HR learning: 22 May, 2017

1.

Skillsoft’s Percipio: Redefining e-learning

Percipio is a cloud-based, content delivery and learning platform. 

Learning cannot be imposed, it can only be acquired when one has the will and feels engaged in the learning process. Unlike the traditional learning models that worked on a push factor, the new-age learning is about the pull it can create and let people choose what, when and how they want to learn.

In line with this need, and taking e-learning a step ahead, Skillsoft has launched Percipio, a cloud-based, state-of-the-art content delivery and learning platform. Built by leveraging almost 20 years of e-learning experience, Percipio is designed to provide a beautiful, consumer-led experience that makes the learner feel engaged and inspired.

The name, ‘Percipio’, Latin for ‘acquiring knowledge,’ reflects Skillsoft’s commitment to transforming the e-learning industry. The platform is designed with the user experience in mind to inspire personal learning and career development.

Potoula Chresomales, ‎senior vice president of product management, Skillsoft, tells HRKatha that “Percipio is a next-generation e-learning platform and what’s unique about it, is that it is entirely learner focussed and covers a broad spectrum of critical skills that most organisations require in their employees.”

2.

The 12C’s Approach to 
Talent Management Strategy

Workforce Nationalization doesnt have to be an adversarial initiative if it is managed as a progressive strategic imperative and not as a cumbersome operational accommodation.

One of the most important initiatives undertaken by governments across the world is to ensure that the unemployment percentage of their working-age citizens remains low to ensure domestic harmony and a respectable international standing among the galaxy of nations. It features prominently in the economic agenda of current administrations and future aspirants. Generally, governments try to cultivate an increase in economic activities that boost the hiring of its citizens through favorable consequential factors, e.g., conducive tax breaks, infrastructure investments, robust law & order, education & skills enhancement initiatives, quality healthcare, astute societal integration, corporate-friendly monetary policies, leveraging cordial relations with other nations, etc. Such measures also attract foreign businesses that normally prefer to bring their own key management personnel as expats while hiring local team members at positions that are liable to be more risk-tolerant and opera.

3.

The many shades of solutions

Misplaced, half-baked and myopic solutions are a greater curse than perhaps a lack of solutions. A look at some peculiar archetypes around on the subject of solution providers!

The great Peter Senge said something to the effect, “Today’s problems are a result of yesterday’s solutions”. I believe it must be taught, reminded and hammered ad nauseam in all leadership development journeys — from the management classes of an MBA to the rarefied galleries of CXO development. The irony is that there are more leaders who are trigger-happy in their zeal for offering solutions, however, poorly thought-through they might be. This unabashed exhilaration of being known as an idea factory makes them a believer of the brilliance of each one of these ideas. We must be fearful of them. In a way, we must question the way this folly of equating quality of talent to their ability to shoot from the hip a-solution-a-minute, and take a reflective pause to ascertain how have we come to this brink. There must have been a systemic fault-line that would have allowed things to come to the precipice of mistaking quantity of solutions for the quality of it.