As training and professional development opportunities rise to the top of employees’ wish lists, organizations are quickly looking for ways to adapt to their learning needs. Particularly for large organizations, it is easy to outgrow traditional training techniques such as live, in-person trainings.

Thomas Reilly, VP of Learning at CompTIA, joined BenchPrep CEO Ashish Rangnekar to present at digitalNow in Austin, TX. Lifelong learning has become an economic imperative for professionals. Millennials are expected to hold more than a dozen jobs throughout their careers and because of this, they cite training and development as their #1 job benefit (ahead of items like flexible work hours and cash benefits).

Adaptive learning technologies have had a major impact on the way corporate trainers think about education, and for good reason. Adaptive, or personalized learning techniques, have become popular for their proven ability to help each learner effectively gain demonstrable proficiency in a learning objective.

BenchPrep’s COO and co-founder, Ujjwal Gupta recently had the opportunity to sit down with Mixergy’s Andrew Warner to talk about BenchPrep’s history on Mixergy’s podcast. A long time fan of Mixergy and the platform’s ability to link listeners to experts whose stories are powerful motivation drivers to help others create change, Ujjwal was happy to share his and BenchPrep’s CEO and co-founder, Ashish Rangnekar’s story.

Technology and automation advancements are quickly changing the types of roles companies need to hire for and the skills required to fill those roles. As this shift occurs, both employees and organizations are becoming increasingly aware that they will need to set new expectations for what a typical career path might look like.

Kirkpatrick’s Model is a proven method to evaluate learning, and in our opinion, learning solutions too. In 1954, Dr. Donald Kirkpatrick developed the Kirkpatrick Model in an effort to test if his training methods were positively impacting his learners and their success. His model is utilized for evaluating the effectiveness of training and considers the value of training, formal or informal, across four levels: Reaction, Learning, Behavior, and Results.