Expertise & Influence

Artificial Intelligence and Learning 2021
Artificial Intelligence and Learning
February 2021

The digital revolution and its underlying technology disruptions are sparking far-reaching changes in workers’ skills, whether technical, behavioural or line-of-business related. To provide support for facing them, it is now vital for businesses to speed up development of their teams’ skills.

So how can we now prepare for these deep changes instead of just putting up with them? For Cegos, it is defining and building the framework needed for man and machines to work together cleverly and effectively. This has led us to three strong convictions:

- As technology improves, the strictly human aspects of work are also growing in importance.
- Human interaction is vital to in-depth learning.
- In a world where it is increasingly necessary to learn fluidly and efficiently, our purpose is to get the learner involved and ensure their training is impactful and effective.

The subject of AI & Learning is proving to be a major issue for organisations. AI can be of great help to:
- Continuously adapt a training course or a learning path,
- Improve the learning environment with the emergence of learning companions
- Transform the learning experience and the trainer’s job.
- If that sounds like a huge opportunity, let’s keep in mind that algorithms do not have any moral boundaries or ethical principles: it is up to humans to establish an ethical framework for AI in learning.

Download our White Paper.

Future of Leadership 2020
Future of Leadership
September 2020

The digital revolution and its underlying technology disruptions are sparking far-reaching changes in workers’ skills, whether technical, behavioural or line-of-business related.

Receiving the appropriate training and acquiring the necessary agility in the workplace is a crucial challenge for workers around the world. Ongoing skills development, particularly those that will prove indispensable tomorrow, is a crucial factor for future employability.

Learning & Development is a strategic investment for businesses, since employees’ ability to keep up with the latest developments is a major factor in a company’s attractiveness and competitiveness.

Amongst these skills, leadership appears as a strategic lever to drive transformations in organisations. This White Paper "Future of Leadership" offers a broad overview of the subject:
- How to define and make the concept of leadership meaningful?
- Why is it a skill that is now challenged by transformations?
- How is this a lever of transformation for organisations and a factor of efficiency, collaboration and quality of working life for individuals?
- What are the 7 key skills of the leader of tomorrow and how can they be developed?

Download our White Paper.

Future of Soft Skills 2019
Future of Soft Skills
July 2019

To tackle the changes happening in the world of work, it is now vital for companies to step up the pace of their teams’ skills development. How can organisations anticipate and ease in these far-reaching changes, rather than simply dealing with the consequences?

Current advances in technology are challenging employees’ entire skills set, including technical, behavioural and line-of-business skills.

Under these circumstances, we will have to define and construct the framework necessary for man and machine to work together intelligently and efficiently.
At Cegos we have three fundamental beliefs about this:

• As technologies progress, the strictly human aspects of work and the skills they entail will steadily grow in importance.
• Human interaction is crucial for deep-seated learning.
• In a world where it will be increasingly necessary to learn and train efficiently on an ongoing basis, our job is to embed the skills that will help engage learners and ensure that their training is effective and has a lasting impact.

Download our white paper.

Learning and Development : decoding the future
Cegos Innovation Handbook, 2nd edition

Learning & Development departments face three challenges today:

• Measuring the impact of professional development projects by creating a stronger link between training and individual and organisation performance;

• Optimise the Total Cost of Ownership of these projects by implementing solutions that maximise the individual’s time spent at work.

• Digitisation means changing usual practices (in particular classroom training) and by finding new digital methods, proving that L&D is keeping up with the digital transformation of the company.

Initiatives are already underway: development of enriched classroom solutions, integration of MOOCs (Massive Open Online Courses) and free digital resources in internal training market places, mobile learning in transformation projects for example.

Promising trends are emerging: adaptive & data driven learning, real-time videos, virtual and augmented realities.

There is one pitfall left to be avoided: L&D managers and training organisations must strive to improve the quality and economic performance of training methods, without falling into a race to digitisation.

Download our white paper.

Our surveys

Transformation, Skills and Learning 2021
Cegos’ International Barometer Survey
October 2021

93% of employees say they are willing to undertake their own training to adapt to the transformation of jobs and professions

The 2021 survey polled 2,643 employees and 365 HR & Learning Directors, all working in private- and public-sector companies emplying fifty employees or more, in six countries: France, Germany, Italy, Spain, Singapore and Brazil.

Key points:
Despite the health crisis, organisations have continued their training efforts:
- 93% of HRDs say they have significantly adapted their training offer since March 2020.
- 52% of employees took the initiative for the training they received (compared to 48% for whom the training was imposed).
- 50% of HRDs have implemented online remote learning and 48% have implemented blended learning.

Strategic Workforce Planning at the heart of HR challenges to address the issue of skills obsolescence:
- According to the HR Directors polled, the skills used in 45% of the jobs in their organisation could become obsolete in the next 3 years.
- 45% report increasing difficulty in matching their organisation's skills needs with their training offer.
- 72% of HRDs consider that proficiency in basic skills a major HR objective.
- Digital communication, remote collaboration and agility/adaptation are the top three skills that HRDs believe employees should be proficient in.

Clear-sighted and pragmatic in the face of ongoing transformations, employees want to train:
- 64% of employees and 45% of HRDs consider that skills development is a shared responsibility between the company and employees.
- 76% of employees say they would willingly attend a course in their own time.
- For employees as well as HRDs alike, the three main drivers for learner engagement are rooting the training in a real work situation, facilitating access to the training content, and providing access to educational resources at any time on a multi-device basis.

Download our press release.

Leading and Managing in the Age of Disruption
Leading and Managing in the Age of Disruption

Leading and Managing in the Age of Disruption

Responses and findings from the Cegos survey of professionals across the Asia Pacific region.

The research focus
- Technology
Advances in technology are disrupting the way we do business more than ever. In order to innovate and succeed in a competitive marketplace, leaders and managers need to make the best use of new technologies.

- The Human Touch
Technology has a big impact on the way we work, but it is important not to lose the human touch.
Organisations that reflect this ethos in their work practises and recruitment / retention drives will be the ultimate winners.

- Strategy
Good planning, clear communication, along with flexibility and agility, help modern organisations stay ahead of the game in an increasingly complex world.

- Productivity
Leaders and managers must keep in touch with their workforce and create an environment that maximises operational efficiencies and productivity.

Get a copy of the full report on Cegos Asia-Pacific website.

Learning & Development function globalization and challenges
A European survey by the Cegos Group

Learning & Development function globalization and challenges

Today, Learning and Development (L&D) managers are facing four key challenges:

- Meeting business demand for committed workforce sharing best-in-class practices across countries ;

- Developing a genuine learning culture ;

- Building an effective L&D ecosystem by selecting the right technologies, organization, providers and content ;

- Keeping costs down and demonstrating business returns on training.

The current globalization of business is heightening these challenges more than ever before and driving more companies to internationalize their L&D function. ATD’s 2012 survey on training across borders suggests that at least 50% of companies are in this position.

Cegos conducted in 2015 a qualitative survey in 34 large international companies throughout Europe to gain a better understanding of how companies are meeting L&D challenges amid globalization.

This report explores the main findings from its interviews with HR or L&D managers in those companies. We also considered the experience that Cegos’ teams have acquired through the 200 international training projects they deliver worldwide each year.

Download the full report.

Digital Learning Excellence Awards

The Digital Learning Excellence Awards have been organised by Cegos since 2011. They promote programmes that reflect the richness and diversity of digital and mixed-format training courses provided today in the world of business and learning. The awards cover formats such as e-learning modules, mobile learning, serious gaming, social learning, micro-learning, on-the-job learning, MOOCs and SPOCs...

Each year in Paris, the ceremony brings together several hundred decision-making professionals in HR and training and awards the most effective, pioneering programmes in the following categories: Grand Prix; Best “Job” training programme: Best "Corporate" training programme; Best "Education" training programme.

More information