Webinar: Nearing the End of the Learning Management System

Bersin Webinar EdCast

Join us for a captivating webinar with Josh Bersin to discuss the changing landscape of learning technology that today’s Human Resources leaders are facing. EdCast is proud to bring you this webinar in conjunction with Bersin by Deloitte and Deloitte Consulting LLP. Register below to join the discussion live!

Title: Nearing the End of the Learning Management System: What’s Next?

Summary: The world of digital learning has arrived. We learn via video, content sharing, user generated content, expert MOOCs, and a vast array of expert content throughout the Internet. The Learning Management System (LMS), however, is a software platform that was designed many years ago and has generally struggled to adapt. In this webinar, hosted by EdCast, Josh Bersin, Principal and Founder, Bersin by Deloitte, Deloitte Consulting LLP will explore the changing role of the LMS, discuss whether LMS systems are becoming marginalized, and what is coming next.  He will include examples of new digital learning experiences and a roadmap for digital learning for the future.

Date: Jan. 19, 2017 at 11a PT / 2p ET

Limited seats available – register today!

 

Speaker Bio:

Josh Bersin EdCast

Josh Bersin, Principal and Founder,
Bersin by Deloitte,  Deloitte Consulting LLP

Josh Bersin founded Bersin in 2001 to provide research and advisory services focused on corporate learning. He is responsible for Bersin by Deloitte, Deloitte Consulting LLP’s long term strategy and market eminence. Josh is a frequent speaker at industry events and has been quoted on talent management topics in key media, including Harvard Business Review, The Wall Street Journal, Bloomberg, on BBC Radio, CBS Radio and National Public Radio. He is a popular blogger for Forbes.com and has been a columnist since 2007 for Chief Learning Officer magazine. Josh spent 25 years in product development, product management, marketing and sales of e-learning and other enterprise technologies at companies including DigitalThink (now Convergys), Arista Knowledge Systems, Sybase, and IBM. Josh’s education includes a B.S. in Engineering from Cornell University, an M.S. in Engineering from Stanford University, and an MBA from the Haas School of Business at the University of California, Berkeley.

 

As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.

This communication contains general information only, and none of Deloitte Touche Tohmatsu Limited, its member firms, or their related entities (collectively, the “Deloitte Network”) is, by means of this communication, rendering professional advice or services. Before making any decision or taking any action that may affect your finances or your business, you should consult a qualified professional adviser. No entity in the Deloitte Network shall be responsible for any loss whatsoever sustained by any person who relies on this communication. Copyright © 2016 Deloitte Development LLC. All rights reserved.

EdCast Wins Brandon Hall Award for Social Learning Technology

Brandon Hall Award 2016

 

We are honored to be recognized by the Brandon Hall Group with the 2016 Excellence in Technology bronze award for “Best Advance in Social Learning Technology”!

A panel of veteran, independent senior industry experts, and Brandon Hall Group senior analysts and executives evaluated the the work done by EdCast to fulfill the informal learning objectives for HP Life in consideration for this award.

“We congratulate our Technology Award winners, and also thank them for leading the way in designing and utilizing technologies that empower organizations to enhance – and in some cases transform – their organizations,” said Rachel Cooke, Chief Operating Officer of Brandon Hall Group and head of the awards program.

“Our research shows that Human Capital Management technology is a primary driver of innovation, and our award-winning organizations serve as models of success,” said Brandon Hall Group CEO Mike Cooke. “Another significant finding of our research is the importance of optimizing the employee experience as a driver of engagement and retention.”

EdCast is a fast growing social learning and knowledge networking platform that offers microlearning, live streaming video, curated expert content and other forms of formal and informal learning in an intuitive, private network for an organization. A key point that distinguishes EdCast as a leader in online learning is the ability to curate valuable content through user interaction and automatically with sophisticated machine learning functionality to deliver a unique, personalized learning experience.

Recently, EdCast was chosen as the learning platform for the SDG Academy to educate the world on the United Nations mandated Sustainable Development Goals (SDG). EdCast hosted the iconic “Learning Future 2020 Summit” for Learning and Development professionals in Silicon Valley. Other recent accolades include the 2016 Trendsetter Award winner from EdTech Digest and the 2016 “Hot Vendor in Learning” by Aragon Research.

4 Ways Knowledge Networks Minimize Future Risks for Organizations

Read time: 6.2 mins

Business Knowledge NetworkPivot. Strategize. Automate. When you think of buzzwords, none resonates more than “disrupt.” That’s because virtually every industry is experiencing the potentialor angstof disruption.

Banks are dealing with the advent of fintech. Customer service has been largely replaced by chatbots. Even the funeral home industry is remaking itself: Since the casket market is, well, dying, funeral homes are building “multi-sensory experiences,” so you can hold a loved one’s service at a golf course or the beach.

Whoever thought that business travelers would find a replacement for the yellow cab? But it’s happening—and fast. According to a new study by Certify, Uber and Lyft are now used by road warriors more than the traditional taxi and rental cars. Just over half of the ground transportation receipts processed by the expense-management platform in the third quarter of 2016 were for the ride-sharing companiesdouble the amount from the previous year. The result? A landscape that looks wholly different than it did just one year earlier.

Many companies today don’t know where to pivot because they don’t know where the ball is coming from. They’re left behind because they’ve lost their innovative and competitive edge and are blindsided by market realities and trends they didn’t see coming.

Not only that, they are going to lose their best people. “Millennials now tell us that their ability to learn on the job is their top driver when looking for a new position,” according to the report HR Technology Disruptions 2017.

A knowledge network can help you compete. Here are four qualities companies should look for in a network that will bolster your company’s defenses against disruption.

1. Companies need information that’s curated.

A companion problem to not enough data is its evil twin—too much information. Today, digitally-savvy companies know that they need to provide their employees with carefully curated information to prevent information overload. In other words, they need to help weed out the “signal” from the “noise.” A smart knowledge network will anticipate what employees need to know, and feed them the bytes that meet this gap. The key tenets of an effective knowledge model, according to Josh Bersin, principal and founder of Bersin by Deloitte, are “curation, career-recommended learning and data-driven recommendations.”

2. Companies need information that leads to collaboration.

Developing a network of relevant and personalized knowledge allows departments to become connected, rather than siloed. When collaboration is strong, real-time pivots and other changes in the market or industry trends can be immediately shared across platforms, resulting in extremely agile actions. Close collaboration leads to trust, and trust is incredibly important in keeping teams strong and innovative in the face of change.

MIT’s Sloan Management Review reports on the benefits of a team participating in a knowledge network together and then adapting what they learn to specific challenges. As an example, the article cites an initiative by the Institute for Healthcare Improvement (IHI) called “Knowledge Jams” where teams from across specialtiesnurses, administrators, physicians, project managers, and pharmacistsexchange ideas in an effort to reduce medical errors and inefficiencies. The initiative has saved countless lives as well as millions of dollars. As the article reports, “Setting aside the political trappings of rank and power, the team members are also able to reflect together on the relevancy or applicability of lessons about how to put IHI’s healthcare improvement methods into practice.”

3. Companies need information that’s fresh and relevant.

In today’s fast-paced world, many seminars and traditional learning options become stale by the time they’re delivered to employees. Even business schools are realizing how outmoded the conventional “case study based” curriculum is. Many leading-edge schools are trying a new model and turning to real-time business issues that allow students to experience what’s happening right now. That’s why your knowledge network needs to be a living, changing tool, rather than relying on trainings that are obsolete and increasingly irrelevant.

4. Companies need information presented in a format that’s compelling.

As we all know, millennials are now the largest generation in the workforce and by 2020 they will be half the global workforce. That means that companies wishing to engage with this generation have to be able to speak their language. That means providing information that is short, easy to consume, highly targeted and geared toward their affinity for engaging video. Content also needs to be tightly focused on a goal. “Before clicking on a video or course, millennials will assess whether or not this would be a good use of their timehow long will it take, how beneficial will the information be…” says a recent article on millennials learning trends.           

Disruption is coming to your industry. Is your team ready? Creating a vigorous culture of daily learning is the most important way to ensure your team is current and well-informed. A robust knowledge network is one key to ensuring that disruption won’t take your team off guard.

Does your Company Have a Content Discovery Problem?

Content Discovery Problem

We’re living in a paradoxical time. We are drowning in content but starving for knowledge that can improve our performance today.

On the one hand, our workforce has access to an abundance of external content from thought leaders all over the globe. There is an overwhelming wave of brilliant content living across the formal learning of learning management systems, the thousands of documents in your various intranets and document management systems, the many courses you have bought from various third parties, and the untold number of great resources available on the web. But it’s not curated, it’s not contextual, and we’re drowning in the stuff.

At the same time, your company has a wealth of insight on tap in the brains of your subject matter experts. But have you noticed that it’s not easy to pull the brilliant ideas out of your experts and present them in an intuitive, agile way to the rest of the company?

It’s like we have an abundance and scarcity all at the same time.

The rapid rise in technological change is leading to an informational deluge that is seriously impeding our workers, leading to distraction and disempowerment. But it also contains the seed of incredible potential. What if we could find a way to put our arms around all of this content—find a way to curate it and deliver it at the right time to our workers?

You may have noticed that your Spotify account doesn’t have this problem. Netflix can offer you a host of “Flawed British Detective Shows” once you’ve finished a season of Luther. Why? Because it has an intelligent discovery engine woven into its very design. So why on earth don’t we have this in corporate L&D?

Here at EdCast, we fundamentally believe that easy access to the most inspired content that allows workers to educate themselves in a daily way, is the key to brilliant business. So we’ve developed a tool to help get this done. We’ve found the way to put our arms around that content.

Download our eBook How to Solve the Discovery Problem in Corporate Learning to learn more.

How to Build a Culture of Learning

Read time: 7.5 mins

BUILD A CULTURE OF LEARNING

Things have changed since your grandparents’ day, when employees were able to use the same skills from the day they started until they retired, 40 or 50 years later. Today’s workplace culture is a fast-paced, dynamic environment, with rapid turnover and a need for new skills to maintain relevance amongst competitors.

Nearly half of millennials see themselves moving to a new company within the space of two years, according to research from Deloitte. What is one factor that can keep them loyal? Ongoing professional development opportunities – an aspect of their working lives that less than a quarter of millennials are “very satisfied” with.

Building a learning culture doesn’t just benefit staff; it benefits your organization as a whole. By implementing a culture of learning, you’ll be able to retain good employees, and retrain your staff on an ongoing basis to embrace new skills and technologies that your company can capitalize on. It increases productivity and retention, cuts recruiting costs, and helps your organization maintain a competitive advantage in the face of changing industry trends.

But while professional training opportunities are available at most workplaces, building a true culture of learning, in which employees are genuinely engaged with the material, is a difficult task. Only 31% of companies have created a culture of learning, according to recent research conducted by the Institute for Corporate Productivity.

Here are three ways to build a culture of learning that engages your team on every level.

 

1.  Ensure buy-in from the top.

Learning can only permeate the company culture when it’s embraced at all levels, including the C-suite. Two key elements can help cultivate their advocacy:

  • Confirm it’s a best practice.

C-level executives are eager to mirror what’s worked in other companies. Show them that continuous learning is the norm in successful organizations: 84% of executives said that ongoing learning was either important or very important to their organization, according to Deloitte’s 2016 Global Human Capital Trends 2016 report.

  • Communicate the ROI of different types of learning.

Are they concerned about budgets? Demonstrate that there are cost-effective ways to deliver training, notably by using online delivery.

IBM, for example, found that it was able to reduce its training budget by $579 million over a two-year period when it shifted from traditional classroom-style training to elearning. By offering flexible training options, such as on-demand video, managers can reap the benefits of professional development without incurring budget-busting costs.

By using a best-in-class learning platform, your organization can track key metrics such as content engagement, and tie the use of a learning platform to trends in company retention or improved performance evaluations. This data can give you a good indication of the ROI of your learning program.

 

2.  Hire continuous learners.

“Growth mindset,” a concept introduced by Stanford psychologist Carol Dweck, is hot in educational circles. It explores how students perceive their abilities: Do they think that change and improvement is possible, which is a growth mindset, or do they believe they were just born with certain innate qualities, a “fixed” mindset?

The same theory when applied to organizations underscores the value of hiring curious and innovative employees. In an article in Harvard Business Review, the author identified two key differences between “growth-mindset” and “fixed-mindset” organizations. Growth-oriented companies are more likely to hire internally, further bolstering the ROI on a continuous learning culture.

In addition, they “value potential, capacity and a passion for learning. ‘Focusing on pedigree…is not as effective as looking for people who love challenges, who want to grow, and who want to collaborate,’” Dweck says.

Employees concur. A Glassdoor survey found that nearly three-quarters of employees believe specialized training to acquire specific skills is more valuable than a degree in the workplace.

Companies that embrace continuous learning can ensure that their employees are receiving the specialized training that will allow them to excel in their role.

 

3.  Make learning fun – and easy.

Imagine informing your staff meeting that everyone needed to come in early Tuesday morning for a PowerPoint training session. Groans and grimaces all around, right?

But, imagine telling them that you have booked a speaker who specializes in improvisation to lead them through several scenarios that will allow them to better handle a cranky customer. Whole new vibe, right? That type of experiential learning not only sounds like a lot more fun, but like something that will directly translate to their work.

Or, you might let them know that over the next two weeks, you’ll be sending them short videos they can watch at their leisure, each with a different customer service scenario. You’re going to get a whole lot more buy-in, since employees are 75% more likely to watch a video than read text. And bonus points when that video is short: viewers are going to stick around when your video is about four minutes or less.

They’re more likely to remember it too: just one week after a training session, most employees will have forgotten 65 percent of the material covered; however presentations that include visuals, such as video, help retention significantly. It is 9 percent more effective than text alone in immediate tests, but a week later, it is 83 percent more effective.

This type of learning is what’s known as “sticky” learning – in that it will stick with the employee and yield a much higher retention than merely offering a classroom style lecture.

“The face-to-face classroom is no longer the norm,” writes Claire Schooley of Forrester Research. “In fact, it’s an atypical and archaic approach for some organizations.”

For companies to succeed in today’s fast-moving business environment, creating a culture of learning is imperative to help employees stay passionate about their work and catch up to speed on new developments. By utilizing hybrid tools such as experiential and video learning, companies can ensure their training is both engaging and effective.

Kevin Oakes, President of the Institute for Corporate Productivity, presented his vision for creating a culture of learning at our recent Future Learning 2020 Summit. Get access to that video for inspiration on how to transform your own company.

How the Learning Content Lifecycle Revolutionizes Employee Learning

Read time: 4 mins

Content Cycle

Pop quiz: What’s your most popular learning content? How do your employees consume it? And when?

If you have a millennial staff—and many companies do or will soon, since this is becoming the largest employee cohort—your most successful learning effort may be a bite-sized mobile offering, like a video or an insight. That’s because the on-the-go Google generation learns in small chunks, seeking out information that is immediately relevant to what they’re doing. Traditional conference-room or web-based training is a grind for them. It seems detached from real life—canned and boring and way too long.

And this shift from traditional courses to on-demand learning isn’t just a millennial concern. For many employees, millennials or not, time is of the essence. Most can commit only one percent of their day to learning, according to Bersin by Deloitte. To actually teach them effectively, you’ve got to deliver the right content at the right time. But how?

It’s almost like you need a roadmap to navigate the need-it-now L&D of today…

Well, your wish is our command. Say hello to our version of a roadmap—the Learning Content Lifecycle. The Lifecycle is your guide to creating a learning and development strategy that really works. Here’s how:

Stage One: Acquisition

The good news? Content is everywhere. It’s on your Learning Management System, in your document repositories, and on your intranet and other portals. Content resides in the heads of your subject matter experts and in the expensive contracts you maintain with third-party providers. And of course it’s all over the web.

The bad news? Unless your content is brief, immediately useful, and easy to find, most employees, and especially millennials, won’t even bother with it.

So in Stage One, we work with you to understand all of your third-party content partnerships and figure out whether you are getting value. Third-party providers include e-learning content providers (such and Skillsoft and Lynda.com), periodical subscriptions, and MooC platforms like Coursera and Udemy. They all offer great content—but do you know how much you are paying and how much is actually being consumed?

Our technology allows you to save thousands in annual third-party provider costs by constantly monitoring employee usage so you only pay for what your company uses. At EdCast, we’re so confident in our usage monitoring that we guarantee companies their money back if we don’t increase their savings.

Stage Two: Aggregation

The problem for many companies is that their content is a massive snarl of disorganized information. Learning resources exist on many different platforms and there is no real “middleware” to bring them all together into an integrated content experience. Wouldn’t it be wonderful if you could put your arms around all of this content?

EdCast’s technology aggregates your content into a single, easily searchable platform. That means categorizing everything including managed and paid content; free internet sources like blogs, webinars, and videos; formal LMS; internal content; and masses of stored documents in places like Dropbox or on Box.com.

Stage Three: Curation

Say you want to bake a souffle, but you’ve never done it before. So you watch a video online or read a recipe, whatever you think is the best resource. And because you have the ingredients on hand, you’re in the kitchen, and you’re about to apply what you’re learning, you retain almost all of what you take in. But that’s not usually the case with education. In fact, according to education expert Charles Jennings, most of us will forget about half of what we’ve been told within an hour of being told it. That’s an extreme version of the classic “forgetting curve” theory, which shows a steady decline in retention over days.

The antidote to forgetting? If you use what you learn within one hour of learning it, your retention goes way up. That means that the best time to learn to bake a souffle is when the oven’s preheated, the ingredients are laid out, and you need the information to move forward.

At EdCast, we get you the information you need when you need it with a curation engine that combines algorithms and human review. The curator allows the user to search a unified database of your content from their mobile or desktop computer. It also suggests similar resources based on their search terms—something like Amazon suggesting books based on your purchasing record. Suddenly, your content is easy to search, easy to access, and best of all, memorable. Which makes for on-point souffles, company reports, or any other project.

Stage Four: Creation

Content you create yourself is more valuable to your company than purchased content. Why? Because it’s specific to your business and its needs. It’s original.

Often, this internal knowledge is lurking in the minds of your resident subject matter experts. Our technology can help your experts share their knowledge with as many employees as are interested. At EdCast, our obsession is making it as easy as possible for your experts to publish their insights, via feeds, videos, and shared articles. This information then becomes part of your entire learning library.

We also know that small, bite-sized chunks of knowledge consumed while on the go can be the best scenario for busy employees. At EdCast, we create short spurts of information called SmartBites that can be consumed from you mobile phone, browser, or via our APIs.

Stage Five: Discovery

So you’ve got all of this useful, engaging, and easily searchable content. It’s bite-sized where appropriate and some of it even comes from in-house experts. Now you can really create a culture of daily learning, where your L&D insights are so engaging and well curated that the employee wants to seek them out. And they can, anywhere they can access the internet.

You’ve created a living, breathing learning resource for your company that is collaborative and fun. Watch it take off and keep growing with the help of intuitive learning technology.

For more on how EdCast can help you navigate the Learning Content Lifecycle, contact us.

How to Save Millions in Attrition and IP Loss with the Power of Knowledge Networks?

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Although even the experts can’t agree on the true cost of employee attrition, they all agree that it represents an unnecessary burden on an organization’s profitability. Estimates vary from 20 percent all the way to 150 percent of a mid-level employee’s annual salary. Most HR professionals, though, place the cost to replace a mid-level employee at around two-thirds of his or her salary.

These figures all rise significantly as the complexity of the employee’s role rises. For executive level employees, the lowest estimate is 200 percent of the employee’s annual income. What is the main factor influencing these costs? Recruitment costs are not that high. No, the main factor in determining cost is the time it takes to bring a new employee up to speed.

The Real Cost of Attrition

Ignoring the cost of recruitment — advertising, sifting through résumés and applications, interviewing candidates, conducting background checks — losing an employee comes with numerous less-definable costs. These include lost productivity due to the time it takes for a new employee to reach the productivity level of his or her predecessor. HR pros put this ramping up period at a minimum of one year.

You also have direct and indirect training costs. The direct cost is, of course, in training the actual employee. Indirect costs refer to the employees conducting this training. Essentially, you have two people doing the job of one person, with the trainer unable to perform his or her regular job at full capacity.

Collectively, these costs reflect the lost knowledge of your former employee, or IP loss. Long after you’ve paid the cost of recruiting and hiring a new employee, you continue paying the cost of losing that employee’s knowledge and experience.

Engaged Employees Are Happy Employees

The first step to lower attrition rates, and therefore lower attrition costs, is to create an environment in which employees feel engaged and valued. Studies prove, repeatedly, that this does not necessarily equal a fatter paycheck. Rather, nearly every study reveals that employees want to work in a collaborative environment, one in which their ideas are heard and respected. The research says that engaged employees are less likely to leave their employer, and they provide greater contributions than disengaged employees do.

Knowledge networks create that engaging employee culture in which employees thrive, working in an environment of cooperation and peer-to-peer learning. With EdCast, employers and teams have the ability to create knowledge networks around a variety of subjects and topics. Networks may remain internal, or organizations may expand beyond their walls to take advantage of a world of learning and collaborative efforts.

Benefits of Knowledge Networks

Knowledge networks create environments in which users share their experience, information, and knowledge, so that each member benefits from the collective wisdom and experience of the group. Across the world, organizations such as the World Health Organization use knowledge networks to address issues on a global scale. On an individual level, members use knowledge networks to grow industry knowledge on a wide range of topics in science, technology, sales, education, and much more.

Organizations create training networks integrating mobile, social, and cloud-based learning technologies that harness the power of collaborative, peer-to-peer learning. Participants increase their knowledge and grow new skills with easily digestible, bite-sized content. The result is deeper engagement with the company and greater job satisfaction as employees reach professional goals more quickly and easily through continuous professional development.

What Happens When Employees Leave?

No matter how engaging and supportive a work environment you create, employees eventually leave. This is not necessarily bad, and in some instances, it is the best scenario for both the employee and the employer. New employees bring new ideas, new insights, and new talents to your organization. Therefore, while high attrition is detrimental for your company, a low level of attrition creates a net positive outcome. What’s more, if your organization utilizes knowledge networks, it minimizes the knowledge base lost when an employee exits the company.

Employee-driven training and professional development removes some of the training burden traditionally placed on other employees. EdCast’sSmartBites, curated daily, provide employees instant access to subject matter experts and thought leaders, dramatically reducing ramp-up time for new employees. Your new hires benefit from the shared knowledge of the network, including the experience and expertise of the former employee.

Bringing It All Together

No matter how you calculate it, attrition is expensive. The first step to lowering that cost is creating a collaborative, supportive working environment that engages your employees. People who feel valued by their employer, who enjoy the benefit of continual learning and collaborating with peers, feel little need to look for employment elsewhere. EdCast’s training and knowledge networks help create the collaborative environment in which employees thrive. Employees reach their career goals while their improved contributions help the organization reach its goals. When an employee does move on, the knowledge network brings new talent up to speed quickly.

EdCast introducing the Corporate Academy at Open edX Con 2016

logo

We’re excited to attend Open edX Con 2016 at Stanford, right in our backyard here in Silicon Valley. At the conference we’re announcing our innovative Corporate Academy powered by Open edX. Our Corporate Academy is an out-of-the-box solution that allows companies to setup their own branded academy and start running courses in less than 24 hours.

At EdCast, we’re firm believers in the 70-20-10 learning model and as such, we offer a solution that allows learners to access informal and formal learning in one seamless and complete experience. Our open edX Corporate Academy platform is an integral part of that experience and allows our customers to create powerful courses and award micro-degrees to drive user engagement and effective corporate learning. In addition, the EdCast Knowledge NetworkTM provides customers a complete solution for informal learning. Users on the Knowledge Network receive a personalized feed based on their job role, interests, and competencies of bite-sized content that they consume to learn everyday. Our customers, which include thought leaders such as GE, HP, EMC and Salesforce, combine our open edX powered Corporate Academy on the formal side, with the EdCast Knowledge NetworkTM on the informal side to deliver an optimized learning experience.

A holistic learning approach yields results

The feedback we’re getting from customers and how excited they are about our holistic approach to learning is what drives us.

HP_Life_Edcast_250Take HP LIFE as an example. They have a very large entrepreneur community that they wanted to grow and engage. They were seeking a solution that would offer more control, allow them to add courses easily, update content dynamically, and build a community encouraging peer-to-peer learning where users could learn and grow together. They also wanted a solution to seamlessly blend informal and formal learning to optimize the learning experience, making it intuitive, engaging and effective.

Now, EdCast powers HP LIFE’s 175 courses and our Knowledge Network provides complete control, enabling dynamic updates of the course materials, social collaboration tools to help drive user engagement, and focus on a customized learning experience for each user based on their interests, job, competencies, and other learning signals. Users can access our mobile apps to access and consume the full learning experience anywhere and anytime.

The results have been amazing, we’ve increased their global reach and we’ve improved their engagement significantly. In fact, 84% of HP LIFE users say they’ve helped them reach their professional goals.

What’s next for EdCast?

Our Open edX Corporate Academy is an extremely powerful out-of-the-box solution that enables corporations to be up and running in less than 24 hours.  To complement the formal learning, we have added a series of new capabilities on the informal side including the ability to create live streams, learning Pathways, and SmartbitesTM. These new learning components enable users to consume content on demand, real-time, and in chunks they can consume in a matter of minutes. This approach drives employee learning which in turn generates higher business performance.

We’re continually improving the user experience and our emphasis right now is on building powerful analytics, allowing our customers to track the progress of both individuals and teams through easy-to-understand visual dashboards.

 

EdCast Acquires Seattle-Based Sales University to Expand its Enterprise Learning to Sales Organizations

Acquisition will add 100,000+ sales people and Fortune 500 companies to the growing EdCast Knowledge Network

DENVER – May 25, 2016 – EdCast, the fast growing knowledge network for enterprise and personal learning, is thrilled to announce that it has agreed to acquire Sales University (http://SalesU.io), the Seattle-based creator of a revolutionary sales training app used by over 100,000 salespeople and Fortune 500 companies.

The acquisition agreement comes just a month after EdCast announced a $16MM Series B round of funding led by GE Asset Management and Softbank Capital, and demonstrates significant growth in EdCast knowledge network adoption at Fortune 500 companies. The need for a social learning solution for sales organizations is a $20 Billion market opportunity, yet 87% of information learned at sales training is lost after just 30 days, according to ASTD (American Society of Training & Development).

Sales University, based in Seattle, was founded in 2011 by former Microsoft engineers, funded by prominent angel investors and grew out of Microsoft Ventures Accelerator. Google, Samsung, Snapdeal and many large enterprises are customers of Sales University.

“Access to curated and personalized knowledge based on the roles and job function is the new competitive advantage in the rapidly changing knowledge economy,” said Karl Mehta, Founder & CEO, EdCast Inc. “Sales-University is the leading innovator in the Sales training category and we are excited to have their platform, customers and team to join the EdCast Knowledge Network.”

Kalpit Jain, co-founder & CEO of Sales-University, said, “EdCast is leading the new category of Knowledge Network for enterprises across industry verticals and job functions. We are thrilled to be part of this fast growing market leader in an exciting space that can help the digital transformation of enterprises worldwide.”

Terms of the acquisition were not disclosed.

 

About EdCast

EdCast is a knowledge network built to inspire, empower and educate individuals and organizations to get smarter with daily curated & contextual bite-size insights (SmartBitesTM) with live access to influencers and Subject Matter Experts. EdCast Knowledge NetworksTM powers social, mobile and cloud-based informal learning for world-class institutions, enterprises, governments and nonprofits to enable millions to become lifelong learners.

The EdCast executive team has a track record of building large-scale transformational technology; all are passionate about the global impact of mobile and online knowledge sharing. EdCast is a Stanford StartX company backed by tier one VC firms and advised by visionaries and globally renowned thought leaders, Mitch Kapor and Prof. Jeffrey Sachs.

The Company is based in Mountain View CA, with offices worldwide. More information can be found on http://edcast.com.

About Sales University

Founded by former Microsoft Engineers in Seattle in 2011, we have delivered training to more than 100,000 sales people. Fortune 500 customers include Google, Samsung, and innovative emerging growth companies like Snapdeal. We are passionate about mobile first learning. Our mobile apps are in the pocket of more than four million consumers. We have over 300 mobile apps for learning and training for iOS, Android and Windows. More information can be found on http://salesu.io.

 

 

EdCast Launches the World’s First “Global Educator Teach-A-Thon”

Program awards $100,000 prize to educators who embrace knowledge sharing technology

SAN DIEGO, Calif. – April 20, 2016 – EdCast, the fast-growing social knowledge network on which users learn from influencers, peers and subject matter experts, today announced the launch of the Global Educator Teach-A-Thon, a new annual challenge for educators to showcase the impact and power of social learning and mobile livestream technology. Educators and influencers worldwide are invited to apply for the first ever open-knowledge viral challenge designed to help students and adults learn from free and open content for a chance to compete for the grand prize of $100,000. Additional challenge partners include Arizona State University, KIPP, Pencils of Promise, Reach Capital, the UN Sustainable Development Solutions Network, Tata Trusts, Teach For All, and Teach For America.

EdCast created the Global Educator Teach-A-Thon to challenge educators to step out of their comfort zone and embrace the sharing economy, expanding their reach beyond the classroom to foster a culture of creativity, innovation and lifelong learning. Educators and those with a passion for a specific subject or discipline must demonstrate their teaching acumen by recording and uploading short video lessons from their smartphone. The educator(s) who garner the highest user engagement will win the grand prize of $100,000.

“We’re challenging the status quo when it comes to the way we share and retain knowledge,” says Karl Mehta, CEO of EdCast. “This global competition is about pushing the boundaries of social innovation, and encouraging people from around the world to use their creativity to make learning the ultimate shared experience.”

“We’re very excited to join EdCast on this groundbreaking, global initiative,” says Wendy Kopp, CEO and Co-Founder of Teach For All. “The Teach-A-Thon is a golden opportunity for educators and learners from around the world to use the collaborative power of technology to share knowledge in new and creative ways.”

Participation in the EdCast Global Teach-A-Thon is free at www.edcast.com/corp/GET

About EdCast

EdCast is a knowledge network built to inspire, empower and educate individuals and organizations to get smarter with daily curated & contextual bite-size insights (SmartBitesTM) with live access to influencers and Subject Matter Experts. EdCast Knowledge NetworksTM powers social, mobile and cloud-based informal learning for world-class institutions, enterprises, governments and nonprofits to enable millions to become lifelong learners.

The EdCast executive team has a track record of building large-scale transformational technology; all are passionate about the global impact of mobile and online knowledge sharing. EdCast is a Stanford StartX company backed by tier one VC firms and advised by visionaries and globally renowned thought leaders, Mitch Kapor and Prof. Jeffrey Sachs.

The Company is based in Mountain View CA, with offices worldwide.

Contacts

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RLM Public Relations
Richard Laermer, +1 646-517-4340
EdCast@RLMpr.com