A Forrester Consulting May 2017

Thought Leadership Paper

Commissioned By Adobe

Mobile Learning Will Lead

The Charge For Corporate
Learning In New Workers’
Environments
Enterprises Built To Change Will Last
Through Change
Table Of Contents
Executive Summary .......................................................................................... 1
Key Findings ...................................................................................................... 1
Firms Across North America Are Evolving From A Traditional
Approach To Corporate Learning ................................................................... 3
The Current Approach To Learning Is Not Adequately Addressing
Your Employees’ Needs ................................................................................... 4
Firms Must Overcome Challenges In Mobile Learning To Have A
Successful Learning And Development Strategy ........................................ 6
A Feature-Rich Mobile Learning Platform Will Guide You Toward
Success .............................................................................................................. 7
Key Recommendations .................................................................................. 10
Appendix A: Methodology ............................................................................. 11
Appendix B: Supplementary Graphs And Demographics ........................ 11
Appendix C: Endnotes ................................................................................... 15

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challenges, and drivers for learning across industries. The

Executive Summary study included in-depth surveys with 161 senior HR and
learning and development (L&D) leaders in the US and
The learning expectations of today's workers have changed. Canada.
Traditional classroom and eLearning courses have less
relevance in today's corporate, fast-paced environment. Our Key Findings
research shows that online learning is as effective as — and
in some cases more effective than — classroom learning. This study yielded a number of key findings:
Technology enables fast, efficient learning and allows for in-
depth analysis and problem-based learning. Digital › While Millennials form a larger share of the workforce,
disruption affects the tools, content, and delivery methods mobile is important for all. The composition of the
that make up your learning strategy. It's time to give them a current workforce in North America has changed. More
facelift. than one-third of the entire workforce in the US was born
in the 1990s or later. Though it is easy to equate the
The eLearning courses assigned to workers have value, but Millennial workforce with new technologies, a high usage
for most organizations, it's time to examine different of mobile devices across all workforce age groups has
approaches. Digital technologies meet employees' work bolstered the importance of mobile-based technologies.
needs in context and go beyond self-paced eLearning, Corporations must realize this and adapt their learning
virtual classrooms, and classroom instruction — while strategy to accommodate the needs and behavior of their
incorporating these older approaches as appropriate. 2
workforce.
In the future, learning content will be part of employees' › Traditional learning approaches will no longer be
daily lives. Whether they wish to find a short chunk of sufficient. Traditionally, organizations have relied on
learning needed to do work, collaborate on a project, or learning approaches such as face-to-face classroom
determine the business impact of learning, the content in sessions, curriculum-based learning courses, and on-the-
the future will showcase new and retooled functionality. job learning. While these methods are still effective, they
Above all, employees will have a user-friendly interface on lack the scalability and ability to reach your employees in
their personal devices that provides tailored, personalized the need of the hour.
learning experiences.
Learning and development departments understand the “We find from our research that those in
need for mobile learning, reflected in the growth of adoption their 40s and 50s care about mobile, too.
of mobile learning across organizations in North America. eLearning on mobile is not merely a
Many organizations often struggle to implement mobile Millennial thing; it’s about maximizing
learning, even as they recognize the pressure is “on” to employee performance. We use it to fit
provide content in mobile-ready formats. This struggle is a learning into daily schedules of
result of a combination of factors, such as traditional employees — for people to learn
learning behaviors, legacy learning content, lack of financial whenever they can, however they can.”
resources, and outdated technology.
1 — Digital learning leader, large global
conglomerate
But corporate training departments face a major problem:
With so many technologies available to use for online and,
in particular, mobile learning, how do business leaders
› Organizations will develop more mobile learning
content. Organizations across North America understand
identify the most effective technologies and maximize the
the need to evolve their learning strategy. The HR and
value of mobile learning? What do the employees really
L&D leaders we interviewed highlighted the need to
need? What are the key challenges that learning leaders
develop feature-rich content that is more accessible to
have?
employees in their moment of need, thus making it more
In December 2016, Adobe commissioned Forrester effective. We further learned that mobile takes center
Consulting to evaluate some of the key challenges, drivers, stage for the development of new content in the future for
and trends that businesses are facing in regards to corporations across industries in the US and Canada.
corporate learning. To explore this trend, Forrester
conducted a custom study to identify key business trends,
 2

› Mobile learning will increase the effectiveness of

learning programs. Through mobile learning,
organizations will be able to author and deliver shorter,
more targeted content, focusing on the specific needs of
the employee on the go. Mobile learning will allow L&D
leaders to treat their employees as customers and deliver
an enhanced workforce experience by allowing flexibility
and ease of use in consuming learning content. It will also
ensure higher completion rates and improved
dissemination of knowledge across the organization and
in the larger ecosystem.

› There are several challenges in implementing a

comprehensive mobile learning strategy.
Implementing a comprehensive and successful mobile
learning strategy is not easy. There are several technical
challenges, such as the setup of infrastructure,
configuration for several device types, and security. It is
also challenging for instructional designers to develop
mobile learning content. Additionally, with the availability
of many tools and platforms, learning leaders find it
difficult to ascertain the right platform for authoring mobile
content.
 3

Firms Across North America Are employee expectations from mobile devices in their
personal lives increase, their expectations in professional
Evolving From A Traditional environments also rise proportionally. As a result, your
Approach To Corporate Learning workforce will demand more from corporate learning.
The current boom of digitally savvy employees will change
“Is my flight on time?” “Where do I book a table for three for
the way people work and the way people learn.
Chinese food now?” “How long will my commute home
Organizations in North America need to evolve beyond the
take?” Your customers are experiencing a mobile mind shift:
traditional learning behaviors and legacy content to cater to
the expectation that they can get what they want in their
the current needs and behavior of the workforce. Our
immediate context and moment of need. When they need
research shows that eLearning methods such as self-paced
something — anything — they turn to a mobile device and
eLearning (42%) and informal online learning (38%) are
ask for help. Every interaction reinforces the concept that
almost on par with the more traditional approaches to
one's mobile device provides the solution to every question
learning, such as face-to-face learning in classrooms (50%)
or problem. And this seismic shift in behavior translates to
3 and on-the-job learning (47%) (Figure 1).
your workforce.
Our study reveals key trends in the enterprise learning
The rise of Millennials in the workforce, an increasing
space:
employee demand for technology flexibility, and a focus on
the employee experience continue to challenge traditional › Online learning has broad-based adoption across
work procedures. Seventy-two percent of information industries. HR and L&D leaders in North America across
workers surveyed by Forrester in 2016 use smartphones for industries said that 46% of their learning content for their
work, and 43% use tablets. The speed of this transformation employees is online digital learning. Technology-intensive
is also revealing: From 2013 to 2015, the use of industries such as IT and high tech (58%) and banking
smartphones and tablets at work increased from 39% to and financial services (52%) lead the pack, while
4
67% for information workers in North America. The time industries such as healthcare and life sciences (41%) and
spent using these devices for work increased 17% — from manufacturing (39%) have the lowest penetration.
an average of 2.3 hours a day to 2.7 hours a day, according
®
to Forrester’s Business Technographics survey data. As

FIGURE 1
eLearning Approach Adoption Is Gaining Ground On The More Traditional Approaches

“What are the learning approaches used by your company?”

Mean (%)

Face-to-face classroom instruction 50%

On-the-job learning 47%

Self-paced eLearning 42%

Informal online learning (social learning, online

38%
mentoring, interactions with experts)

Virtual classroom (online synchronous learning) 38%

Videos 35%

Base: 161 HR and learning and development leaders across organizations in the US and Canada
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016
 4

› Organizations customize their learning content. potential to increase employee involvement in learning,
Nearly half (49%) of the eLearning content is created while 75% mentioned that mobile is a good learning tool
internally. L&D leaders across organizations mandate for some content.
their instructional designers to customize to the unique
learning needs of their organization. This holds true The Current Approach To Learning
across company sizes and industries, highlighting the
Is Not Adequately Addressing Your
need to update learning approaches to meet rising
customer expectations and technology trends. Employees’ Needs
› Mobile is an effective tool to drive the learning In the age of the customer, every business you work with
content. Sixty-two percent of respondents to our survey will need to compete on customer experience (CX) and
are convinced about the effectiveness of learning content delivering on constantly rising customer expectations.
on mobile devices. Twenty-eight percent of respondents Seventy-six percent of global execs tell us that improving
said that mobile is a valued and effective way of learning, CX is a high or critical priority. In order to achieve the
and they want to have more mobile content. Seventeen required outcome from corporate learning initiatives,
percent said that mobile is an effective tool for short Forrester has identified the ability to groom the right talent
learning content and for providing learning content on the as one of the six most critical levers of customer-obsessed
go (see Figure 2). Mobile content also received a thumbs organizations. It is more important than ever for
up from content developers — when asked about organizations to enable their workforce and nurture talent
instructional designers’ attitude toward mobile learning, through enterprise learning by using the right tools suited to
74% of learning and devlopment leaders agreed with their 5
employee needs and behavior.
instructional designers that mobile has tremendous

FIGURE 2
Learning Leaders Want To Drive More Mobile Learning Content

“As a leader in your organization, which of the following best describes the use of mobile for learning?”

Mobile learning is a valued and effective way of learning, and

28%
I wish we had more content developed for mobile learning

Mobile is an effective way for some kinds of learning,

17%
like short (3- to 5-min.) learning

We need mobile learning because our employees are

17%
on the go and need access to learning

In our company, learning is thought of as courses, and

12%
this longer content is not appropriate for mobile

Learning via mobile is not as effective

10%
as other forms of learning

I have reservations about mobile as a learning method 9%

I question the effectiveness of mobile

learning for long-term retention 7%

Base: 161 HR and learning and development leaders across organizations in the US and Canada
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016
 5

average workforce scores were extremely low at – 0.17

“People will not do long learning sessions
(scores less than – 0.15 indicate significant friction, where
because of culture today. We need to meet
workers’ expectations are far greater than the organizational
learners where they are, and our learners are
delivery of mobile technology). Furthermore, in the US, a
not at one place. They will do everything on a
higher percentage of firms fall under the category of a
mobile device.”
disconnected workforce (34% for the US workforce versus
6
— Global lead for learning and development, 28% for the rest of the world) (see Figure 11 — Appendix).
global financial services major
We asked learning leaders about their approach toward
corporate learning across industries in the US and Canada,
Are organizations doing enough to enable their workforce in
which resulted in some important findings:
their moments of need? Probably not. You can’t ignore
Millennials in creating a corporate learning strategy. › Adoption of mobile devices for eLearning will see
Millennials form a defining share of the workforce in the US, high growth. eLearning content for mobile devices is set
and they have some unique characteristics that inform the to see high growth across industries in the US and
ways in which they learn. These workers grew up with Canada. Respondents to our survey said that their
technology gadgets, and from an early age — long before organizations will see an accessibility of 31% (tablets) and
they entered the workforce — they've been using these 27% (mobile) for the next 12 months, compared with 25%
devices to socialize, collaborate, and find the information (tablets) and 21% (mobile) in the previous 12 months.
they need. Leaders in today's organizations must take This is a growth of 24% and 26% for tablets and mobile
advantage of these attributes in their L&D programs. devices, respectively (see Figure 3). This trend is further
In 2016, Forrester introduced the Employee Mobile Mind bolstered by the needs of Millennials in organizations.
Shift Index (eMMSI) to analyze workforce mobile intensity, Fifty-five percent of survey respondents believe that
expectations, and behaviors. Insights from this index are Millennials want to access learning wherever they are,
used to determine the need and urgency to provide certain and 47% said that Millennials want to leverage new
employees with mobile devices, applications, and content; technologies for learning. Further, 45% said that
what their expectations are; and which features to include. Millennials want to access both internal and external
The most significant finding from our eMMSI model is content from anywhere. .
perhaps the scores of workforce expectations versus
organizational delivery on mobile technology. Global
› Flexibility and accessibility will drive mobile learning.

FIGURE 3
eLearning Content Targeting Mobile Devices Is Expected To See High Growth Across Industries

“What percentage of your eLearning is (in the past 12 months) or will be (in the next 12 months)
accessible on the following device types?”
Growth
In the next 12 months
In the past 12 months 31%
Tablet 24%
25%

27%
Smartphone 26%
21%

Base: 161 HR and learning and development leaders across organizations in the US and Canada
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016
 6

Respondents to our survey clearly highlighted the benefits benefits of mobile learning, resulting in high growth of
of mobile learning for their organizations. Fifty-three mobile learning adoption. However, many organizations still
percent mentioned flexibility, while ease of sharing struggle to implement mobile learning, even as they
content (47%) and accessibility (45%) were the other top recognize the pressure is on to provide content in mobile-
choices (see Figure 4). ready formats. This struggle is a result of traditional learning
behaviors, legacy learning content, lack of financial
7
Firms Must Overcome Challenges In resources, and outdated technology.

Mobile Learning To Have A In our research, we identified the following challenges

Successful Learning And companies face in implementing mobile learning in their
organizations:
Development Strategy
› Selecting a feature-rich mobile learning tool is the
Learning and performance tools used to be primarily viewed biggest challenge. Organizations face a unique
through the lens of training and compliance. But now, some challenge of identifying a feature-rich mobile authoring
of the best companies offer learning experiences that go tool that can help instructional designers to develop
well beyond compliance training. Instead, they offer a blend mobile learning content with ease, as noted by 50% of the
of engaging formats that challenge and extend employees' survey respondents. Another big challenge is to skill the
depth and breadth of knowledge. They achieve this by instructional designers on mobile content authoring tool
integrating learning and performance management usage (38%) (see Figure 5).
seamlessly into the employee experience. As a result,
employee performance has become a continuous process
› Educating the employees on the benefits of online
and mobile learning is difficult. Forty-one percent of the
with frequent formal and informal check-ins, adoption of new
HR and L&D leaders we surveyed face challenges in
technologies, and new device content.
marketing the eLearning courses to their workforce (see
Figure 5).
Learning and development departments clearly see the › Setting up a mobile learning program is a technical

FIGURE 4
Mobile Learning Provides Flexibility, Ease Of Use, And Better Access To Consumers

“What are the benefits of mobile learning?”

(Percentage)

Flexibility of learning from any location at any time 53%

Easy way to repurpose and share new content 47%

Makes learning more widely available and accessible 45%

Provides multimedia content and delivery options 43%

Quick learning that is often just in time for a business need 42%

Higher learner engagement rates with multimedia on mobile 40%

Mobile’s short microlearning content reflects the

32%
way employees learn today

Base: 161 HR and learning and development leaders across organizations in the US and Canada
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016
 7

challenge. Fifty-five percent of our survey respondents order to enable digital learning content, organizations must
mentioned that setting up of a mobile program is a top consider content to be multidevice friendly, including mobile
technical challenge they face. This includes setting up devices and tablets. Mobile authoring tools must be
infrastructure, buying authoring tools, training instructional innovative and adept in easily creating responsive, mobile-
designers, and providing mobile devices if that is friendly courses. Respondents to our survey said that online
company policy. learning content for employee development programs
needs to have several features, such as device versatility
› Security remains a concern for mobile learning. There (80%), ease of access (80%), shorter content pieces (76%),
is a need for more secure mobile learning platforms to and higher engagement to ensure higher completion rates
alleviate some of the security concerns — 47% of the (74%) (see Figure 6).
survey respondents indicated their IT department
perceives security risks through mobile devices.

FIGURE 5
Developing Mobile Learning Content Has Several Challenges

“What are the biggest challenges in developing online content for a mobile device?”
(Percentage)

Selecting good full-featured tools for mobile authoring

50%
that an instructional designer can use easily

Marketing mobile learning to employees who are used to classroom

41%
or traditional eLearning courses for their development

Skilling up instructional designers who do not have

38%
the skill set to develop mobile content

Getting buy-in from learning and development

36%
leadership to use mobile for learning

Reworking existing eLearning content for mobile platforms 33%

Base: 161 HR and learning and development leaders across organizations in the US and Canada
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016

A Feature-Rich Mobile Learning

Platform Will Guide You Toward
Success
Learning tools will increasingly exhibit a consumer-like,
easy-to-use interface with strong search capabilities. In
 8

FIGURE 6
Organizations Demand Feature-Rich Mobile Learning Tools

“How important are each of the following in terms of encouraging your company to
use more online digital learning in employee development programs?”
(Percentages showing “important” and “very important”)

80% 80% 76%

Device versatility Ease of access to content Just-in-time reference

to learning content

76% 74%

Shorter content pieces = Increased completion

higher completion rate rate for mobile content

Base: 161 HR and learning and development leaders across organizations in the US and Canada
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016

The need for a feature-rich content authoring platform that

targets mobile devices is clear. Almost one-third (32%) of “We need to reframe people’s thinking about
respondents across industries highlight the need for mobile learning. People keep a very traditional view;
learning. To add to this, 29% of respondents plan to develop even though they are doing more bite-sized
some learning content targeting mobile devices, while 23% learning, they don’t realize it. This is why the
want to develop all new content that is mobile enabled new content that we create needs to be
where possible (see Figure 7). Only 8% of the respondents mobile. We need to meet learners where they
we interviewed either have no plans for developing mobile are, and our learners are not at a single
learning content in the future or do not have clarity on their place.”
strategy. — Global lead for learning and
development, large global insurance
provider
 9

From Forrester inquiries and interactions with clients, we As learning becomes less formal and the lines blur between
found that about three-quarters of organizations are now information and learning, mobile plays an increasing role in
using some form of eLearning. But it's not as easy as giving employees the information and learning they need,
selecting and implementing a single technology. The key to when they need it, to do their job. Mobile increases
success is selecting the right technology for the type of productivity and also allows for faster and better
learning content you are presenting. This includes powerful communication.
mobile learning content authoring tools as well as learning
8 We still face work environments where “learning” is viewed
platforms for content consumption.
as an experience requiring employees to stop their work
The challenge many of our clients face is one of sorting and go to a “class,” either online or face to face. While some
through the options. With the increasing number of learning content is appropriate for this more formal learning, today’s
choices available to your organization, it becomes critical employees — especially Millennials — value the approach
that you apply the right learning format, at the right time, for of chucking this content into single-concept, 5-minute
the right learning need. This will vary with the audience — learning segments available to them anytime, anywhere,
employees need in-depth product learning, while channel and on any device.
partners need a good understanding of the product's selling
strengths, and customers need to understand the variety of
ways they can use the product. The objective is to provide
short, engaging, rich content that your employees can use
with flexibility.

FIGURE 7
Learning In The Future Will Be Mobile Enabled

“What are your future plans for mobile learning?”

(Select one)

We will develop some content for mobile 29%

Where possible, all new learning will be mobile enabled; older

23%
learning will remain accessible through desktop or laptop

We will focus on developing a mobile learning strategy 20%

Where possible, all new learning will be mobile enabled;

20%
a lot of older learning will be repurposed for mobile

I do not know 4%

We have no plans for mobile learning 4%

Base: 161 HR and learning and development leaders across organizations in the US and Canada
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016
 10

Key Recommendations
For effective introduction and use of mobile learning in your organization, do the following:

› Make a business case for mobile learning. Secure support from leadership in many lines of business (LOBs)
by showing data on the need for, value of, and effectiveness of mobile learning across the organization. Detail the
cost for acquiring an authoring tool, training content developers on feature use, and promoting and supporting
mobile learning with employees.

› Form a committee to develop a mobile learning strategy. Gather representatives from IT, HR, and all LOBs to
develop plans for effective use of mobile in the organization. This includes platform availability, security, engaging
content both new and repurposed, internal promotion, integration with social media, learning management
systems (LMSes), analytics, performance support, and a feedback mechanism for suggestions and
improvements.

› Choose the right mobile learning tool. Think about the mobile features that users love and use daily, such as
video and the ability to share content with someone who can benefit. Make sure the tool features allow content
designers to create a variety of engaging content. Get demos from the top providers.

› Start small and grow with user feedback. Choose a group to pilot mobile learning that has super users,
sometime-mobile users, and even some naysayers on using mobile for learning. Solicit feedback, make changes,
and bring on additional groups as instructional designers/content developers create learning content.
 11

Appendix A: Methodology
In this study, Forrester conducted an online survey of 161 HR and L&D leaders in the US to evaluate some of the key
challenges, drivers, and trends that businesses are facing in regards to corporate learning. Survey participants included
decision makers and business leaders in business or IT roles. The study both began and was completed in December
2016.

Appendix B: Supplementary Graphs And Demographics

FIGURE 8
Organizational Structure — Country And Employee size

“In which country do you “Using your best estimate, how many employees work
currently work?” for your firm/organization worldwide?”

Canada 1,000 to 4,999 employees 48%

19%

5,000 to 14,999 employees 23%

15,000 to 24,999 employees 12%

25,000 to 34,999 employees 7%

US
81%
35,000 or more employees 9%

Base: 161 HR and learning and development leaders across organizations in the US and Canada
(percentages may not total 100 because of rounding)
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016
 12

FIGURE 9
Demographics — Industry And Responsibility

“Which of the following best describes the industry to which your company belongs?”

Healthcare 19%

Retail 17%

Manufacturing 17%

High technology 9%

Services 9%

Financial services 9%

Information technology 6%

Oil and gas 5%

Telecommunication 4%

Life sciences (pharmaceuticals and medical devices) 2%

Banking 2%

Utilities 1%

Media and entertainment 1%

“What is your level of responsibility for decisions regarding learning and development/talent
management in your organization?”
I influence learning and development/talent strategy in my
division/business unit/department and/or have deep
17%
knowledge regarding my division’s/business unit’s/
department’s learning and development/talent strategy

I influence digital decisions at the corporate level and/or

have deep knowledge regarding my company’s corporate 11%
learning and development/talent strategy

I am a primary decision maker for my division/

27%
business unit/department

I am a primary decision maker for

44%
the whole organization

Base: 161 HR and learning and development leaders across organizations in the US and Canada
(percentages may not total 100 because of rounding)
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016
 13

FIGURE 10
Demographics — Department And Title

“Which of the following best describes your current position/department?”

Learning and
development
22%

Human
resources
78%

“Which title best describes your position at your organization?”

Head — HR 30%

Director (manage a team of managers and high-level contributors) 22%

Head — learning and development 20%

Other C-level executive (e.g., CEO, COO) 9%

CIO/CTO 7%

CLO 7%

Vice president (in charge of one/several large departments) 6%

Base: 161 HR and learning and development leaders across organizations in the US and Canada
(percentages may not total 100 because of rounding)
Source: A commissioned study conducted by Forrester Consulting on behalf of Adobe, December 2016
 14

FIGURE 11
Employee Mobile Intensity Segments (eMMSI model)

All Disconnected Unshifted Transitional Shifted

Mobile Intensity
0 to 100 0 >0 to 19 20 to 59 60 to 100
Score range*
All eMMSI scores
Average Mobile
-0.17 -0.24 -0.17 -0.15 -0.08
Expectation Score
Average Communicate
34 4 31 46 63
Score
Average Consume
27 2 22 35 55
Score
Average Transact
22 1 17 27 49
Score
Average Personal
36 28 23 38 58
Intensity Score
All Demographics

% of workforce 30% 13% 39% 17%

% of US workforce 34% 15% 39% 13%

% of non-US workforce 28% 13% 40% 19%

All Usage
% using a smartphone
65% 13% 75% 89% 93%
for work
% using a tablet for
22% 2% 21% 24% 52%
work
% using a laptop for
84% 97% 74% 79% 84%
work

Number of phone apps 8 <1 7 11 15

Number of tablet apps 4 <1 2 3 9

% practicing BYOD 23% 15% 20% 27% 33%

Base: 968 to 2,859 global information workers in the specified mobility segments
Source: Forrester Data Global Business Technographics® Mobility And Workforce Survey, 2015
 15

Appendix C: Endnotes

1
Source: “Mobile Is Ubiquitous Today — But Why Not For Learning?” Forrester Research, Inc., October 13, 2015.
2
Source: Richard Fry, “Millennials surpass Gen Xers as the largest generation in U.S. labor force,” Pew Research Center,
May 11, 2015 (http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-
u-s-labor-force/).
3
Source: “Updating Learning For The Next-Generation Workforce,” Forrester Research, Inc., May 4, 2016.
4
Source: “Empower Your Employees In Their Mobile Moments,” Forrester Research, Inc., August 1, 2016.
5
Source: “The Forrester Wave™: Learning And Performance Management, Q4 2016,” Forrester Research, Inc., December
2, 2016.
6
Source: “The State Of Enterprise Worker Mobility, 2016,” Forrester Research, Inc., April 21, 2016.
7
Source: “Mobile Is Ubiquitous Today — But Why Not For Learning?” Forrester Research, Inc., October 13, 2015.
8
Source: “Learning Technologies Engage Employees, Customers, And Channel Partners,” Forrester Research, Inc.,
September 10, 2014.