Top 10 eLearning Predictions 2011 #LCBQ
FEBRUARY 22, 2011
This month's LCBQ is What are your Predictions and Plans for 2011? Tony Bates - eLearning Outlook for 2011 1. Of course, you can’t look at learning in 2011 without mentioning mobile learning. Some Mobile Learning Predictions for 2011 Mobile learning will get its own identity. Training department staffing will grow by a modest 2%. Learning apps. Video galore.
12 Most Popular eLearning Posts: January 2011 Monthly Roundup
FEBRUARY 7, 2011
Performance Support In Our Daily Lives. Discusses about two performance support tools that would enable us to do everyday tasks more effectively and with less effort – probably with better results. LMS for Training Companies – Then & Now: Get The Free eBook. January was a month of varied topics. Two guys with immense potential, I promise you. This LMS Has No Traps! Nothing!
eLearning Conferences 2011
NOVEMBER 11, 2010
This list is focused mostly on the first half of the year: January to June 2011. link] or www.col.org/OERPolicy December 1, 2010 Security and Defence Learning : International Forum on Technology Assisted Learning and Training for Defence, Security and Emergency Services, 6 th , Hotel InterContinental Berlin, Berlin, Germany. link] March 17-19, 2011 Computer Using Educators (CUE) Inc.:
Leveraging Mobile Learning Platforms As Performance Support Systems
FEBRUARY 4, 2011
This post specifically talks about how a Mobile Learning Platform can be used as an effective Performance Support System. What is a ‘Performance Support System’? A ‘Performance Support System’ or PSS refers to any system that improves worker productivity by providing on-the-job access to integrated information, advice and learning experiences. The four components of a good PSS.
JANUARY 1, 2011
system-generated content. I also think we’ll see the further demise of “courses über alles” and the ‘all-singing all-dancing’ solution, and movement towards performance support and learning facilitation driven via federated capabilities. Taking the steps now have some immediate payoffs in terms of optimizing content development streams and looking anew at what are important interactions, but the big returns come in creating optimized learning and performance interactions. These trends are precursors to some very interesting nascent capabilities, essentially web 3.0:
Three Reasons Why Corporate Training Departments Could Become.
APRIL 26, 2011
Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS Three Reasons Why Corporate Training Departments Could Become Extinct by Jon on April 26, 2011 in Development Tools , Training Development , Video , budgeting , eLearning For some, the idea that a major corporation could do without it’s training department is unthinkable.
eLearning Conferences 2012
NOVEMBER 17, 2011
Past years eLearning Conferences 2011 , eLearning Conferences 2010 , eLearning Conferences 2009. Note also that some events will be cancelled at a later date, such as those in Tunisia and Egypt in early 2011. December 2011 November 27-December 1, 2011 Australian Association for Research in Education (AARE): Reaching Across Boundaries, Hobart, Tasmania, Australia. Online.
Training: The Value of Assessments
I Came, I Saw, I Learned
NOVEMBER 7, 2011
Although I do know of at least one training company that offers assessments and feedback after the class, I am deducing that conducting assessments is not the norm. have read a couple of articles--and one book--saying that we will need to start proving that our training is effective by providing after-the-class assessment. Training on Trial , by Jim D. To begin to tap into these additional levels of assessment, we have to go back to the books and clearly define the goals of the training, and then assess whether measurable results have occurred. training
Training for No Results
The Peformance Improvement
FEBRUARY 7, 2011
Why do companies continue to deliver corporate-wide employee training in a way that ensures minimal results? Recently, I heard about two examples of national corporate offices requiring that employees in local offices attend their training programs. Unfortunately, this is typical of centralized training programs. That is not necessarily a bad thing.
Learning & Skills Survey: 87% More eLearning & Mobile Learning; 73% Less 2-3 Day Classroom Training
APRIL 19, 2011
The Centre for Performance Development has released the results of their Learning & Skills 2011 survey – which was held both at the event and online. The survey asked people to put blue or orange m&ms in various jars representing the L&D activities they expected to do more or less in 2011. Less classroom training. As classroom training will diminish.
April 2011 Monthly Roundup: 7 Most Popular Posts
MAY 9, 2011
Learning & Skills Survey: 87% More eLearning & Mobile Learning; 73% Less 2-3 Day Classroom Training. If the results of Learning & Skills 2011 survey by the Centre for Performance Development are anything to go by, technology assisted learning accounts for the larger piece in the learning and development pie. 3. Learning Creativity and About Creativity From Lego.
Enterprise Mobile Learning 2011 - Year in Review
DECEMBER 28, 2011
How On Target Were My 2011 Predictions? It’s time once again to take stock of what happened in enterprise mobile learning and see if any of my 2011 predictions hit their intended targets. If 2010 was the year of the pilot, 2011 will be the year of the deployment. Flash will still not be supported on iOS devices in 2011 but this fact will matter far less over time. a.k.a.
Rapid Instructional Design for Accelerated Learning
OCTOBER 6, 2011
Created in the military during World War II, the Instructional Systems Design (ISD) model has dominated curriculum design for the last 40 years. It is still taught in universities and by most train-the-trainer firms. Performance (applying the new knowledge or skills). Meier says its weakness reflects a male-dominated point of view and a behavioristic approach to learning. Basing the.
CERT and performance support
MAY 31, 2011
I’ve just completed Community Emergency Response Team (CERT) training (except a final live drill in a nearby neighborhood), and I’ve been impressed with the thought that’s gone into the task. The plan is that volunteer teams trained to take initial action as a mechanism to save lives. The And even trained responders will be under considerable stress. In addition to the training, they’ve provided resources and very specific performance support tools. They’re focused on communication and task support as really the two key things.
Four Phases of Learning
JULY 12, 2011
In the training world, the optimum number seems to be “four.” Performance: Applying the New Knowledge and Skills. Performance: Applying the New Knowledge and Skills. The goal of the Performance phase is to help learners apply and extend their new knowledge or skill to the real world. Performance evaluation and feedback. There is also a four-phase learning cycle.
Mobile Learning: A Quick SWOT Analysis
APRIL 11, 2011
One of the most relevant tools (currently) for performance support. One of the best ways to offer quick, real-time on-demand performance support. More than pushing training on to a mobile device, designing mobile performance support solutions would be the greatest opportunity. number of these posts can be found at this link. Weaknesses. Due to lack of Flash. Threats.
How Sleep Affects Performance?—?And What Companies Can Do
SEPTEMBER 15, 2016
Lack of sleep and fatigue contribute to both performance deficits and bottom-line costs for companies. Moreover, a 2011 sleep study by researchers from University of California, San Diego, reported results over a four-year period, which included 459 women. Lack of Sleep Decreases Your Performance. Performance Management sleep wellnessbillion. hours. states (.10
Strengthening Social Learning In the Workplace
SEPTEMBER 13, 2011
The training industry has seen plenty of debate around whether or not organizations can and should take steps to strengthen social learning. Does a warning sign illuminate indicating training has become formalized, followed immediately by glazed eyes and nap time? Dashe & Thomson has found a niche creating custom training for large software deployments. just don’t buy it.
Online Trainer Training: Engaging the Virtual Learner
I Came, I Saw, I Learned
NOVEMBER 9, 2011
Published reports say " the average student in online learning conditions perform better than those receiving face-to-face instruction." " That's encouraging news for trainers and training companies looking to offer classes online. Before jumping into the online training world with both feet, consider this: the world is littered with online courses that fail. During this live, 3-hour online training event you will learn how to facilitate online (synchronous) training classes. trainingWho should attend this class?
Your Brain: The Ultimate Electronic Performance Support System
AUGUST 26, 2011
performance supportLately, I’ve been giving greater thought to how the influence of the internet has changed who I am, and how I operate. This reverie was sparked a few weeks ago when I noticed that I have increasingly stopped reading online news articles to their completion, and have instead begun moving on to the next item as soon as I’ve figured out the main points. .
Training to Learning & Performance – It’s evolution baby!
SEPTEMBER 9, 2011
Well there was a lot of interest from my network surrounding the press release from the Institute of IT Training (IITT) earlier this month. The press release stated that on the 14th September the IITT would complete a planned name change to become the Learning and Performance Institute (LPI). Learning and Performance Institute Chief Executive Colin Steed has said of the change “For IITT members, becoming the Learning and Performance Institute is about being part of a body which is transforming itself to meet the needs of today’s learning professional.”
Bottom-Line Performance Ranked #4049 on 2015 Inc. 5000 List
AUGUST 13, 2015
Bottom-Line Performance (BLP) #4049 on its 34th annual Inc. 5000 by growing revenue by 71% from 2011 to 2014. Bottom-Line Performance is an award-winning learning design firm serving a wide range of corporate clients. We don’t train people. 5000 is ranked according to percentage revenue growth when comparing 2011 to 2014. BLP joins the Inc. Making it to the Inc.
The Non-Training Approach to Workplace Learning
NOVEMBER 23, 2011
Stop Trying to Make Training Memorable
AUGUST 9, 2011
They want me to believe that people who are truly top performers have encyclopedic abilities to recall every bit of information learned through training. My training needs more interactive animations and better graphics to be really engaging. The trick to making information stick is to make training more memorable. The Visual Design Myth. Of course not. Design Featured
Mobile Learning Revolution – Round-Up Of Our Best mLearning Posts
JUNE 21, 2011
Today, mLearnCon 2011 opens it doors to hundreds of visitors from in and around the US. We would be delivering a Master Class session based on this new platform titled ‘ Mobile Learning and Performance Support with Upside2Go ’, scheduled at 12.45 PM on 21st June. Read this to know how you can leverage mobile learning for training your global workforce. 9. See you there.
Questioning Gagné and Bloom’s Relevance
AUGUST 2, 2011
At a previous job, we had regular quasi-formal professional development training for the instructional designers, provided by other members of the team. The only distinction that is supported by research is the distinction between declarative/conceptual knowledge (which enables recall, comprehension, or understanding) and procedural knowledge (which enables application or task performance).
Kirkpatrick's Four Levels of Training Evaluation: A Critique
The Peformance Improvement
MAY 23, 2011
At the end of Dan McCarthy’s blog post , “How to Evaluate a Training Program”, in which he explains his pre-post, survey approach to applying the Kirkpatrick four levels of training evaluation , he asks: Has anyone used a system like this, or something better? this approach does not produce the information needed to continuously improve performance and achieve business results.
Front-End Analysis: Improving Performance
JULY 25, 2012
As I am straddling the line between performance improvement and instructional design, I have been mulling over the use of Front-End Analysis and thinking about whether it would apply to the performance problems that we so often see associated with implementing ERP systems. The Human Performance Technology Model. Identify the performance gap. Cause analysis. Evaluation.
Brain Rules for Learning: Who Knew? We All Did. | Social Learning Blog
APRIL 14, 2011
Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS Brain Rules for Learning: Who Knew? What if we could customize training programs for each learner using adaptive software technology? I believe it is coming. Most recently, Ive been working on training programs for the propane industry. We All Did. Blog this!
Performance Management is Broken
The Peformance Improvement
AUGUST 31, 2011
What is intended to pass for performance management in too many organizations today is the annual compulsory performance review. To label this a “performance management system” is to give the process much more credit than it deserves. leary, Why Is Performance Management Broken? Industrial and Organizational Psychology , 4 (2011), 146–164.). Pulakos and Ryan S.
Why does learning content seem so much more exciting on an iPad?
Clive on Learning
NOVEMBER 11, 2011
Not so much performance support, because you need that to hand every minute of the day and a smart phone is the obvious vehicle. tablet is portable enough to use on a train or a plane, or when you're hanging about waiting somewhere. I'm convinced that the future of e-learning will be on tablet devices. But for learning, a tablet seems such a perfect fit. Since DevLearn last week, when it seemed every other person was carrying an iPad, I've been trying to figure out just what it is that tablets offer as a delivery medium for learning which a laptop can't do equally as well.
Beginner Instructional Designers – In Pursuit Of Awareness
JANUARY 20, 2011
I joined Upside Learning as an Instructional Designer in April 2010. I had four years of training delivery experience, but Instructional Design was a completely new ball game! Almost everything that was discussed in team meetings and training sessions was akin to Greek and Latin. My first few weeks at Upside Learning were overwhelming and also intimidating to an extent. The Challenge.
3 Reasons Why Employee Performance Reviews are a Farce
NOVEMBER 22, 2011
Annual performance reviews should be buried without a eulogy. Here are my three reasons why employee performance reviews are a farce: 1. The process requires that all managers share the same performance assessment standards (but we know each manager interprets any standard ranking or evaluation term in his/her own way); results are inconsistent. 3. Goodbye and good riddance.
Instructional Design for Mobile Learning #id4mlearning
OCTOBER 11, 2011
1940s Bloom’s Taxonomy 1956 Mager Learning Objectives 1962 Gagne 9 Events 1965 ADDIE…1975 ADDIE and the 5 Rules of Zen 2002 The affordances of mobile devices are many – need to think about training and ID in new ways. Growth of the Corporate University movement (represented a shift from hallway training and apprentice movement) – the increasing professionalization of training – and now we’re getting ready to move away from it. (We’ve tried to fit adults into this classroom model – shows a picture of some elderly gents looking uncomfortable whilst staring at the front of a classroom).