by Bill Brandon
The buzz around talent and talent management, performance management, and human capital management (HCM) has grown to a building roar in 2013 and 2014. Is this important to eLearning professionals? How does it affect our work? This article opens the discussion of HCM in Learning Solutions Magazine and provides specific suggestions you should be implementing now.
As with a physical classroom, an effective virtual classroom event is driven by the instructor’s performance. However, the practices and skill set for an effective online delivery are particular to that environment. Here are the four key practices and standards that will make the biggest difference in how effective you are as an online facilitator!
Virtual training involves a live instructor, a virtual platform, and learners who are located remotely. This differs from a webinar in many ways. Planning for successful virtual training events incorporates best practices: frequent interaction, collaboration, learner engagement, and assessments. Here are the standards for effective virtual training events!
Training organizations are moving toward an ideal: personalized learning. However, there is little agreement about what “personalized learning” means. In this article, the authors examine what personalized learning is in the corporate environment, and how organizations can prepare to meet this new learning need.
Including ongoing performance support as part of the solution strategy underlying the design of formal learning is good insurance against later failure. The failure may go undetected until it produces a disaster! The design process ought to include identifying and supporting tasks to allow learning through safe failure. Here’s how you can do that.
The learning and development field is changing dramatically. There are new expectations about how we do our work and the contributions we make. Informal learning, social learning, narrating our work, and learning in the flow of work don’t necessarily need L&D support to flourish. Here are some guides for updating how we scaffold learning by using learning environments.
Few would dispute the convenience, low cost, and high efficiency of eLearning. However, dozens of ROI studies show the results, in terms of transfer to the job and impact on business results, are usually less than facilitator-led versions. It does not have to be this way. Here is an analysis of the reasons, and some recommendations that will make a difference in your real-world results.
by Kapil Bhasin
Sooner or later, every learning and development or training department will come to a decision point about gamification. There will inevitably be discussions and disagreements about the details! This article provides some best practices in a helpful framework that may be very useful as you begin.
by Carol Leaman
Identifying the effect of transfer of knowledge to the job and on operational and financial results has long been a challenge for training managers who wish to demonstrate to executives the value of training, even though this has always been possible. Here is a look at how retrieval practice, which is grounded in research, supports the needed link.