TOPICS INCLUDE:
• Reinventing enterprise learning
• 3-D and immersive environments
• Automated companions
• Advanced tutoring systems
• Video games, rich media, and simulation
• Enterprise knowledge transfer
• Machine learning
• Virtual worlds
• Semantic technologies
CONFERENCE OVERVIEW
For decades, we’ve known that training and learning in the workplace could help differentiate enterprises
in the marketplace, reduce costs, and create a more agile and sophisticated workforce. With the
advent of interactive computing, expectations rose that computers would provide rich educational
environments in addition to interactive mentoring for individualized learning. Though only partially realized, numerous technologies, tools, and techniques are emerging as a byproduct of that hope.
What are the next great thoughts, technologies, and methodologies for training and learning? This conference will examine developing trends in learning, teaching, and collaboration, including automated induction. Can video games, for example, do a better job than the sender-receiver teaching model? Will amateur knowledge acquired in immersive environments surpass expert knowledge?
Web 2.0 and 3.0 provide new infrastructures and opportunities for software to play an intelligent and active role in innovation and coordination. With advances in computational power, networks, and AI, learning and training will migrate from the individual to social networks of people and machines. How will this migration affect the enterprise? In the future, will knowing how, when, and where to gain access to information gatekeepers be more important than learning the information itself?
Which will prove more effective: cognitive tutors or cognitive-based designs? More cognizant brainmachine interfaces may adapt to a person’s behavior over time, helping to complete tasks more efficiently. Skills training for large numbers of people and the next-generation workforce will require better simulation and gaming tools, humanized interfaces, faster response times, and a holistic approach that takes into account our increasingly networked, connected, nonlinear, chaotic world. Knowing more about behavior, learning, perception, and memory will help organizations manage such issues as employee turnover and the graying workforce. Can we speculate that better-trained and more sophisticated personnel will be able to exploit a wider range of organizational ideas and techniques and respond appropriately to changing conditions?
WORKSHOP:
Enterprise Social Networking:
Leveraging Relationships, Communities, and Learning
Wednesday, May 6, 2009: 9:00 AM - 3:30 PM
We are witnessing the transition from a one-to-many to a many-to-many paradigm for learning, where social networks can become the center of the action. The benefits that can accrue to an enterprise through the use of social networking tools can fulfill an array of needs, including bridging generational shifts in the workforce, facilitating collaboration and community building, and managing talent.
Despite these advantages, a number of organizations moving forward with internal social networking projects experience a noticeable level of discomfort. A host of non-technology issues abound: establishing the business case, acquiring funding, determining metrics, developing governance policies, and addressing security concerns. Strategists need to consider numerous cultural dynamics, including persuading employee to participate in such systems.
The basis of this workshop will center around the findings, concerns, and questions raised from a recent study conducted by the Burton Group on social networking within the enterprise. In this workshop, we'll look at 15 critical issues organizations may encounter as they move forward with internal social networking initiatives. In addition, the workshop will provide a forum for exchanging information on what other members are doing-their challenges and their successes-as well as their struggles.
Facilitator: Mr. Mike Gotta
Principal Analyst, Collaboration and Content Strategies
Burton Group