Once, twice, one thousand times a knowledge worker

From the Coleface

Amongst the exhortations for L&D people to be more business savvy which are hard to take issue with, Jay states that we now work in an environment where a “great knowledge worker can be several hundred times as productive as his peer” My first reaction was: how can you believe this is true? So if in L&D our aim is to enable knowledge workers to become great knowledge workers, we should be looking for ways that we can help achieve great productivity gains.

Skills Capability Building – Knowledge Workforce VS Frontline Workforce

Disprz

The brain (knowledge workforce) and the face (frontline workforce) of the company, play a vital role in outmaneuvering these uncertainties. fall in the category of knowledge workers. The average learning hours for knowledge workers rose from 1.5

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Kuljit Chadha | AI-powered right skilling suite that supports enterprise learning

Disprz

If you look at the blue-collar workforce 90% of learning happens on the mobile phone and the data that we have seen with respect to a knowledge worker is 50-50. For white-collar workers, it is mostly English. Another key trend that we have seen is around the completion ratios.

6 Key Questions to Guarantee Sales Learning Success

Allego

Research shows that professionals learn best when they receive 90% of their learning informally and experientially, and only 10% from classroom training or eLearning—the exact opposite of the ratio that most companies offer.

Sales 105

5 Skilling Problems You Can Solve With An Enterprise Learning Solution

Disprz

How about applying the same strategy to learning so your frontline and knowledge workers could instantly access and digest knowledge nuggets on-the-go. Microlearning in enterprise learning solutions facilitates the quick dissemination of knowledge through bite-sized content.

Workplace Productivity

Tony Karrer

One of the favorite quotes I used to use during presentations was Drucker - The most important contribution of management in the 21st century will be to increase knowledge-worker productivity. I firmly believe that all management and workplace learning professionals need to be constantly looking at how we can improve the performance of knowledge workers. However, when we look at concept workers, workplace productivity seems to be a fairly limiting phrase.

Skill analytics – Beyond learning and skilling for better ROI

Disprz

Disprz has enabled companies like Wellness Forever, a leading pharmacy retail chain in India increase their course completion ratio by 80%. Training can help in enhancing the knowledge and skills of the employees.

Skill Analytics – Beyond Learning And Skilling For Better ROI

Disprz

Disprz has enabled companies like Wellness Forever, a leading pharmacy retail chain in India increase their course completion ratio by 80%. Training can help in enhancing the knowledge and skills of the employees. Analytics builder can be used in the performance management of both knowledge workers (finance teams, operations, supply chain, etc) as well as frontline workers (sales, insurance agents, store managers).

ROI 40

eLearning Trends That Will Dominate In 2022

Instancy

This flexibility leads to increased engagement and completion rates, and learners return to review and revisit learning resources. Mobile learning supports a culture of self-directed and continual learning and assists in keeping the existing knowledge base current and relevant.

THE 70:20:10 MODEL – TODAY, TOMORROW & BEYOND

Learnnovators

High value knowledge work requires different capabilities and different mindsets to transactional work, and networked organisations have different needs compared to highly structured organisations. Performance support – providing support to workers at the point-of-need – is becoming more common, too, although most learning professionals have little experience in designing performance support solutions.

The 70:20:10 Model – Today, Tomorrow & Beyond

Learnnovators

High value knowledge work requires different capabilities and different mindsets to transactional work, and networked organisations have different needs compared to highly structured organisations. Performance support – providing support to workers at the point-of-need – is becoming more common, too, although most learning professionals have little experience in designing performance support solutions.

Improving Informal Learning

Big Dog, Little Dog

Two recent posts got my attention -- Tony Karrer's Reduce Searching Start Talking and Harold Jarche's Effective knowledge sharing. Harold notes the 80-20 funding ratio between formal and informal learning and Will Thalheimer questions this funding differential in the comment section. However I tend to believe the learning to spending ratios look closer to second chart, but probably for a couple of different reasons than where the authors of the book got their numbers from.

Informal Learning – the other 80%

Jay Cross

Workers who know more get more accomplished. Most of what we learn, we learn from other people — parents, grandparents, aunts, uncles, brothers, sisters, playmates, cousins, Little Leaguers, Scouts, school chums, roommates, teammates, classmates, study groups, coaches, bosses, mentors, colleagues, gossips, co-workers, neighbors, and, eventually, our children. The organization establishes the goals and gives the workers flexibility in how to meet them.