Corporate learning and development is an ever evolving process. Whether someone chooses to take a certification course, take a trade school class or go through college; getting your staff to better themselves is crucial to the success of your enterprise.
A recent employee survey by Software Advice, a site that researches learning management systems, reveals thought-provoking data on how corporate learning programs can drive employee engagement. It’s logical that studies of employee engagement involve understanding training program satisfaction. Investment in employee training is viewed positively by employees and prospective employees alike, as indicated in lists of “the best companies to work for”, because it is viewed as an investment in people.
This article is a follow up to the Mindflash post “Terms eLearning Designers Should Know”. The original post discussed the terms: eLearning, Asynchronous, Synchronous, vILT, Blended Learning, Learning Management System (LMS), Learning Content Management System (LCMS), AICC, and Tin Can API.
Social learning—or learning with and from others (with or without social media technology)—is a force to be reckoned with. But how do you entice your online training learners to participate to take learning to a higher level, and make it participatory and social?
One of the biggest problems with social learning is that it is an informal type of learning and organizations can’t help but to try to formalize it in any way possible. It is understandable because a free-for-all in any function is hardly an effective way to run a business. While a free-for-all learning strategy might not be the most effective way to run a training department, Stephanie Ivec argues for keeping informal learning, informal, "Trying to turn informal learning into formal learning diminishes [its] unique benefits" writes Ivec.
The problem with anything social (social media, enterprise social, social learning) is the 90-9-1 rule which states that 90% of people will not participate. These “lurkers” are content to read what the other 10% are producing and/or commenting on. This might not be a problem in social media as a whole, but it is a problem in corporate learning when we want 100% participation.
One of the major problems with eLearning is that people cannot interact with each other. No matter how interactive you make an eLearning course, it is still a matter of a screen delivering content and a person consuming (reading, watching, listening, clicking, etc) that content. In general, eLearning does not afford the benefit of the follow-up question or leaning over to the person next to you and asking, “What did the instructor mean when she said….?” That is the bad news about most eLearning.
On Thursday, May 9, Mindflash hosted a webinar to discuss how Yammer uses Mindflash to conduct training. It was a very informative webinar, and I thought I would recap some of the highlights so you can learn how to use Mindflash and Yammer together to develop and deliver training in your organization. In this webinar, Yammer discusses three challenges that it needed to overcome, what they were looking for in an e-learning authoring tool, and how Yammer actually uses Mindflash to conduct training for employees and customers.
Of all the sections in my book on critical skills learning professionals need to know now, "enterprise 2.0 collaboration" seems like the most unlikely "critical" skill. However, as the speed of business keeps increasing, learning pros are having to adjust their goals, and the skills they need to fulfill them.
Where once L&D people delivered learning