The infographic below, entitled “How Do We Spend Our Live Online,” was created with data from comScore, Pew Internet, The Digital Life and Nielsen.  Some interesting top line data points include:

We spend a typical hour in the following way:

• 22% on social networking sites
• 21% on searching for information
• 20% on reading content
• 19% on emails
• 13% on multi media sites
• 5% on online shopping

Social networking activities win a clear lion’s share of people’s attention, with this set of data suggesting that Facebook captures an average of more than 465 minutes of people’s time each month.

Highest growing trends of online usage:

• 27% Location based services
• 27% Time shift TV
• 19% Internet Banking

Least growing trends of online usage include:

• 12% User created videos
• 12% Live internet videos
• 12% Professionally created videos

So here are three of my surprises after viewing the Infographic:

• With growth of internal social networks in companies, more employees will be encouraged and see value in creating user-generated videos. Is this really on the downward shift?
• Forrester predicts the social enterprise software industry will become a $6.4 billion market by 2016. What happens to email? How long will it be taking up almost 20% of our typical hour during the day? Will this go down to 5% and how fast? If you listen to what companies like Jive, Moxie say, the death of email is right around the corner.
• The Global online population is exploding with 30% of world’s population. If Chinese users spend five hours a week shopping online, what does this mean for emerging markets in Africa, Vietnam and Indonesia, will they follow suit?

Here is the How We Spend Our Time Online Infographic.
Share your surprises with me here on the blog.

So what does this mean for you in HR and talent management?
Read the full article here >

That’s our take … what’s yours? We want to hear from you – especially if you are a member of Gen X or a Millennial. Send us your comments, and we will continue the dialogue.

New York, NY—Future Workplace and Kaplan University, a leader in higher education innovation, are teaming up to present the 2011 Social Learning Boot Camp, an exclusive two-day event designed to provide talent development executives with the tools to design and launch social learning platforms. The boot camp is scheduled for Sept. 26 and 27 at the IESE Business School in New York City.

“Forward looking organizations are using social learning to elevate talent development and enhance productivity, collaboration and speed to innovation using mobile technology,” said Jeanne Meister, Future Workplace partner and co-author of The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow’s Employees Today (HarperCollins, 2010). “During the two-day Social Learning Boot Camp, Chief Learning Officers and Chief Talent Officers will experience the use of game mechanics for corporate learning, understand best practices and collaborate with each other to build a business plan for re-inventing learning for the 2020 workplace.”

The Social Learning Boot Camp examines the business benefits for Chief Learning Officers and Chief Talent Officers to leverage social technologies for developing talent. The Future Workplace Infographic defines social learning and highlights the bottom line business benefits of implementing social learning.

Talent development and training is evolving from the classroom-based model to a more collaborative and social media-based approach. During the Social Learning Boot Camp, participants will address the benefits, myths and barriers of social learning, while experiencing the power of social and mobile learning.  Participants will be provided with an iPad2 as well as the opportunity to tweet their questions to #slbootcamp during live presentations from early adopters of social learning. The boot camp will culminate with participants developing a social learning strategy for their own organizations.

“As online education and social media have become commonly used tools for learning and information sharing, it’s not surprising they are being incorporated into innovative talent development practices,” said Bror Saxberg, the Kaplan Inc. Chief Learning Officer and a presenter at the upcoming Boot Camp. “Kaplan, a pioneer in online education, harnesses the power of the Internet to enhance educational opportunities for students worldwide. The Social Learning Boot Camp prepares learning officers to provide this same power to employee learning platforms.”

Saxberg will lead a boot camp session titled “Lessons from Learning Science and Kaplan on the Best Ways to Use Media to Drive Learning.” Other sessions include “How to Manage the Cultural Transformation,” “Integrating Mobile Devices into Learning Programs” and various case studies from companies that have successfully implemented social learning into their business strategy.

In addition to Kaplan, other sponsors include General Physics Corporation, Jive Software, SkillSoft and IESE Business School.

For more information on the workshop or to view a program agenda, visit http://www.sociallearningbootcamp.com.

About Future Workforce
Future Workplace is an executive development company that works with the human resource function of the Fortune 1,000 to provide continuing education, peer networks and leadership development. Future Workplace runs the 2020 Workplace Network, which is an ecosystem of innovative Chief Learning Officers, Chief Talent Officers, Directors of Global Human Resources and select partners who are re-thinking, re-inventing, and re-imagining the role of human resources, corporate learning and talent management to drive business results. For more on Future Workplace or the 2020 Workplace Network, visit http://futureworkplace.com.

About Kaplan University
Kaplan University offers a different school of thought for higher education. It strives to help adult students unlock their talent by providing a practical, student-centered education that prepares them for careers in some of the fastest-growing industries. The University, which has its main campus in Davenport, Iowa, and its headquarters in Chicago, is accredited by The Higher Learning Commission (www.ncahlc.org) and is a member of the North Central Association of Colleges and Schools. Kaplan University serves more than 53,000 online and campus-based students. The University has 11 campuses in Iowa, Nebraska, Maryland and Maine, and Kaplan University Learning Centers in Wisconsin, Indiana, Missouri and Florida. Kaplan University is part of Kaplan Higher Education, which serves more than 78,000 students online and through more than 70 campus-based schools across the United States and abroad. Kaplan Higher Education schools offer a spectrum of academic opportunities, from certificates and diplomas to graduate and professional degrees, including a juris doctor degree. Kaplan Higher Education is part of Kaplan, Inc., a leading international provider of educational and career services for individuals, schools and businesses. Kaplan, Inc. is a subsidiary of The Washington Post Company (NYSE: WPO and is its largest division. For more information about Kaplan University, visit http://www.kaplanuniversity.edu.

Contact:
Future Workplace
Steven Dahlberg
612-432-5442
steved@futureworkplace.com

And the next surprise, users are not just Millennials born between 1977 and 1997? Actually, we are all using video sharing and this will have a profound impact on corporate training.

Below is a demographic portrait of users:

Who uses video‐sharing sites: % of internet users within each group who watch videos on a video‐sharing site

Who uses video sharing site?

Source: The Pew Research Center’s Internet & American Life Project, April 26 – May 22, 2011

The increase in video-sharing is 5‐percentage point increase from the 66% of online adults who reported being videosharing in 2006 to 71 % in 2011.

Video‐sharing site usage over time: 2006 ‐ 2011: % of internet users in each group who visit video sharing sites (total and on a typical day)

Video‐sharing site usage over time: 2006 ‐ 2011
% of internet users in each group who visit video sharing sites (total and on a typical day)

Source: The Pew Research Center’s Internet & American Life Project, April 26 – May 22, 2011

The rise in use of video‐sharing sites is at least partly being driven by the growth in content on sites like YouTube and by user contributions, which then encourage site visits by contributors’ friends and others who pass around links about popular videos. The latest statistics from YouTube are compelling: 48 hours of content are uploaded every minute to the site and the range of contributions is striking. YouTube lists categories of content ranging from automobiles and gaming, to activism, web 2.0, education and politics to name just a few.

YouTube viewership has grown from 8 million views a day by the end of 2005, to over 3 billion views a day in 2011, according to the data from YouTube.

So if you are a learning, talent of human resource professional, what does this mean for you, your team and your company’s training, development and performance support efforts?
1)    Video sharing is happening across generations, meaning usage ranges from 92% of Millennials,80% of Gen Xer’s and 54% of Boomers.

2)    Our learning & development team members should routinely go to Youtube to search for relevant content to add as pre-work, in class or post work. For example, just doing a search on web 2.0 and education yeilds a wealth of content: An interesting video on web 2.0 and education is just one of many in this YouTube channel. See here. We are all bringing our video consumption expectations to the workplace. We expect to be entertained while learning and all in less than 5 minutes. This is having an impact on off-the-shelf learning programs as well as customized ones.

3) Companies will make new demands of learners and vendors to recognize the growth in video sharing. Ask yourself: how has your company adjusted to the explosion of video sharing? Are you re thinking the design of your learning programs, including user generated video into pre work and post work, demanding new requirements from your LMS vendors and even “training” your learners in how to be contributors of knowledge not just passive consumers of knowledge?

Let’s start a dialogue on this in our comments section to the blog.

• Internet Footprint Driving Away Employers?
  Social Intelligence Corp. scours one’s public online activity from the past seven years and reports it to prospective employers. Its CEO Max Drucker explains what specific data the company looks for, how often monitoring occurs, and what this means in terms of privacy concerns. Also joining the conversation is Electronic Privacy Information Center Senior Counsel John Verdi. Listen and Read

  Does YOUR organization check out potential employees’ backgrounds before hiring? What criteria do in include or exclude in that digital footprint search? Have you ever had your own digital footprint evaluated … what did you discover is out there?

• In Job Market, Are Gen Y’s Wants Out Of Reach?
  Over 40 million Americans are in their 20s, and they’re having a particularly tough time securing work. Their expectations may not match what their employers have to offer. Ryan Healy talks more about young job seekers’ challenges. He is the co-founder of a website aimed at helping young professionals network and share ideas. Listen and Read

  Do you find a gap between Millennials expectations of their work and your/the organization’s expectations of their work? What similarities and differences do you experience between your style of learning, communicating and working and that of your Millennial colleagues? Is your organization formally working on ways to attract, integrate and leverage Millennial workers?

Please share your responses below to these questions about social media and Millennial workers. If you are looking to engage these questions in your organization, Future Workplace offers keynote presentations, in-depth workshops and facilitated dialogues about these topics and more. Learn more about these topics and find out what leading organizations are doing now to address these challenges in The 2020 Workplace book by Jeanne Meister and Karie Willyerd.