy’s director shared the design and practices of the business school’s digital courses in terms of content refinement, learning journey, user experience, online and offline learning. The course not only integrates McKinsey’s understanding of training products and talent development, but also takes McKinsey’s internal consultant training content as the benchmark, and presents the mindset and working methods extracted and repeatedly verified from McKinsey’s 100 years of real-world operations in a way that is both interesting and challenging, combined with gamified simulation exercises and the latest first-hand business cases, making the online course more practical and closely linking learning and career development.
Digital content plays a major role for today’s organizations in developing talent and enhancing employee experience. It is a common test for HR and digital content service providers to find out how to cross the technological and humanistic gap and deliver corporate knowledge to employees in the most effective way.
Omniplex shared the concept transformation characteristics of polishing online courses with product thinking, and shared the digital learning format that “emphasizes high user interaction”, and the “experiential map” design that transformed the teaching training program to digital learning journey under the new post-epidemic normal. He also shared specific successful cases in the form of digital learning with high user interaction and the design of “experiential map” for the transformation of training programs to the digital learning process in the new post-epidemic environment. We use product thinking to do HR, let users participate in the design, and turn passive into active. Even the usual corporate culture training can be revitalized.
Negotiation expert Li Xuesong said in his sharing that negotiation does not rely on being able to speak well, but on effective communication to allow information to be fully interacted with and value to be fully exchanged, and even to create greater overall value for the negotiating parties by introducing new variables. We have to look at negotiation from the essence of the problem, negotiation is not a way of speaking, but a mode of thinking. Openness, enterprise and innovation are very important qualities in negotiation.
Change and innovation are the eternal pursuit of enterprises, forming the key to sustainable development. Facing the road of digital learning development, major enterprises are also competing on the track to catch the fast train of digital transformation. In this offline salon, by understanding the personal insights of industry leaders on digital transformation, the satisfaction score of up to 8 in the post-session survey also reflected that the audience benefited a lot from this salon. In the future, aTalent will hold more such events to bring more industry knowledge to our clients. We are also committed to providing comprehensive talent management technology and putting the talent experience at the center of our solutions.
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