Monday Oct 06, 2014

Do You Understand What Makes Your Workforce Tick?

By Richard Doherty


If I was to tell you that over half of your employees would give up higher pay for the opportunity to learn new skills would you be surprised? According to the 2014 Kelly Global Workforce Index, 57% of the workforce is more interested in gaining new skills than getting more money. I’m sure that’s given many of you food for thought. Spend less money on pay rises, spend more money on skilling your workforce. 

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Monday May 12, 2014

A Buyers' Guide: Evaluating an LMS Solution

By Elizabeth Alexander

wowFinding a Learning Management System can certainly feel like a daunting task. Where do you start? How can you successfully determine your criteria for an LMS? How do you make the right decision? We understand the importance and significance of your decision, so we decided to put together the “LMS Buyers’ Guide: Your Roadmap to Finding an LMS”!

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Monday Apr 14, 2014

What's New in Learning? - 2014 CLO Symposium Recap

By Lynne White


Congratulations to Oracle HCM customers Vi, Jackson Hewitt Tax Service and Cricket Communications, for being named in Chief Learning Officer magazine’s 2014 Learning Elite. Learning Elite is widely recognized as the industry’s most meaningful and comprehensive standard for effective Learning & Development practices. 

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Friday Mar 14, 2014

Creating a Learning Culture is a Must-Have to Gain Competitive Advantage

By Affif Siddique


There must not be any doubt on any CEO’s mind that their most important asset in the company is their employees. According to recent surveys, what keeps them up at night is retaining the A-players they already have in their organization. The best way to keep them engaged and motivated is to invest in their training and development.

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Friday Jan 06, 2012

Oracle iLearning 6 is here!

We are proud to announce that iLearning 6.0 was released on the 30. Dec. 2011.

This new version of iLearning has new Web 2.0 functionality for enhanced Learner participation, new Administrator functionality for better and faster learning administration and a host of other enhancements:

 Major new functionality for Learners

• Major new functionality for Administrators

• A completely new User Interface

• New tech stack components

• Certified for a number of new browsers

We have also published a New User Manual, Administrator Manual and Installation Manual.

(this release also contains the two patches #11939490 and #9380246 that was released on top of iLearning 5.2.1)

Examples of new functionality for the Learners

• See and contact fellow learners in a class

• Learners can recommend a course when they browse for new courses

• Quick Links lets learners navigate to resources outside iLearning

Examples of new functionality for the Administrator

• Attach documents to Learners in a class

• Combine user accounts

• Mass update of offerings

Do you want to know more?

1) If you are a member of the iLearning User Group you will find a lot of new material for iLearning 6 on our User Group Web site.
(if you’re not yet a member you can mail Anders Northeved to become a member – it’s free).

2) If you have access to My Oracle Support, go to My Oracle Support and look up the document “Oracle iLearning Release 6.0 Documentation” (Doc ID 1390451.1). This gives you more info and also contains links to the new manuals and other relevant documents.

3) Participate in one of our webcasts for iLearning 6.
There will be two identical webcasts on Monday 23. Jan. 2012, 6:00pm CET (9:00am PST) & Wednesday 25. Jan. 2012, 11:00am CET (3:30pm IST).
(Send a mail to Anders Northeved if you want to participate in one of these webcast, and you will receive information on how to join the webcast)
- anyone with an interest in iLearning is welcome to attend these webcasts.

(View enrolled Learners)

(Administrator interface)

Thursday Aug 18, 2011

Achieving Your Desired Business Results with an Integrated Learning Management Strategy

Author of this Post: Elaine Clement, Product Strategy Manager for PeopleSoft

Do you have a Learning Strategy that is integrated with your overall Talent Management strategy and is creating the business results that you expect?

Creating an effective Learning Strategy can be a daunting task. Research has shown that a Learning Strategy needs to be integrated with a comprehensive Talent Management strategy to have a positive impact to an organization’s business outcomes. More importantly, the overall Talent Management Strategy must be tied to measurable, meaningful business results.

Many organizations today have a Learning Strategy focused on providing some basic courses to meet the skills gaps of their workforce and staying in compliance. While this approach does meet the basic learning needs of an organization, it does not drive true business results. Here are a few steps that can help you create an effective Learning Strategy.

First, identify the issues that you want to address with your overall Talent Strategy. Are you having trouble finding candidates to fill your open positions? Do you have a strong pipeline of leaders? Has your employee engagement and productivity decreased? Focus on the most important issues impacting your organization.

Second, determine the key people needed to come to the table and define the business outcomes you are seeking to attain. These business owners should include and expand beyond the HR and Learning organizations. An October, 2010 Learning & Development study written by Mollie Lombardi of the Aberdeen Group states: “The top capability cited overall by 65% of all companies was visible senior leadership support for learning and development efforts. While direct managers are held accountable for development, senior leaders must make a visible effort to promote the importance of learning within the organization.”

Now that you have the right people involved, work together to define what your desired business results are and how those results can be measured objectively using business data to evaluate the effectiveness of the strategy. Be sure to focus on long-term goals to ensure the true success of your efforts.

Once your business outcomes and measurements are in place, evaluate the tools and programs that you can use to help meet those results. Do you need to create new or different Performance Goals across the organization? Are there new recruiting strategies that need to be put in place? How can you effectively utilize new learning opportunities to achieve your desired outcomes? Be innovative and use tools and programs that will engage, incent, and reward your employees.

Now for the fun part – the execution. Since you have included the key business owners needed to sponsor your strategy across the organization earlier in the process, it is time to get it started. Implement your new strategy with the support of your leadership team. The execution can be done in phases or all at once based on your business needs and the programs and tools you are using. Monitor the results of your strategy using your pre-defined goals and outcomes, both short-term and long-term. Adjust the strategy as needed to ensure that it has the greatest positive impact possible.

And finally – communicate your results. Be sure to let your key business owners know the results of your efforts, supported by real data, on an ongoing basis. Using the pre-defined measurements developed with these key stakeholders, you can effectively demonstrate the correlation between your Talent and Learning Strategy and the desired business results.


Oracle is the Human Capital Management solution of choice for more than 13,500 Oracle customers in over 140 countries, including 8 of the top 10 Fortune 500 companies and 30 of the top 40 innovative companies.


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