Coorpacademy is proud to work with the CivicTech Make.org on one of the eight actions of the “Stop Violence Against Woman” Civil Action Plan.
Coorpacademy is putting its digital expertise to the service of a training plan for professionals – especially policemen – in charge of helping women that have been victim to violence.
Discover the Action Plan (in French).
Coorpacademy’s Jean-Marc Tassetto discusses the importance of cultivating soft skills and how financial services firms like BNP Paribas are leading the way in upskilling and reskilling their employees.
This article was originally published in Finance Derivative, a global financial and business analysis magazine, published by FM.Publishing. It is a yearly print and online magazine providing broad coverage and analysis of the financial industry, international business and the global economy. Finance Derivative brings the latest News & Analysis from the finance world and corporate excellence. The magazine targets an audience of finance professionals, and corporate and private investors.
You can find the original article here!
Here are some extracts of the article:
“More and more experts tell us that soft skills in particular will end up in greater demand, in contrast to skills more reliant on fact-retention. Soft skills-based occupations may account for two-thirds of all jobs by 2030, according to Deloitte, while the Manpower 2018 Talent Shortage Survey underlines how transferable soft skills are gaining greater importance – with more than half of employers saying communication skills, both written and verbal, are their most valued employee attributes, followed by collaboration and problem solving.
The World Economic Forum’s recent Future of Jobs study says creativity is one of the top three skills workers will need and while robots may help us get to where we want faster, they cannot as yet be as creative as homo sapiens.”
[…]
“The financial services sector is not exempt from these trends. After all, superior customer service is quickly becoming an increasingly important competitive differentiator in the financial services field. That means that the development of soft skills such as empathy, emotional intelligence, motivation and effective communication can help brands elevate customer interactions and the customer experience overall. Financial services organisations may also overcome many of the obstacles limiting their growth by cultivating leaders with a strong set of key ‘human’ skills that can help them engage workers in digital transformation initiatives. A June article in the FT argues that ethics and navigating ethical dilemmas will also take centre stage as an important skill for future finance leaders, for instance.”
[…]
Making corporate learning relevant again.
“Learning and having fun are a good way of starting to encourage the development and practice of soft skills, as play and learning are both based on the desire to progress, to work with others and to have a social experience. Neuroscience has also shown us that playing stimulates curiosity and the desire to progress, for example, and play creates a congenial learning experience. Constant upskilling in things closely related to our daily job activities is a natural human goal to desire that we should be capitalising on.
To be successful, a modern workplace learning experience in the financial services universe should be deeply integrated with a job position and be directly useful to the learner. Modern workplace learning methods like microlearning are a powerful way to make this happen, for example, and this is an approach that can be easily integrated into the learning experience, allowing the employee to dynamically look for the knowledge she needs in situ. At the same time, the contribution of wider communities of learners can encourage uptake, as the ability to interact and measure up to others increases learning capacity.
One customer of ours has achieved this. BNP Paribas Asset Management employs these modern e-learning techniques, including pedagogical videos, online learning modules and games on digital platforms deployed across the entire network worldwide to update the skills of its workforce and to keep its advisors fully up-to-date on its suite of financial products.”
[…]
“For an approach that puts the user centre stage, user support is everything. Some comments HR at the bank has received suggest it’s doing this right: “The platform is user-friendly thanks to the battles, much better than traditional online learning;” “Very clear, the videos are graphically pleasing, and just the right length;” “A way of revising that is quick and efficient, very succinct content, a congenial platform.”
As a result of the kind of seismic drivers of employment change taking place in all industries including financial services, it is becoming more imperative that we all manage our long-term employability. Businesses that don’t equip their workforces with the tools to help will not be able to compete – shrinking, or even disappearing, as disruptive new players better prepared to help their teams develop the skills they need will take their place. Don’t let that happen to you.”
Discover the full article here!
You can also discover other articles from Jean-Marc Tassetto in the press!
Why acquiring soft skills is not as hard as you think – RealBusiness
Let’s start using a whole new class of meaningful HR KPIs – HRReview
How to Stop Worrying About a Jobless Future? – Bdaily Business News
For many years, calculating ROI (return on investment) of continuous training has been difficult, especially with the pressure of Direction Committees and stakeholders, with expenses sometimes hard to justify with actual and tangible results.
‘The main issue for Human Resources is the calculation of its return on investment.’ Catherine Benet, former HRD of Paris Airports (Aéroports de Paris).
How do we calculate the ROI of continuous training?
In the 50s, PHD and former president of the American Society for Training and Development Donald Kirkpatrick described an evaluation model of training efficiency in a 4 levels pyramid: The Four Levels of Training Evaluation. Jack Phillips then completed this model in the 90s in order to calculate ROI, with a 5th layer.
However and despite the evolution of HR practices over the years, the attendance sheet is – way too often – the method used to follow how people train and to see how many employees attended a course.
In this article, I’ll try to show you how asking yourself 12 questions can help nurturing the debate on the return on investment of continuous training. Food for thoughts and maybe a few leads to start calculating a tangible return on investment.
This is 7 minutes read. But there is a summary at the end of the page, for people in a rush 😉
Which ROI? For whom?
The 1st issue with return on investment comes from each and everyone’s expectations. When expectations are different, the calculation of ROI is different as well. Let’s take a few examples:
The stakeholder: ‘If I invest 1€ in training, I need to get 1€ + interests back.’
The senior executive: ‘To measure the return on investment, I need to see the training’s added value to business. How does it impact my business results?’
The HR Director: ‘In order to improve the return on investment of continuous training I can use digital learning tools. It’ll allow me to deploy our training content to the whole company very quickly, and to reduce face-to-face training times. My costs will be reduced, I’ll improve the return on investment.’
The Chief Learning Officer: ‘How can I measure my coworkers’ real learning impact? How can I measure with tangible results what they actually learnt?’
The managers: ‘Are these training programs concrete? My team doesn’t have any time to waste.’
The employees: ‘I hope the training content will be interesting.’
12 steps to calculate the ROI of training
In the end, the calculation of the ROI comes from a group of questions to be answered first.
These 12 questions aims at obtaining a positive and lasting return on investment with corporate continuous training.
If you apply a conversion rate to each of these questions, you will obtain a ROI calculation and an estimate of this feedback loop efficiency. Obviously, the more your conversion rates will be high, the better will be your ROI.
Does this solve the main problem of HRs?
No.
The calculation is complex. These tasks cannot be completed by HR executives only. HR executives cannot impact all of these elements. Learning, learning tools, content, pedagogy, trainers, senior executives are also playing an important part in this cycle. We also know there will be loss at each step.
To illustrate what I’m saying, let’s say we apply a 70% conversion rate to each steps.
On the 70% of employees who like to train, 70% are actually training for real. 70% of those former 70% are training with qualitative content, 70% of those remember it… And so on – you get it!
At the end of the 10th question, it’s easy to understand how it is complicated for a HR Director to justify the return on investment of continuous training.. The direction will only look at the result in the end: here, it’s a 2,82% performance (70%^10).
How to maximize your impact as a HR Director?
On which key performance indicators do you have the most impact?
Basically, on the first 4 steps of this cycle: make people enjoy learning, make training more accessible, provide qualitative content and improve how people memorize and learn.
If – thanks to you – you achieve getting 75% people enjoying training and learning instead of 70%, with 75% of them actually and effectively training, with then 75% of them training with qualitative content and 75% of them – the ones who train with qualitative content – memorizing better, then your impact will almost be perceived as twice as better than previously: 4,96% of performance! This is the KPI the Direction Committee will study and see as important!
The 4 key steps
MAKE PEOPLE ENJOY LEARNING!
To transmit the will to learn to someone is often a balance between what’s mandatory to learn and the will to give knowledge as a trainer, whether the trainer is a parent, friend, teacher, manager, coworker of HR manager.
To say that a student or a coworker doesn’t want to learn is a mistake. Everybody enjoys learning, but not on all topics and not if the learning process is boring, annoying or sometimes humiliating. It’s normal that the school system or some training programs are disregarded because of these observations.
A very few of us wake up in the morning wishing to learn theories we won’t be able to apply in real life, for hours, before to be tested via a quiz that won’t explain the notions we might have not understood previously.
A good User Experience is the essential basis in any training programs, whether it is in face-to-face learning or e-learning. Do you want to learn in a freezing classroom with boring teachers? Do you want to learn on a e-learning platform full of bugs where you can easily get lost? NO.
To exit the scheme of traditional learning and understand what really drives learners, we need to understand the Facebook quiz scheme. Why does a Facebook quiz engage students more than a lecture course in a large classroom, on a topic students voluntarily chosen?
Answer: format and methodology.
When Facebook asks you 10 questions to see which country would be the most suitable for you, your brain understands it’s a game, without challenges, in which you will probably learn something. Used in pedagogical ends, reverse questioning can be very efficient.
We need to deeply change the way we see training, and the solution doesn’t lay in what we were used to at school. Gamification can bring us a part of the answer. If you’re skeptical about the benefits of gaming, I invite you to take a look at the proportions of video games players per age ranks in France in 2018. The good balance between the game aspects and the learning ones is still to be found though.
MAKE TRAINING MORE ACCESSIBLE!
When does someone want to train? The morning before going to work, or going to work? When facing a business challenge? During a meeting? In the evening? Between two meetings?
Like any desires, it can happen anytime! We’re not robots: the urge or the desire to learn something new can pretty much happen all the time.
What is fuelling this desire?
Sometimes it’s a life goal, sometimes it’s a weak stimulus, something that got you curious at the coffee machine: ‘Did you hear about the latest scandal of misappropriation of funds by top executives of this famous international bank?’
10 minutes after, you’ll probably be reading press articles about the case, on your laptop or your smartphone.
From the beginning of content conception, we need to think it – the training content – to be as accessible as possible, on any support, at any time, from wherever we are.
PROVIDE QUALITATIVE CONTENT!
Would you rather look for information yourself among thousands of possible results or receive the most accurate information, summarized?
Don’t make the mistake of seeking volume over quality. By doing this – volume over quality – you’ll reduce your coworkers’ engagement, lose their trust and it’ll be way more difficult to monitor their progress on a large volume of content. Without mentioning how difficult it would be to update all content pieces.
2 options are available if you’re looking for qualitative content: look for the experts in each skill fields or look for training players who chose the quality of content as the main part of their editorial lines.
In order to massively and internationally deploy your training programs, keep in mind that your main constraint will be the cost of deployment of your training courses. For this reason, digital learning is a very interesting tool to massively and instantly deploy your content all over the world, at reduced costs.
IMPROVE HOW PEOPLE MEMORIZE AND LEARN!
What are the best practices to memorize information?
Some use the ‘Method of loci‘ to improve memorization, others simply follow training programs.
To repeat several times is a well-known technique to improve memorization. Right now, the buzz word is blended learning: mixing training methods to repeat information while avoiding the monotony of repetitions. Blended learning became very popular among large corporations but might not be enough to ensure information retention.
Well-thought quizzes where each right answer can get you a bigger bonus of points than previously will motivate you to repeat your actions without feeling it is boring or annoying. It’s the art of gaming: making you better while having fun.
The challenges – ‘Battle’ on the Coorpacademy platform – between learners are a good example of efficient gamified repetitions, especially for people who like to challenge themselves and others. It particularly suits salespeople.
At last, pedagogy need to stay at the heart of the learning system. Forcing someone to learn doesn’t guarantee – at all – the memorization of information. Sometimes we think we know the topic already and we don’t want to go through the ‘learning step’ before answering questions and actually test our knowledge. Why then force a learner to watch a video, learning material before answering any question? The learner could simply answer, make a mistake, relearn, redo it a bit later. This counts already for 2 repetitions, while it’s not more expensive, and the key learning factors will probably be way more memorized by the learner than if he/she was working on a classical learning format (the course, then the questions, then the evaluation).
To improve information retention, memorization, one needs to master the art of repeating while making the experience pleasant and enjoyable for the learner.
To sum up…
The return on investment of training is still hard to measure. A lot of factors – and most of the times factors that you can’t impact as a HR leader – need to be taken into account. But it is possible – still as a HR leader – to impact positively the ROI.
At the Human Resources level, it’s by making people enjoy learning, making training more accessible, providing qualitative content and improving how people memorize and learn that you’ll increase significantly the impact of continuous training on teams’ performance.
A few ingredients are essential to a good learning process: desire, pedagogy, repetition, top-notch user experience.
For an efficient international deployment for organizations of +1000 employees, e-learning and more particularly Learning Experience Platforms (LEP/LXP) became the essential tool which guarantees instant deployment at reduced costs.
Continuous training is even more important today as new jobs are created and others disappear before we even invented the right training for them. Learning how to learn is becoming essential in order to maintain one’s future employability. Training on soft skills is becoming more and more important as studies from the World Economic Forum and McKinsey show it.
BONUS
Why companies serious about training need to embrace a new generation of e-learning tools? – An article of Jean-Marc Tassetto, co-founder of Coorpacademy, published in Computer Business Review.
By the way, last but not least…
If you Googled the ‘Method of loci‘, you’re among the learners that are proactive in the way they learn. Congratulations!
If you haven’t but now want to Google it while reading this, it proves that it just takes a small stimulus to make people wanting to learn 😉
After we rewarded Sory Fofana with a prize for being the player of the millionth Battle on Coorpacademy, we decided to redesign the Battles on the platform. We started redesigning the Battle requests. Let’s see how! But before diving in, just a quick reminder on Battles…
A Battle is launched by a player to another, randomly or strategically chosen, your choice! The one who has the more right answers, or the fastest one in the event of a tie, wins the Battle. But not only, this player also wins stars to climb up the ranking and improves his or her knowledge base. Not mentioning the feeling of pride you receive after winning a Battle!
What are the objectives? The player who receives Battle requests…
1. …Is now better notified of being challenged
2. …Can choose better the Battles he wants to play and the opponents – they are well displayed on each Battle request cards.
3. …Can review the course before accepting the battle to get more chances to win!
Just see for yourself!
It’s time to play!
Corporate Digital Learning expert Coorpacademy is pleased to announce that it has been recognised as the leading ‘FrontRunner® for Learning Management’ by The Gartner Digital Markets Research Team.
Software users voted Coorpacademy top in the entire category, based on Usability and Customer Satisfaction, beating 22 other providers including Cornerstone LMS, OpenEdX and Lessonly.
Coorpacademy is a major force in the provision of user-centric corporate digital learning solutions. Coorpacademy makes in-work training always about the user, connecting back with the learner to find a better way to deliver what they want, as well as encouraging staff to develop their skills, especially ‘soft’ ones, to future-proof both their careers and the corporate knowledge base.
It is a leader in the next generation of Workplace Learning tools, the ‘Learning Experience Platform (LEP),’ which work by enhancing learner interaction and engagement as well as offering a wide range of training content. In Coorpacademy’s case, this translates into new digital functionalities, such as gamification and mobile learning, the latest teaching innovations including reverse pedagogy and 5-minute targeted ‘micro’ training modules, individualised learning paths and multiple forms of high value content via a catalogue of over 1,000 courses.
Commenting on the news, Jean-Marc Tassetto, co-founder of Coorpacademy, noted that, “We are extremely proud to be recognised by the learners themselves as a leader in Usability and Customer Satisfaction, as we are all about the user experience and the fact that users rate our platform so highly is testament to that. This reflects our determination to only ever offer training that suits the learner and which engages them enough to keep them coming back for more!”
About Coorpacademy
An Edtech startup and the European leader in Corporate Digital Learning, Coorpacademy is revolutionising online training with a Learning Experience Platform that integrates the latest innovations in instructional design, including gamification, microlearning and adaptive and social learning. Coorpacademy offers tailor-made content for its B2B customers and their 800,000 employees, but also a catalogue of over 1,000 courses produced with top industry experts like Forbes, IBM, IBM Think Academy, Wolters Kluwer and Video Arts.
Founded in 2013, the company is based at the EPFL (Swiss Federal Institute of Technology)’s Lausanne campus, and also has commercial offices in Paris and London.
About Gartner Frontrunner®
FrontRunner®’s Learning Management Quadrant tool is 100% data-driven and has been architected to help businesses easily identify top software products in a particular category, based on verified user reviews across three websites – Capterra, Software Advice and GetApp, which operate under the overall Gartner Digital Markets umbrella. The final rank is derived from user reviews to highlight users’ current most-favoured Learning Management software: products qualify as FrontRunners if they have received 20 unique user reviews in the last 24 month and earned the top scores for Usability and Customer Satisfaction, as well as offering the core learning management functionalities of course tracking and course management.
Coorpacademy’s Jean-Marc Tassetto outlines how to respond to new data on what skills are important in the workplace.
This new article written by Jean-Marc Tassetto, co-founder of Coorpacademy, has been published in Real Business, the content brand that tells the truth about SME life today for people starting, running and growing a small business.
To read it in its original version, it’s here. You can find here some extracts of the article:
“In its latest Annual Global Trends report, LinkedIn says it’s detected a real paradigm shift in what global recruiters are looking for in job candidates. The report, based on input from over 5,000 talent professionals across the globe, says soft skills like ‘creativity’ are increasingly sought after in today’s workplace.
Hard skills or soft skills for today’s era?
Hard skills are still highly sought after, such as competence in cloud computing. But as advancements in automation and AI change, the skills employers require is increasingly soft skills. In short, employers are recognising that computers can’t perform soft skills to the level that talented humans can. As the pace of business and automation speeds up, demand for employees to be able to think outside of the box, including their ability to work well with others is moving to the foreground. Skills such as critical thinking, communication, collaboration skills are what candidates need in the modern workplace.”
[…]
“Despite the increasing value of soft skills, the majority of companies lack any policy in this area. As a general rule, our work culture is not equipped to search for, grow or even accommodate these capacities. The critical question, then, is how will organisations adapt to acquire these increasingly desirable new capabilities?
Being a more flexible and adaptive working environment is the new way of doing business. We must take the right steps towards this shift. But most importantly, we need to accelerate their efforts to upskill and reskill. Plus we need to see a radical change in the way training is delivered.”
Make Skilling and Reskilling Engaging
However, acquiring soft skills is hard. Millennials especially, find traditional workplace PPT-driven instruction or traditional e-learning courses too uninspiring. Such indifference can turn your training budget into an expensive resource-wasting, tick-box exercise.
To get started, leaders should start using a new generation of digital tools. For example, the Learning Experience Platform (LXP or LEP), makes training relevant and exciting by putting the learner at the centre of the learning experience. Businesses need to re-think training. This includes getting people to really engage with it. This includes training content that’s diverse, interesting and easily accessible.
Gamification & Microlearning for Training
Firms should exploit the engagement potential of techniques like gamification, online competitions and learner quizzes. Neuroscience has shown us that playing stimulates curiosity and the desire to progress, as the term ‘play’ in the widest sense creates a positive, reinforcing learning experience.
Microlearning is a very powerful way to make this happen. This should be well integrated into the learning experience, as it allows the employee to directly look for the knowledge she really needs before a meeting. At the same time, the contribution of wider communities of learners should not be underestimated as the ability to interact and measure up to others increases learning capacity.”
[…]
“Training has a crucial role to play to skill and upskill your staff in new soft skills. Firms need to also pay heed to the learning experience in order that their staff genuinely acquire these new skills. Acquiring soft skills shouldn’t be hard – just use the tools out there to make it as easy as possible.”
Read the article in its original form here!
If you want to read other articles from Jean-Marc Tassetto, co-founder of Coorpacademy, it’s here:
Let’s start using a whole new class of meaningful HR KPIs – HRReview
How to Stop Worrying About a Jobless Future? – Bdaily Business News
Let’s welcome a new dawn of behavioural learning analytics – TrainingZone
Coorpacademy’s international team from 3 offices (London, Paris and Lausanne) gathered in Paris on July 11th to celebrate the 6th birthday of the company under the theme of cinema.
Will you recognize Audrey Hepburn, Harry Potter or Catwoman on the picture?
From the beginning of the story, our ambition was to revolutionize Corporate Digital Learning by being learner-centric and focusing on the individualization of learning experiences for each learners. Our success for the last 6 years told us we were right to take this strong viewpoint.
We want to take this opportunity to thank our clients, our content partners, our coworkers and our investors for this beautiful adventure!
It was a beautiful party. We’ll meet next year with a new party theme!
The SkillsBuild Program was officially launched officially on June 17th in Paris!
The SkillsBuild initiative is a Global program led by IBM aiming at supporting populations that need to re-enter the workforce. The program will help people to get training, to start new careers or to change careers. It gathers NGOs (Aurore, Emmaüs France, Fondation Agir Contre l’Exclusion, Fondation des Apprentis d’Auteuil et l’Institut de l’Engagement) and content partners, including Coorpacademy, a Corporate Digital Learning specialist.
During this launch party, we had the chance to sit down with Lisa Neddam, Education Offering Manager at IBM. She’s leading the project at IBM – her mantra is to use technology for the greater good!
Lisa Neddam showcasing the SkillsBuild Program at the launch party on June 17th.
What’s the objective of the SkillsBuild Program launched by IBM?
The SkillsBuild program is geared towards people who are looking for a job, who are in professional re-integration or vocational integration. This can be people that didn’t fit into the educational system, unemployed, migrants, refugees, woman that are getting back to work after a maternity leave, for example: SkillsBuild targets all people needing to be lent a hand to find a job, start careers or change careers.
The idea behind the program is that everyone can acquire or strengthen his or her skills at anytime it matters the most. Digital skills, obviously, but not only: we want to favor the new skills required to evolve in the digital world, professional soft skills, that need to be acquired in order to face the uncertainties of tomorrow’s world. The ability to work in a team, critical thinking, agility – for example. Jobs are under lots of transformation thanks to digital tools, so are the skills necessary to thrive in this environment!
What are SkillsBuild’s pillars?
First, there is the one pillar which consists in developing theoretical skills on a digital training platform, with learning tracks and digital certifications. However, we do think that just the digital training platform is not enough. We need to integrate the platform in more complete training programs. This is why we will implement the project with the help of 5 NGOs: they will provide the platform to their beneficiaries, but also to their coworkers and volunteers. We want to support the work that’s being done already by volunteers, to integrate it to existing items. Indeed, once someone is out of the professional world, that person needs a better and richer support program than just a training platform.
IBM will organize in the meantime acquired skills application projects, that’ll allow learners on the platform to acquire a first professional experience in the digital world.
Finally, the program offers employability coaching. There will job matching tools on the platform that will allow participants to look for professional opportunities on the basis of their own digital skills. On the other hand, there will be an ecosystem of employers ready to recruit on the basis of skills and not on the basis of education. The idea is to test the skills in a different way, to have a different recruitment mode based on skills and not prestigious universities.
Part of the training will be run through a digital training platform. How do you think you will avoid the digital tools’ fear of adoption that can sometimes occur?
Often, there is a lack of maturity on digital topics and this can block the adoption of new tools: SkillsBuild is also an opportunity for these associations to set up the digital platform for their employees and volunteers.
In this vision of upskilling, these 5 NGOs will be able to suggest and work on their own digital transformation projects. These projects will be delivered by IBM experts in a skills sponsoring logic. Before this, IBM was doing these kind of projects in a “closed circle” with associations, and now we’ll use this as opportunities to put skills into practice, by opening the projects to learners either in shadowing or in active participation. We’re looking for a win-win ecosystem in which associations can help their beneficiaries in upskilling and getting a job while working on their own digital transformation.
At IBM, we have set up a dedicated team of Digital Success Managers full-time from July 1st to support the platform adoption and stickiness of learners and to help associations and learners. 5 people will be dedicated to learners in a sponsoring skills logic for the platform to be used as its best!
IBM’s Digital Success Managers, who are full-time from July 1st to support the people targeted by the program.
To sum up the project, it’s a mix we think smart between projects, online resources, skills sponsoring, mentoring and coaching. In addition to the digital tool, we do think that the support has to be rich. The final goal is to maximize engagement, adoption, stickiness, for people to find their spot again in the professional world and to be happy where they will be.
Can you speak to us about the associations that are partnering with SkillsBuild (Aurore, Emmaüs France, Fondation Agir Contre l’Exclusion, Fondation des Apprentis d’Auteuil and l’Institut de l’Engagement)?
These associations are working with diverse types of populations but all need support to get back to the professional world. Some focus on young adults, other on migrants, long-time unemployed people or entrepreneurs to be.
These are all big names in the NGOs world in France, and they have the necessary infrastructures to welcome a program like this and make it work!
They contacted us through IBM’s network and the selection went naturally from there.
Why did you choose Coorpacademy as a content provider for this project?
First of all, we didn’t want to do this project through an IBM platform, we wanted an open platform, a different one. IBM already has a lot of online training platforms, but we needed the right pedagogical methods, the best content, we wanted to partner with the best in their fields.
What we like at Coorpacademy is the pedagogy – which is different from IBM’s one – the gamification, the microlearning, the global accessibility of the platform. We wanted a balance between corporate content – content from IBM – and content with different approaches and different pedagogical methods.
The program will contain 3 training tracks. One will focus on Digital Culture with Coorpacademy, the 2 other ones will be more specializing ones: one on customer support and care, the other on web programming with CodeDoor.
Armelle Lavergne, Head of Content and Partnerships at Coorpacademy, was presenting Coorpacademy at the launch party.
The MOOC Paris Airports laureates awards ceremony, organized by Tourism Academy, occured at the Maison de l’Environnement et du Développement Durable in Athis-Mons (France) on July 4th, 2019.
The MOOC Paris Airports is an online training platform powered by Coorpacademy which will allow this new learners promotion to specialize in airport services jobs, from welcoming tourists to airport security and assistance to people with reduced mobility.
We are proud to help creating jobs in what is the first showcase of France in the world with our pedagogical expertise.
We also took this opportunity to interview Sory Fofana, who finished at the 4th spot of the MOOC and who played the millionth Battle on Coorpacademy!
He enjoyed his learning experience on the Paris Airports MOOC and now wants to keep training as an Hotel Assistant Manger. He started on Monday (08/07/19) to practice his new skills in a 3-stars hotel.
“The MOOC gave us great insights to propose a top-notch welcoming experience to tourists. I’ve never seen an online training platform as complete as this one, with as much learning content. It was completely new to me and really great!”
What were you doing before taking this Paris Airports MOOC online training?
Before I took this training, I was doing an internship in order to become an Hotel Assistant Manager. I just finished the theoretical part of it. Now, I’ll start the put into practice part of it, on Monday, July 8th. For the next 4 months, I’ll apply what I learned in the theoretical part of the training.
You finished 4th in the Paris Airports MOOC, how did you achieve this great result?
It was a long challenge, and pretty difficult for me. How did I do it? I needed to earn points, especially with playing Battles one I had finished all training contents. Had I not played Battles, I wouldn’t have been amongst the 4 laureates of the Paris Airports MOOC.
What did you think of the online training platform?
I thought it was great. It was completely new to me, I’ve never found something similar to this. The website is great, the training content was very pedagogical and the more you finish modules, from Basic, Advanced and Coach, the more you want to learn the rest. The pedagogy is great, and it’s playful at the same time.
What did you think of the Battle mode?
When I had finished all courses, and after I got all badges and certificates, I received a Battle requests. I started to look into this. And I was like: “Let’s try this!” The more I received Battles requests, the more I played, and I told myself: “If I want to finish among the laureates, I need to challenge other learners and play Battles!”
What was your favorite course on the platform?
My favorite course was the one on Indians. I worked for more than 10 years in the hospitality field at AccorHôtels, and I was welcoming Indian customers. Indians can be complex customers, they have their own way of asking things and I needed to adapt every time to their culture, to their ways of thinking and to their ways of seeing things. This course really interested me in order for me to face any kind of situations with Indians. They’re very curious, and the more they ask questions, the more they show interest to our culture, to our ways of seeing things. Through this course and the Battles associated with it, I really understood how to welcome Indians when they visit France.
What do you want to do after?
Battles.
Congratulations on the millionth Battle played on the platform!
Thank you very much! It was a great experience, an enriching one. Thanks for all the work you’ve done for the platform to work seamlessly, I didn’t see any bugs. It was great overall!
Bravo!
According to the study Learning Insights 2019 by City & Guilds Group: ‘UK employees want their employers to provide a much more curated and tailored approach to training to better equip them with the skills needed for the future. They want to see more engaging (37%), personalised (35%) and better-quality (29%) content, as well as shorter micro-learning (23%) methods available at work.’
More engaging?
Why not try the ‘Battle’ mode on Coorpacademy?
In our Learning Report 2018, we identified a type of learners, the Players (the learners who played at least one Battle) and we realized that Players were more engaged and more efficient in training. The Players are 2x more present: the number of months that a learner is active on the platform during his/her whole learner life cycle is two times higher for Battle players than for non-players. The Players are also 3x more active, with more than 3x more lessons viewed. They also dive deeper into the content: they have started and completed 7 more modules on average than non-players. Finally, the Players are 13% more successful (success rate is measured as the completion rate of started modules) than non-Players.
By the way, did you know that our clients are also seeing the difference? In our latest interview with BNP Paribas Asset Management (they launched their Coorpacademy-powered platform Digit’Learning in May 2018), Sylvie Vazelle-Tenaud, Head of Marketing Europe for Individuals, Advisors and Online Banks, told us:
We present the platform as a tool for gaining expertise with a gaming aspect. In our communication, we mainly highlight the functionality of “lives”. We also highlight the fact they can earn stars. This functionality enables us to generate emulation between employees and make them want to take the courses again. Conversely, we didn’t communicate very much about battles but the employees discovered that functionality on their own and loved it! Coorpacademy offers flexibility in learning without being time-consuming, as the average duration of an entire learning journey is 20 minutes. Employees build their expertise in record time while having fun!
Indeed, more than 70,000 Battles have been launched on the BNP Paribas Asset Management platform in only one year. And the Battle mode is pretty successful on Coorpacademy, because we just reached 1 million Battles played on all Coorpacademy platforms!
UK employees want more personalised training content?
Our Behavioural analytics allow us to create 27 learners’ profiles, in order for everyone to have the most personalised and individualised course recommendations.
In one of his latest article published in TrainingZone, Jean-Marc Tassetto, co-founder of Coorpacademy, takes the examples of the Curiosity or Perseverance Key Performance Indicators and how they can be of great help for learners (for their own individualised course recommendations), but also for L&D managers.
L&D managers and administrators benefit [from Behavioural Analytics] because they can access all sorts of new types of insight – not only finding out what someone successfully learned, but how the learner got there and which learning approach they chose.
This opens up tremendous diagnostic value, way beyond pure learning analytics. It also opens up the possibility for new performance indicators, such as curiosity, or perseverance – both hugely valuable HR metrics.
Take curiosity, identified as an “important variable for the prediction and explanation of work-related behavior” (Mussel, 2013). That is really critical, as motivation to engage in lifelong learning is a sine qua non of employability for today’s worker.
Notably, another important effect of curious collaborators is that they contribute to a company’s innovation potential, particularly in the light of the “death of top-down management” (cf. John Bell, 2013).
Employee learning perseverance is another potential new KPI example. When you next need to decide who to recruit to lead a project, or who to train, it may be useful to select those who are qualified but also the most resilient candidate (cf. Amy Ahearn, 2017).
Better-quality?
Our courses are co-edited with top experts, such as IBM, Video Arts, Wolters Kluwer, famous publishing houses…
Shorter?
All our courses are available in a microlearning format: 5 minutes, just the time you need to learn quick insights or refresh your memory on a topic, before an important meeting or when you flight is about to take off.
In his article 5 minutes to learn, Jean-Marc Tassetto, co-founder of Coorpacademy, explains the concept of microlearning:
The content is divided into several shorter, more accessible sessions, with the creation of opportunities and contexts as a background. A session of microlearning should be seen as an opportunity to create special and useful “moments” for learning, particularly on mobile, while waiting for a meeting to start or a plane to take off. It’s during these moments that employees will want to integrate a few useful notions.
We launched “5 minute learning”: short content, editorialized and contextualized according to what’s going on and what our customers need, and delivered on mobile, which allows the creation of these short learning “moments”. All of this is supported by an engaging user experience.
Contact us to know more about what Coorpacademy’s Learning Experience could offer to your organisation!