Elearning! Magazine

DEC 2016 - JAN 2017

Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.

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fashioned for millenials 28 December 2016 / January 2017 Elearning! competencies to measure against and grow their career at Express," shares Zaller. "It's by [job] layer and area of focus. You can see at the contributor, manager or director level, what's appropriate at that role, the manager above you, so you can formulate a career development program just from our competencies." PERSONALIZING LEARNING Express's talent program starts with an individual's personal aspirational vision of what he or she wants to do with his or her career. ey look at courses and classes, articles and books to gain some knowledge from; then the experiences follow. "It really starts at how we create a meaningful experience for you, so you can grow your career," says Zaller. "It's really important to provide Millennials the space to share what they are really great at in these collaborative spaces. ey can connect and see what everyone else is doing, or share ideas that they have." Communication is key to the Millennials and Express took "a riff " off of what millennials use to communicate today. Millennials use a range of social mediums and the learning experience needs to reflect this; Instagram, Twitter, Snapchat, Pinterest and Periscope. "What we love most is that our environment looks like Facebook meets Twitter meets learning site," adds Zaller. "You can't tell where there are classes or courses, or where there's an activity stream where someone is saying this is a great article, or have you considered this idea. It all molds together to create a curated experience for somebody." The learning platform, supplied by Saba, enables team members to find their own online development in bite-sized chunks that appeal to them. By switching to a user-driven learning platform, Express supports blended learning at a personalized level: providing each employee with personal, relevant recommendations of classes, content and expert connections that help each succeed at his or her job. The new learning ecosystem enables individuals to opt-in and access learning in areas of interest, resisting a one-size- fits-all approach. The system provides real-time recommendations, builds personal networks, promotes social collaboration, and provides direction for each of the more than 22,000 associates at Express. Prescriptive analytics provide each employee with personal, relevant recommendations of classes, content and expert connections that help them succeed at their job. "Whether you are walking down the hall, at your desk or in a store, you'll have the same experience with learning," reports Zaller. "You have bits and bytes of learning and communications based on your courses, articles, or activities of interest … over 20,000 people adding to the site on a daily basis." LEADERSHIP DEVELOPMENT AT EXPRESS e Express Essentials for organizational competencies describe the leadership skill set needed at a specific level in the company. ey are cataloged to focus on key behaviors. Outlined as a map, the competencies are shown at each level and how they build upon each other in each area of focus. e maps help employees create individualized development plans and evaluate the competencies needed to further grow in each level of the company. e competencies keep employees on track with their goals every day, and management integrates them into the mid-year and annual review process. In order to develop the best leaders in the retail industry who create an engaging environment consistent with the brand's values, Express focuses on a few core programs at each level that drive leadership behaviors. As part of its talent management strategy, Express wants to drive employee 'We conduct focused development so your "native genius" can shine.' – Adam Zaller, Vice President Organizational Development, Express

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