Ihr Wettbewerbsvorteil? Skills.

Dennoch haben die meisten Unternehmen nach wie vor Schwierigkeiten, Skill-Intelligence mit ihrer Personalstrategie zu verknüpfen. Sie sind mit unzusammenhängenden Systemen, manuellen Prozessen und isolierten Daten konfrontiert. All dies bremst die Teams aus.

Deshalb freuen wir uns besonders darüber, dass Degreed jetzt eine von SAP empfohlene App ist. Das ist mehr als nur ein Gütesiegel. Diese SAP-Empfehlung erhalten nur Lösungen, die höchsten Anforderungen in den Bereichen Sicherheit, Skalierbarkeit und Innovationskraft gerecht werden. Für Ihr Unternehmen bedeutet dies eine verifizierte Integration zwischen Degreed und SAP SuccessFactors – und einen großen Fortschritt bei der Abstimmung der Kompetenzentwicklung auf die Personalstrategie.

Das Potenzial von SAP + Degreed

Die Auszeichnung „von SAP empfohlene App“ bestätigt, was unsere Kunden bereits wissen: Degreed und SAP SuccessFactors sind gemeinsam stärker.

Diese neue Integrationsstufe bietet Ihrer Organisation folgende Vorteile:

• Einheitlicher Lernprozess: Zuweisungen, Erledigungen und Katalogdaten aus SAP SuccessFactors werden automatisch mit Degreed synchronisiert – ohne manuellen Aufwand und ohne Datenverlust.
• Intelligentere Personalisierung: Degreed nutzt Profil- und Jobrollendaten aus SAP, um KI-gesteuertes Lernen zu ermöglichen, das auf die individuellen Bedürfnisse, Ziele und den Entwicklungsweg jeder einzelnen Person zugeschnitten ist.
• Bidirektionale Synchronisierung von Skills: Skills aus dem SAP Talent Intelligence Hub und dem Growth Portfolio werden direkt an Degreed übertragen, sodass Lernende personalisierte, aktuelle Lernempfehlungen und Einblicke erhalten. Darüber hinaus können in Degreed aktualisierte Skills – beispielsweise durch erledigte Lernmaßnahmen – über das Open Content Network (OCN)* an SAP zurückgesendet werden, sodass sie als Empfehlungen im Growth Portfolio angezeigt werden können. Dadurch bleibt die Entwicklung auf Kurs – keine doppelten Eingaben, kein unnötiger Aufwand.
• Systemübergreifende Suche: Von Degreed kuratierte Inhalte werden direkt in SAP SuccessFactors Learning angezeigt, sodass Mitarbeitende das Gewünschte finden, wann immer sie es benötigen, ohne dabei ihre Arbeit unterbrechen zu müssen.*

* Dies ist eine geplante Integration.

Warum das gerade jetzt so wichtig ist

Seien wir ehrlich: Isolierte Systeme und veraltete Qualifikationsdaten sind nicht nur frustrierend, sie behindern den Fortschritt.

Laut Weltwirtschaftsforum werden bis 2030 mehr als die Hälfte der Arbeitnehmer:innen weltweit neue Skills benötigen.

Das ist nicht nur eine Herausforderung für den Lernprozess. Es ist eine geschäftliche Notwendigkeit.

Mit Degreed und SAP lassen sich kritische Skillanforderungen präzise ermitteln. So können Führungskräfte fundiertere Personalentscheidungen treffen und Mitarbeitende ihre Entwicklung auf die wichtigsten Bereiche konzentrieren.

Sie können das Lernen in großem Umfang personalisieren, die Zeit bis zur Produktivität verkürzen, das Engagement steigern und die interne Mobilität erhöhen.

Ebenso wichtig ist, dass Sie das Lernen direkt mit strategischen Geschäftszielen verknüpfen und die Wirkung mit den Berichten und datengestützten Erkenntnissen belegen können, die Führungskräfte heute erwarten.

Lassen Sie uns gemeinsam Ihre Belegschaft transformieren

Ganz gleich, ob Sie mit Personalmangel zu kämpfen haben, die digitale Transformation vorantreiben oder eine kompetenzbasierte Strategie einführen möchten – mit der gebündelten Performance von Degreed und SAP haben Sie ein einheitliches System, mit dem Sie all dies schneller, intelligenter und mit deutlich weniger Spekulationen erreichen können.

Sind Sie bereit, die Möglichkeiten zu entdecken?

The post Degreed ist jetzt eine von SAP empfohlene App. Warum ist das so wichtig? appeared first on Degreed.

„In der Vergangenheit reichten die eigenen berufsbezogenen Skills beinahe das ganze Arbeitsleben lang“, kommentiert Rosemary Hoskins, Global Capability Lead bei AstraZeneca. „Jetzt wird das Arbeitsleben immer länger. Skills sind dagegen noch nicht einmal für fünf oder zehn Jahre relevant.“

In den L&D-Abteilungen großer Unternehmen mit langjähriger Tradition wie AstraZeneca macht man sich Gedanken über die Zukunft der Belegschaft und darüber, wie man sie langfristig mit den nötigen Skills ausstatten kann. Für Weiterentwicklung in dieser Hinsicht braucht es neben einer neuen Lernstrategie auch ein besseres Lerntechnologie-Ökosystem. Gleiches gilt für Methoden, die besser gewährleisten müssen, dass L&D-Programme konkreten, messbaren geschäftlichen Mehrwert liefern.

Vermittlung der richtigen Skills zum richtigen Zeitpunkt

Jahrelang war AstraZeneca in erster Linie im europäischen Raum bekannt. Dank seiner Partnerschaft mit der Oxford University und seinem konsequenten Fokus auf der Verbesserung von Lernprozessen ist das Pharmaunternehmen heute jedoch weltweit dafür bekannt, schnell einen Impfstoff für COVID-19 entwickelt und marktfähig gemacht zu haben.

Im Jahr 2019 formulierte die Unternehmensführung von AstraZeneca das Ziel, durch Innovation mehr Wachstum zu erzielen. Bei der Umsetzung sollte der L&D-Abteilung eine zentrale Rolle zukommen. In diesem Zusammenhang sollte auch die Möglichkeit geschaffen werden, den Mitarbeitenden Aufschluss darüber zu geben, über welche Skills sie verfügten. Außerdem sollten sie dafür begeistert werden, sich die Skills anzueignen, die sie darüber hinaus benötigten. 

Damals hatte das Unternehmen einen Flickenteppich aus nicht weniger als 75 Lernsystemen im Einsatz, die ein kleines, meist englischsprachiges Angebot für rund 110.000 Mitarbeitende bereitstellten. Die Suche nach relevanten Lerneinheiten, um die eigene Leistung zu verbessern, glich der Suche nach der sprichwörtlichen Nadel im Heuhaufen.

Schlimmer noch, die Inhalte waren größtenteils auf Präsenzlernen ausgelegt und somit gänzlich ungeeignet für das hybride Arbeitsmodell des Unternehmens, denn die meisten Bildungsexpert:innen sind in separaten Geschäftseinheiten oder unterschiedlichen regionalen Märkten tätig.

Tiefgreifender, strategischer Wandel dank Degreed

Im ersten Schritt ermittelten die L&D-Verantwortlichen fünf Kernbereiche für die Transformation. Dies beinhaltete neben einer Evaluierung des Status quo auch eine Bestimmung der Ziele für die Zukunft.

Inhaltssuche und Mitarbeitererlebnis

Perspektivisch ging es dem Team von Hoskins darum, einen Lerntechnologie-Stack zu gestalten, der es den Mitarbeitenden erleichtert, Inhalte zu finden, und der Analysen zur Förderung von Lerninitiativen ermöglicht. Dabei entschied man sich für Degreed als primäre Lernplattform, da sich damit sämtliche Phasen der Inhaltssuche bei AstraZeneca abdecken ließen.

Im Einzelnen ermöglicht Degreed für Mitarbeitende Folgendes:

• Klarheit über verfügbare Inhalte
• Unkomplizierte Navigation zu diesen Inhalten
• Personalisierte Vorschläge für Lerninhalte

Überzeugen konnte Degreed zudem dadurch, dass die Mitarbeitenden von AstraZeneca genau das lernen können, was sie benötigen, wenn sie es benötigen. Maria Jewell, Talent and Development Functional Lead bei AstraZeneca, dazu: „Uns ist wichtig, dass man unabhängig davon, in welchem Unternehmensbereich oder welcher Rolle man tätig ist, jederzeit und auf jedem verfügbaren Gerät lernen kann.“  

Inhalte

Um die richtigen Inhalte möglichst einfach auffindbar zu machen, kategorisierte AstraZeneca Skills nach Gruppen, wählte davon fünf aus, die für das Unternehmen besonders wichtig sind, und identifizierte dazu passende Inhalte. Im gleichen Zug wurden überflüssige Inhalte gestrichen, um Geld zu sparen.

Degreed half dem Unternehmen zudem bei der Umstellung von den überwiegend auf Präsenzlernen ausgelegten Angeboten auf globale Online-Inhalte zum eigenständigen Lernen, asynchrone Programme für gemeinschaftliches Lernen und Live-Programme. Außerdem nahm das L&D-Team in großem Umfang die Übersetzung der bislang nur auf Englisch verfügbaren Inhalte in die 14 Sprachen in Angriff, in denen das Unternehmen 90 % seiner Geschäfte abwickelt.

Analysen

Während das Team von Hoskins die Quantifizierbarkeit sämtlicher Inhalte sicherstellte, erarbeitete man im Team von Jewell neue Konzepte zur Messung des Lernprozesses bei AstraZeneca.

Ursprünglich hatte man für diese Messung drei Aspekte zugrunde gelegt:

• Nutzung: Nehmen Mitarbeitende an Schulungen teil und schließen sie sie ab?
• Erlebnis: Wie fallen Feedback und Net Promoter Score aus?
• Wirkung: Inwieweit haben die Lernaktivitäten Auswirkungen auf den Geschäftserfolg?

Die Nutzungsmessung war zwar ein entscheidender Aspekt, wenn es um die Erfüllung von Compliance-Vorgaben ging. Jewell wollte jedoch noch tiefer gehen, und so automatisierte sie, wie das Team die Nutzung erfasste. Zudem stützte man sich für die Messung des Erlebnisses nicht mehr auf Umfragen, sondern erfasste, wie häufig Inhalte mit „Gefällt mir“ bewertet oder geteilt wurden. Durch diese Anpassung konnte sich das L&D-Team stärker auf die Messung geschäftlicher Auswirkungen konzentrieren, indem es die Mitarbeitenden dazu befragte, wie sie ihre Skills im Arbeitsalltag einsetzen und wie sich dies auf die Geschäftsergebnisse auswirkt.

Globale L&D-Auswirkungen bei AstraZeneca

Zu Beginn seiner Transformationsvorhaben hatte AstraZeneca 75 Lernsysteme im Einsatz, deren Zahl das Unternehmen seit 2019 in gerade einmal fünf Jahren um 91 % reduzieren konnte. Übrig geblieben sind davon nur noch acht Lernsysteme, allesamt vereint in Degreed, das zum Zeitpunkt der Erstellung dieses Artikels von 50.000 Mitarbeitenden des Unternehmens aktiv genutzt wird. Außerdem haben die Mitarbeitenden mehr als eine Million Module absolviert, und 90 % von ihnen haben neue Skills entwickelt.

Ein wichtiger Punkt ist zudem der Fokus auf Quantifizierbarkeit, da AstraZeneca dadurch signifikante Erfolge verzeichnen konnte. So geben mit 97 % fast alle Mitarbeitenden an, Gelerntes anzuwenden, während 90 % der Ansicht sind, dass dies zu einer besseren Unternehmensleistung beitragen wird.

Dank der engagierten Weiterbildung seiner Mitarbeitenden gelang es AstraZeneca, innerhalb von weniger als 18 Monaten nach Ausbruch der Corona-Pandemie mehr als drei Milliarden Dosen des COVID-19-Impfstoffs an 177 Länder auszuliefern. Zwei Drittel dieser Impfstoffe gingen an Länder mit niedrigem und mittlerem Einkommen. AstraZeneca ist heute ein Name mit weltweitem Renommee.

Das richtige Lerntechnologie-Ökosystem: Der Weg ist das Ziel

AstraZeneca zeigt eindrucksvoll, wie die Zukunft von Weiterbildung am Arbeitsplatz aussehen kann. Für seine L&D-Verantwortlichen ist dies jedoch erst der Anfang.

„Wirklich fertig sein werden wir wohl nie“, stellt Jewell klar und fügt hinzu, dass das Team kontinuierlich im Blick behält, wie es um die L&D-Programme des Unternehmens und die Effizienz von Technologielösungen bestellt ist. „Wir versuchen, die vorhandenen Systeme zu verbessern, haben aber auch ein offenes Ohr dafür, wenn unsere Bildungsexpert:innen Lücken zu beklagen haben. So führen wir gemeinsam mit ihnen Proof-of-Concepts durch, und es kann sein, dass daraus etwas entsteht, das wir wieder in das Ökosystem einbringen können.“

Mehr zum Thema

In unserem Leitfaden Aufbau Ihres Ökosystems für Lerntechnologien zeigen wir auf, wie Sie mit der richtigen Technologie die passenden Lerninhalte genau dann bereitstellen können, wenn sie benötigt werden.

The post AstraZeneca gestaltet Lerntechnologie-Ökosystem für globalen Wandel appeared first on Degreed.

This becomes easier with the right tools, integrated to meet your needs. Take Degreed and Workday. Together, Degreed and Workday create a unified skills ecosystem that turns insight into action. The integration helps you close skill gaps faster, adapt to change, and align development directly with business priorities.

Turn Skill Gaps into Growth Opportunities

In many organizations, skill data is scattered across multiple platforms. That slows workforce planning and creates a mismatch between talent and business needs. The Workday and Degreed integration solves that by connecting skill data in both directions, creating a single, reliable source of truth.

It also replaces generic, one-size-fits-all learning with highly personalized experiences. By combining Workday’s role and performance insights with Degreed’s AI-powered curation, personalized experiences, and 80+ content providers, employees get the right learning at the right time.

Whenever the market shifts, agility becomes a competitive advantage. Shared taxonomies, labor market intelligence, and real-time skill validation make it possible to pivot quickly and confidently. Most importantly, every learning activity can be tied directly to measurable outcomes—linking Degreed activity with business targets in Workday, like retention, productivity, and promotion rates—so you can prove ROI, not just report on activity.

Proof in Action: State Street

State Street uses Degreed to assess and grow skills, then syncs validated skills to Workday only when proficiency is met. The results:

• Employees who spend 5–10 hours/month learning in Degreed report higher engagement.
• 300K+ Validated Skill Ratings powering internal mobility
• 97% User Activation, driven by integration into internal mobility
• 72% Monthly Active Use (and growing)

Your Advantage

Our Skills and Learning integrations have a Workday Design Approved badge. That means they are reviewed and approved by Workday, built in close collaboration with the Workday Product team, and guided by real client use cases. Together, we deliver one source of truth for HR and L&D, a connected and personalized employee experience, and the agility to pivot quickly, measure impact, and invest in what works.

Don’t wait for skill gaps to slow your growth. Discover how Workday + Degreed can help you close them. Imagine the impact you could see in just 90 days.

The post Use Workday and Degreed Data to Fill Your Skill Gaps appeared first on Degreed.

At Degreed, we know effective upskilling is about more than just predicting trends. It’s about creating a lasting roadmap for talent growth.

That’s why we’re thrilled to announce a new partnership with Pearson. We’re combining our strengths to help you pinpoint essential skills, personalize learning, and measure meaningful progress.

The Power of Pinpointing Skills

Imagine trying to prepare your team for tomorrow’s challenges without a clear picture of which skills will be most relevant.

With Faethm by Pearson market intelligence embedded in Degreed, you can create a roadmap for your company’s future. You’re armed with insights into skills not only trending today but forecasted to grow, evolve, and impact your industry tomorrow. It’s a level of detail that allows you to visualize your organization’s strengths and spot gaps at the macro and micro levels.

By comparing your current workforce skills to industry standards, you can take proactive steps to keep your team agile and prepared for what’s next.

Think of it as seeing around the corner—a glimpse into the future that helps HR leaders like you make informed choices on the skills that matter most.

Crafting a Personalized Learning Journey

What good is knowing your destination if you don’t have a map to get there? With the Degreed platform enhanced by Faethm data insights you’re able to chart a learning journey uniquely tailored to the demands of your organization and the personal development needs of every  employee.

Instead of a one-size-fits-all approach, you’re now guiding employees through development experiences directly tied to their roles and the unique growth targets you’ve set for them.

Let’s say you have an employee looking to advance in project management or data analytics. With Degreed, you can deliver personalized content to help your employee meet their goals, or you can create a pathway that will hone their skills in ways that will directly impact your organization’s goals. This targeted learning not only enhances engagement, but it also accelerates the journey from learning to impact.

“AI is rapidly transforming the way we work,” said Vishaal Gupta, President of Workforce Skills at Pearson. “And one thing is clear. The future belongs to those who are prepared with the right skills at the right time… As AI continues to reshape the way we work, this partnership between Degreed and Pearson ensures your workforce is not just ready for today but for the future ahead.”

Measuring and Celebrating Real Change

How do you know your efforts are paying off? That’s where our integration with Credly by Pearson comes in, bringing a level of validation that transforms progress into achievement.

Each milestone and newly acquired skill can be verified with digital badges, providing a clear, shareable proof of the journey your workforce is making. With these badges, you’re not only fostering a culture of accomplishment, but you’re also creating a visible return on learning investments.

For HR leaders, this verification is a powerful way to measure progress in real time, celebrate the gains made, and make data-driven adjustments to learning strategies when needed. It’s a way to showcase the tangible growth happening across your teams and create momentum around skill development that benefits your people and your organization.

Preparing for What’s Next—Together

Our partnership with Pearson is designed to transform the way you approach skills, learning, and talent development. It’s about more than just filling gaps; it’s about future-proofing your organization.

Degreed enhanced by Faethm data empowers you to navigate the unknown with confidence. As the future unfolds, you’ll have the insights, tools, and strategic perspective to make sure your team is prepared for every twist and turn.

With Degreed and Pearson, the future of workforce readiness is clearer than ever. Join us in shaping a proactive, data-driven approach to learning and growth that will carry your organization forward.

Learn more.

Preparing your workforce for the future is complex. But with the right partners and technology in place, it doesn’t have to be overwhelming. Together, let’s turn the talent you have into the talent you need to stay ahead in today’s ever-changing world.

Watch Degreed Vision 2024 on demand for a deeper look at our latest product innovations.

The post Future-Proof Your Workforce with Degreed + Pearson appeared first on Degreed.

If there’s one thing we’ve learned, it’s that running a skills-based organization requires more than insights from content vendors and learning programs.

Putting skills first to power talent decisions requires skill validation—often in multiple ways. Identifying skill gaps, building accurate baselines, and making the right decision means assessing and confirming the skills your people have and the skills they need.

That’s why we’re thrilled about our new and enhanced Skill Validation Partnerships with HackerEarth, iMocha, Workera, and Skillable, which join a number of existing assessment and badging integrations including Pluralsight, CredSpark, and Credly. These partnerships are designed to seamlessly integrate verified skill data into the Degreed platform—from multiple sources and in multiple ways—bringing the assessment data you rely on into the learning environment you’re using to make valuable talent decisions and drive change.

Expand your range of skill validation.

Businesses will need a major skills upgrade, according to industry analysts at the McKinsey Global Institute. “Demand for technological skills could see substantial growth in Europe and in the United States (increases of 25 percent and 29 percent, respectively, in hours worked by 2030 compared to 2022). . . Demand for social and emotional skills could rise by 11 percent in Europe and by 14 percent in the United States. Underlying this increase is higher demand for roles requiring interpersonal empathy and leadership skills.”

Whether your team needs to validate programming abilities, AI competencies, data literacy, or hands-on technical skills through virtual labs, we’ve got you covered. Each of our partners brings unique expertise. Moreover, their services can be customized and aligned to your specific needs.

Workera, for example, offers an advanced skills assessment platform that does more than simply test knowledge. Using AI-powered measurement, Workera provides deep understanding of people’s proficiencies—so you can benchmark your workforce by comparing your employees‘ skill levels across teams, against your industry, to best-in-class tech talent, and more.

“This measurement possibility is the tip of the spear of pretty much every enterprise talent strategy,” said CEO and Co-Founder Kian Katanforoosh. “Because if you don’t understand your skills, then you can’t make the right talent decisions. You’re essentially shooting in the dark. You can’t develop your people effectively. You can’t match them to the right projects. You can’t identify opportunities internally for them.

“We provide a measurement system that is reliable, accurate, fun to engage with for the learner, and that gives you something back that is not pass-fail but is actually extremely rich in the type of skills, insights that it can give you.”

Get key insights within Degreed.

Workera assessments are highly granular, using adaptive algorithms to provide detailed insights into a person’s skills in as little as an hour.

With verified skills data from Workera—or our other partners—integrated directly into Degreed, you can align your team’s skill profiles with your organizational goals, ensuring every employee has the right tools to succeed.

The role-based assessments provided by HackerEarth are already trusted for talent acquisition. The integration with Degreed enables learning professionals to embed HackerEarth assessments and upskilling solutions into the core learning experience.

The extensive iMocha skill library means learning professionals can now assess more than 2,500 skills, covering a broad range of technical and business functions, directly from the Degreed platform.And Skillable learning and skill validation means learning and business leaders validate the real-world application of employee skills with confidence.

Expanding your skill validation capability is especially important as skill requirements shift.

For example, yesterday’s marketing professionals focused on communications and creativity. Today, they also need to know how to prompt and work with generative AI tools. A research scientist now needs Python programming skills in addition to lab methods expertise. This blending of technical and role-specific skills is becoming the norm, and it’s critical for companies to have a system in place that not only tracks but also validates these evolving skill sets.

Learn more.

Running a skills-based organization is complex, but with the right partners and technology in place, it doesn’t have to be overwhelming. 

With Degreed Skill Validation Partners, you can confidently pinpoint where skill gaps exist, provide personalized development opportunities, and measure the impact of those efforts over time. Together, we can help you turn the talent you have into the talent you need to stay ahead in today’s ever-changing world.

Join me and attend our Nov. 13 webinar Degreed Vision in Action: Ecosystem. We’ll explore emerging Degreed features, integrations, and connections available through our expanding partnerships.  Don’t miss this opportunity to dive deeper into our latest innovations.

You can also check out our Degreed Ecosystem Directory to find tools, content, and resources that integrate with Degreed. 

The post Improve Talent Decisions with Our Skill Validation Partners appeared first on Degreed.

In light of this year’s challenges and changes, Degreed has continued to help L&D with innovative ideas, research, and solutions. Particularly this year, we’ve studied and discussed the most pressing topics in L&D—whether they were time-sensitive, technical, foundational, or forward-looking, we’ve covered them all. 

And everyone likes a present—wrapped or unwrapped. So we’ve compiled some of the big 2023 L&D headlines, research, and strategies for you to unwrap as the year comes to a close.

A Timely Kit For Overcoming Economic Uncertainty

At Degreed, we’re always playing the long game. But early in 2023, Degreed quickly realized the colossal impact shrinking budgets were having on L&D departments. 

L&D teams around the world needed to address the economic issues—quickly. Learning leaders faced dramatic budget cuts, and many were put in the stressful position of convincing their C-suites of the value of learning during an economic downturn. As usual—albeit more urgently—learning leaders needed to get more done with less, and we showed them how in our Recession Survival Kit for L&D Leaders. 

3 Must-Reads for Working With a Tight L&D Budget

While concern of a recession has faded from the news cycle, L&D teams at many organizations are still feeling the squeeze. If you’re anticipating a reduced budget for 2024, we’ve got resources for you. And if you’re still trying to convince senior leaders why they should invest more in learning, our thought leaders have written some excellent articles to help you. 

• “Speaking the Language of Your Peers Through the Right Metrics”

Annee Bayeux’s CLO article shares how to use your learning metrics to convince internal leaders that downturns are actually the best time to invest in upskilling your people. 

• Learning Spend & Impact Scorecard

When money is tight, best to double-check that your spending accomplishes what you’re paying it to do. To help with your learning budget audit, we created an easy and helpful scorecard of common L&D-related investments and their impacts. 

• “Safeguarding Your Workforce During a Downturn”

Degreed’s own Janice Burns wrote on HR.com compelling research that proves how investing in your people sets you up to come out stronger on the other side.

A Technical Guide for Navigating A Crowded Learning Tech Market

As an L&D professional, your main driver is your people’s learning, but it’s not always as simple as that. With tech advancements come more nuances for L&D pros to consider and navigate. It’s a crowded and confusing market, and this requires L&D leaders to have more and more technical know-how. 

Specifically, the C-suite is asking L&D leaders to solve more and more problems, which often requires additional technology. We’re seeing L&D leaders both consolidate their technology to save money and add new technology to address emerging learning problems. This turns their learning tech ecosystems into wild, disorganized messes characterized by gaps, lost information, and more.

Seeing L&D leaders struggle with this issue, we created helpful resources for evaluating, simplifying, and improving any learning tech stack. If your ecosystem is like the Wild West and you don’t know how to tame it, check out the Degreed whitepaper Building Your Learning Tech Ecosystem.

Top Content for Learning Ecosystems

A Foundational Study to Understand How Your Employees Learn 

While there are always technical topics to explore, smart L&D teams consistently take the pulse of learning. They keep current with how employees prefer to learn. They stay up to date with new concepts and skill-building strategies. In other words, they don’t forget the fundamentals.

Degreed prizes itself in putting the learner experience at the center of our platform. This is the reason we spend hundreds of hours gathering, analyzing, and presenting fresh insights into how the workforce learns bi-annually. 

To understand what your employees need to learn effectively, check out our 2023 report on How the Workforce Learns. 

Additional Insights Into How Your Workforce Learns

A Forward-Looking Introduction to Win the Skills-First Future

To recap: in 2023 we’ve covered timely, technical, and foundational topics. What’s left? The future. We’re always thinking about the future, and that future revolves around skills. The World Economic Forum estimates that, amid the lightning-fast pace of technological change, businesses worldwide will need to upskill approximately one billion workers in the next few years. 

The way to fill that skills gap? Help employees learn skills—fast. Of course, L&D will play a critical role in the new skills economy because it provides people with the learning they need for skill development. In many ways, L&D can lead the charge by preparing companies for the quickly approaching future. 

To learn more about a skills-first future and the role L&D will play, check out our quick 15-minute introduction to Embrace the Skills-First Future.

3 Resources to Dig Into The Skills-First Future

After Reflection Comes Ambition and Innovation 

It’s been a turbulent year, and we’ve felt it. But more than ever, Degreed is here to help L&D navigate this tumultuous and exciting time in the world of work. 

• If there is a time-sensitive issue, like an uncertain economy, we’re committed to providing you with resources to help you persevere.

• If you’re getting stuck in the technical elements of your L&D role, we’ll break down those technicalities for you. 

• If you need fundamental information about the state of learning in your workforce, we’ll provide the raw data.

• If you need help seeing the future of L&D, we’ll let you borrow our chic Degreed wayfarers to see what’s on the horizon.

In many ways, Degreed is one of the best in the business at figuring out the complexities coming your way and innovating accordingly. And after reflecting on the challenges of 2023 and our skills future ahead, Degreed has built a product plan that anticipates and innovates. 

In other words—bring it, 2024! We’re ready for you.

The post 2023 Unwrapped: Big Headlines, New Research, and Emerging Strategies appeared first on Degreed.

We’re thrilled to welcome two new partners, Phenom and Easygenerator. They’ve joined Degreed to deliver extra value to our customers. Phenom is an intelligent talent experience platform and Easygenerator is an online elearning authoring tool for people without an elearning background. 

Phenom

Phenom helps companies hire faster, develop better and retain longer. From recruiting to retention, Phenom delivers enhanced employee experiences across the entire talent lifecycle. Together with Degreed, Phenom engages employees with greater visibility and opportunity.

The Degreed-Phenom partnership starts with the candidate experience, allowing recruiters and managers to use AI to see and find the type of candidate they need for a team. Once a candidate becomes an employee, they then gain access to the wealth of Degreed learning tools and courses while receiving recommendations from Phenom on coursework to help with career progression. Phenom will then help match candidates with new roles based on their progress. 

Using Phenom AI, your employees can personalize a unique career path through seamless access to personalized skill-building opportunities within the Degreed open ecosystem of learning.

Degreed and Phenom combine to enhance management and employee visibility into expanded career opportunities. In addition, you can share relevant courses, recommend jobs and upskill employees in preparation for new roles. 

Easygenerator

Easygenerator is an easy-to-use elearning software that enhances online learning support. Now you don’t need to be an elearning professional to deliver effective elearning materials. Easygenerator is an online elearning authoring tool for people who do not have an elearning background.

Using a strategic learning and development approach focused on creating flagship or enterprise-wide learning initiatives that directly benefit the learner can be tricky. With the Easygenerator and Degreed partnership, any subject matter expert (SME) in your organization can now share their knowledge and intuitively create courses with no training required.

The integration allows Easygenerator content to be uploaded to the Degreed catalog for easy access in Degreed. This means learning professionals can further decentralize learning and share knowledge more effectively through internally-created courses. Together, the solutions can democratize learning and upskilling by placing those capabilities in the hands of SMEs and specialists across your organization.

Want To Learn More?

Contact a Degreed representative to request a demo or get help accessing content providers today. 

The post Phenom and Easygenerator Join the Degreed Open Ecosystem appeared first on Degreed.

Recently, we added a new content partner and two new platform partners to help our customers continue building and customizing extraordinary learning capabilities:

TED@Work for Degreed

TED@Work connects people using Degreed to an ever-growing library of TED Talks curated for work. Using an Ideas-into-Action framework, TED@Work inspires new ways of working at the individual and team level. 

Organizations look to TED@Work to infuse learning programs with uplifting, mind-shifting and trusted content from leading thinkers and doers. Learning leaders love the bold ideas and power of the TED brand but wanted TED Talks to be even more actionable for learning at work. Over 500 TED Talks and TED-Ed Animations have been reimagined with an Ideas Into Action framework that inspires learners to put an idea into action in their work.

This is the first partnership built natively within the Degreed platform to create an immersive and engaging experience for workers and learning teams. TED@Work for Degreed is a joint solution available through enterprise subscriptions.

Filtered

Filtered helps organizations get the best return on learning spending, including, saving them as much as 30% on content, programs and systems. 

Without organization and alignment, skill data becomes jumbled and scattered across learning and talent management systems. Filtered helps companies create evidence-informed, appropriate skill definitions at scale. It can provide a faster and 33% more accurate way to tag skills in Degreed. And users see improved content search results. 

After analyzing which content will be best to build the targeted skills, the system filters out the rest and tags only applicable content. In addition, the system expands tags available for user searches. The combination also identifies cost savings on annual content library spending and much faster content curation. One mutual customer reported a 10-times faster ability to curate quality and relevant Degreed Pathways using content intelligence. 

Eightfold

Degreed customers requested more talent intelligence capabilities, and we listened.  

The Eightfold Talent Intelligence Platform is built for enterprises to address talent acquisition and management — using artificial intelligence (AI) to provide recommendations on matching people to the right opportunities based on their underlying skills, adjacent skills and learnability.

The platform integration between Eightfold and Degreed seamlessly enables data on an individual’s skills, gaps and goals to help recommend relevant learning content. The collaboration and integration ultimately improves learning outcomes and helps people progress in their career journeys.

Want To Learn More?

Contact a Degreed representative to request a demo or get help accessing content providers today. 

The post Degreed Partners Help Scale Learning appeared first on Degreed.

This second workshop was led by an individual contributor who picked up the Discuss Anywhere Meeting-in-a-Box from TED@Work (all the resources she needed to prepare and host the session – including a PowerPoint deck and talking points – came with the toolkit). Thanks to the popularity of the first TED session on Mellody Hobson’s talk, this session drew more than 2x the number of participants. 

In the first workshop, we learned that a lot of the invitees expressed apprehension at openly talking about race in the workplace. People who participated in that workshop discussed how they “feared negative repercussions if they said something unintentionally offensive or incorrect” at work. Others voiced concerns that they might be “seen by peers as not ‘woke’,” and preferred to avoid conversations about race altogether. 

The idea of call-out culture, whether it happens publicly or behind closed doors, is to hold people accountable for their actions. However, by “shaming” these individuals and framing what they did as strictly “right or wrong,” we as a collective are essentially censoring opinions through the fear of being called out, or canceled, when we should be digging deeper.

Talking the Talk

The world we live in has shifted in many ways over the past few years, and cancel or call-out culture—the public shaming and blaming, on social media and in real life, of people who may have done wrong and are being held accountable—is a direct product of people feeling empowered to stand up for themselves, and oftentimes others. Calling people out has become the norm in an attempt to shed light on toxic behavior and take part in a collective movement to stop it. 

Social movements like Black Lives Matter and #MeToo highlighted that while we have made great strides in educating those around us, holding people accountable and gaining allies, sometimes we need to remember to give those being targeted the space to speak for themselves. And what if we took that introspection even further, and really thought about the consequences of, as well as the motives behind, publicly calling people out for their behavior?

After establishing guidelines for a safe, constructive discussion and watching the talk together, the workshop participants broke out into small groups in separate rooms to discuss the concept of calling in. 

Each group had breakout room facilitators who gently led the conversation, leveraging resources provided in the TED@Work Meeting-in-a-Box Pathway for this workshop. While each group’s discussions were different, participants noted leaving with a better understanding of how to have these difficult conversations, and of each other. Here are some takeaways from our recent TED@Work workshop:  

1. Accept complexity. 

In her TED Talk, Ross talks about her beginnings as an activist and how she made the shift to start inviting people in, rather than pushing them away. She defines “calling in” very simply: it’s a call-out, done with love. Rather than pointing fingers or drawing attention to behavior that we find offensive or borderline, which activates people’s defense mechanisms, calling in is an invitation to exchange in dialogue.

In a work environment, it is natural and normal to sometimes question your colleague’s behaviors. Imagine a coworker of yours says something you find to be generally offensive on a Zoom call. Rather than venting about it on a debrief call with another colleague and branding that person as a lost cause, why not call them in, or call on them, giving them a chance to clear the air? 

Ross describes embracing this habit as “admitting that there is a possibility they [the person you are interacting with] are as complicated as you are,” and asking them probing questions so you can understand the root of their behavior. These can be as simple as “That’s an interesting viewpoint, tell me more.” 

2. Recognize motives.

Ross recommends you think long and hard about your motives if you feel the urge to call someone out. While call-outs are generally an attempt at holding people accountable for their actions, they can come off as combative. 

Calling on someone is a middle ground technique that starts with a neutral statement like “I beg your pardon,” and waiting while the person reflects on their actions. By asking such a simple question, you can find that the person will think through what they’ve just said and clarify their meaning. 

3. Dig deeper.

Calling people in is not about eliminating accountability, but rather digging deeper into why people behave the way they do and calling on them to do better. 

Publicly piling on someone who has done something we consider wrong only serves to shame them while calling them in offers opportunities to learn and grow for both parties. 

Many misunderstandings in the workplace can be chalked up to simple miscommunication. This is especially true when in a remote-first company, as it is easy to miss out on visual and bodily cues when on virtual calls. 

One of the biggest remote principles we are currently looking to implement across Degreed is to simply assume the best intentions in others, another concept that blurs the line of work and life, and ties directly back to what we heard during our TED@Work workshop 

Walking the Walk

The RaceEQ BRG is one of many at Degreed and part of a wider string of DEIB initiatives of which we are incredibly proud. In addition to the TED@Work series, the group hosts numerous events around Black History Month, Juneteenth, the Lunar New Year, Hispanic Heritage Month, and Diwali to name just a few. 

While educating people about racial equity is our main purpose, we also love when we can draw parallels with our everyday work lives. We are all human beings, capable of saying the wrong thing. Let’s make it a habit to call in and on each other and keep call-out culture out of the workplace. 

Get in on the Action

TED@Work for Degreed includes 600+ TED Talks and TED-Ed animations supporting business-critical skills like team-building, managing stress, and inclusive leadership. All TED content is tagged against the Degreed skills taxonomy and built natively into Degreed. Plus, the handy resources built into each Pathway make organizing a large-scale discussion on hot topics easier than ever. Contact a Degreed representative today to learn how you can implement workshops like these with TED@Work for Degreed. 

The post How TED@Work Helps Promote Dialogue appeared first on Degreed.

Enterprise Paid Providers

Not only do these providers surface articles, videos, and other individual content items, they also offer Pathways and Plans featuring collected items on specific subjects. If you’re a Degreed client, you can check out two of the three in a free preview by clicking the admin menu icon at the top right corner of Degreed. Select Manage <your organization>. Then click Settings followed by Integrations.

DataCamp | Free Preview Available

DataCamp is the learning platform for data-driven professionals. It helps you build the skills you need to put data to work. DataCamp is trusted by over 8 million learners and many of the world’s largest organizations, which use it to transform their data skills. Through Degreed Integration Settings, DataCamp courses can be made discoverable within Degreed and accessed with a full license-only catalog enterprise subscription.

The Ken Blanchard Companies | Free Preview Available

The Ken Blanchard Companies offer research-backed leadership development solutions, training programs, and coaching that inspires others and create results. Degreed clients can access a Plan with new, free content through The Ken Blanchard Companies Preview Collection. Two of the most popular Blanchard content collections — The Best of SLII and The Best of Blanchard — are available with a full, license-only catalog enterprise subscription and are curated natively into Degreed Pathways and Plans.

Cybrary 

Cybrary is the fastest-growing, most up-to-date learning content catalog in the industry. By working with an elite community of instructors, experts, and thought leaders as well as cutting-edge hands-on learning providers, Cybrary delivers relevant and high-quality content that’s accessible anytime, anywhere. Degreed clients have special access to work with Cybrary to reach strategic security training solutions. With access to Cybrary for Teams, security professionals are given the opportunity to tap into the most expansive and comprehensive catalog of currently available cybersecurity learning content. Learn more about the full license-only catalog.

One-Click Providers: Here’s What’s New

The newest One-Click Providers are international experts and provide content available to Degreed clients in various languages. Click the admin menu icon at the top right corner of Degreed. Select Manage <your organization>. Then click Settings followed by Integrations. 

Great Learning (India)

Great Learning offers professional certifications through courses from world-class universities in the most in-demand domains. As India’s largest professional learning company, its mission is to make professionals around the globe proficient and future-ready. Top topics include data science and business analytics, AI and machine learning, cloud computing, digital marketing, and design thinking. 

KES (Brazil)

KES is an innovative content platform based on technology, behavior, and creativity with a mission to help executives and companies form a new business mindset. People use the platform to discover answers to the challenges imposed by a highly complex world and build tools to navigate it, even without having all the answers. Learn how new economies and disruptive technologies are impacting the future of business and transforming industries.

Springer Professional (Germany)

Spring Professional is a provider of classic and digital specialist media in economics, science, engineering, and social studies in the German-speaking world. After 175 dynamic years, the name Springer stands for a globally active publisher dedicated to the advancement of science, putting its authors and editors at the heart of the company’s publishing activities.

Want To Learn More?

Contact a Degreed representative to request a demo or get help accessing content providers today. 

The post New Degreed Content Providers: More Learning for Your People appeared first on Degreed.