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Social Government: Continuous Development Environments for Federal Agencies

ATD 2014 Session: TU219
John Low | May 06, 2014 | Video

Much of the training and development in the federal government is measured by the hour and takes place at discreet times throughout a career. In many cases federal employees must complete a specific number of hours of online or in-class training in order to qualify for promotion. The learning event model is based on a systematized approach to training intended to standardize qualifications and provide a road map for development. Unfortunately it often fails to support actual on-the-job performance. Contributing factors include lack of engagement with the content, training that is too far removed from the job, and content that is not relevant or 'one size fits all.' This model is starting to be subsumed by a more comprehensive learning ecosystem comprised of formal and informal content, online social interaction, and smarter knowledge management, which is facilitated through the use of enterprise social media and collaboration technologies. This combination of content and resources accessed through a social collaboration platform is the foundation of the continuous development environment. In this session we will examine continuous development environments that have been implemented within U.S. federal government agencies. We will explore specific use cases along with strategies to promote engagement and participation. Topics include enterprise social media, short format content, and performance support.

The Role of Learning & Development in Talent Management

ATD 2014 Session: M208
Mark Allen | May 05, 2014 | Video

The emerging discipline of talent management is an important issue for organizations all over the world. The talent management functions of workforce planning, talent acquisition, development, deployment, engagement, and retention are important issues for any organization in any industry. The learning and development function has played a vital role in talent development, but the rest of the talent management functions are typically handled by other parts of the organization. In this session, we will explore the ways that learning and development can assist with all of the talent management functions beyond the obvious development function. Using numerous real-world examples, the speaker will present case studies discussing how many organizations are using their learning and development function or corporate university to contribute to the execution of all of the talent management functions.

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