BY Capgemini
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IT trends spotted and checked by experts


What happens

On 16 June, Afpa (the National Association for Adult Vocational Training in France) rolled out Lab'Social Learning - an initiative which brings together eight start-ups in a bid to develop a new digital learning service.

so what?

University lecturer and MOOC creator

CÚcile Dejoux is a lecturer and affiliate professor at ESCP Europe. In 2015, at the CNAM (the French National Conservatory of Arts and Crafts) she created the Human Change Learning Lab,...

Digital technology is leading to new in-company training practices. After beginning online, the course is completed through face-to-face training and the sharing of experiences between employees. The creator of France's most widely used MOOC gives us more details.

How is digital technology changing in-company training?

Up until now HR departments have had the final say when it comes to training. The themes to be covered were defined in a schedule and a list of available training courses was sent out to staff members. Today, the latter no longer wait for the HR department to propose courses. The internet offers employees a limitless number of tutorial-based learning resources, MOOCs (Massive Open Online Course - editor's note) and TED-type conferences.
In France the law has encouraged this reversal of roles with the implementation of the Personal Training Account ("Compte personnel de formation" - CPF). It is no longer the company which allocates a training course to an employee but the employee who is allocated a quota of hours for training. 

The employee opts for tangible learning outcomes of a practical nature. They are also keen for the company hierarchy to acknowledge their efforts: "I have completed a certified MOOC aimed at implementing new project management methods. How do you plan to make the most of this as part of my career?" 

What are the benefits for the employer?

Whilst training in the past used to largely benefit executives, digitalisation means that a lot more people can be trained. There is a wealth of quality resources out there that are either free or highly affordable.

That said, repeating the errors that plagued the early days of e-learning - when learners where simply left alone in front of their computer screens - is not an option. What is needed is a hybrid form of learning which combines virtual, face-to-face and community-based learning. Learners, for example, can complete a MOOC then meet with each other to truly take ownership of the content via games and quizzes etc.

Face-to-face learning must be renewed by bringing in coaches and specialists. Ultimately the goal is to foster a collaborative environment and the sharing of experience between trained employees. People like to exchange their views, as well as their business cards.    

What role is left for the manager?

Some people see becoming an executive as the ultimate goal of their career. They see it as a way of finally being able to exercise their power. Today, executives are required to exude energy, motivate a team and manage conflicts, but it is the collective that decides.

When it comes to training, a manager can prescribe courses and engage in mentoring. Training requires a strategy, tools and support. Similarly, experience-sharing does not grow out of thin air. We have seen this with the rise of enterprise social networks (ESNs). Some companies have invested significantly in order to obtain the desired tools but, at the same time, they have left employees to their own devices, basically saying to them "Go on, now communicate". That doesn't work. Communities with clear objectives and schedules need to be created. When someone has a question, they don't ask it to a network of 10,000 people, they call a colleague. That's what we call a strong bond.

Who cares?


Any company that has invested - sometimes at a loss - in an e-learning website

How, in 2016, can an HR department capitalise on its range of specialised training courses while utilising online resources and more classic, face-to-face training sessions? HR must also find a way to bring together communities of employees who share the same interests via internal or external social networks.

Training institutions that need to reinvent themselves

What is the added value of such institutions when there are a plethora of resources available online? There is ever greater pressure on these institutions given their fixed costs (office space, staff etc.). Their trainers need to reinvent themselves as coaches, free to choose the online content they deem as most appropriate for their audience, at the same time as developing their own courses and bringing communities to life.
Innovators Race

As Capgemini turns 50, we give early stage start-ups the opportunity to jump-start their business and win equity-free funding of $50,000.

For more information:

Innovators Race

As Capgemini turns 50, we give early stage start-ups the opportunity to jump-start their business and win equity-free funding of $50,000.

For more information:

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