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Top 10 eLearning Predictions 2011 #LCBQ

Tony Karrer

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.

eLearning Conferences 2011

Tony Karrer

This list is focused mostly on the first half of the year: January to June 2011. link] or 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. analytics/ February 27-March 1, 2011 BrainStorm 12.0:

50 Posts and Articles that Made Me Think in 2011

ID Reflections

Inspired by JaneHart’s Top100 Articles of 2011 , I thought I should put down at least the top 50 thathas made me reflect and ponder in the past one year, has changed the way I dothings and shaped quite a bit of my work-life decisions. Not all the posts havebeen written in 2011, but since I either stumbled across them in 2011 or readthem with greater appreciation this year, I thought it fair to include these inthe list. I have divided them across five categories for easy reference. approaches?

12 Most Popular eLearning Posts: January 2011 Monthly Roundup

Upside Learning

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!

13 Top Learning, Technology & Media Links: Weekly Digest – 25

Upside Learning

We recently concluded a great show at mLearnCon 2011. mLearnCon 2011 Backchannel – Collected Resources. This post collects the resources shared via the backchannel of the mLearnCon 2011, that was held between June 21 and 23 in San Jose, California. The mLearning flavor spills over into this week too as we scour the web for the best in mobile everything. Know more here.

eLearning Conferences 2012

Tony Karrer

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.

Top 50 eLearning Posts For 2011

Upside Learning

So we thought it would be interesting take a journey down our blog for some of the most popular and noteworthy posts of 2011. So without much ado, here are Top 50 eLearning Posts of 2011 from our blog as determined by you, our readers. Learning & Skills Survey: 87% More eLearning & Mobile Learning; 73% Less 2-3 Day Classroom Training. Read them. Reflect on them. March.

Training: The Value of Assessments

I Came, I Saw, I Learned

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. I 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

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.

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Enterprise Mobile Learning 2011 - Year in Review

mLearning Trends

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

Social Learning

It is still taught in universities and by most train-the-trainer firms. It needs to proceed from a new understanding of the learning process, be in tune with today’s rapid-fire environment, and provide better learning and performance for all types of learners. Performance (applying the new knowledge or skills). It is overly cognitive, verbal, and rationalistic. See my web post.

Four Phases of Learning

Social Learning

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.

CERT and performance support

Clark Quinn

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. And even trained responders will be under considerable stress. In addition to the training, they’ve provided resources and very specific performance support tools. The situation would be grim. Then you rip out the sheet, and another blank one is behind.

Strengthening Social Learning In the Workplace

Social Learning

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. I just don’t buy it.

Online Trainer Training: Engaging the Virtual Learner

I Came, I Saw, I Learned

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

Social Learning

From a training perspective, this article is especially interesting because it provides new evidence for the importance of “just-in-time” learning for the workplace. performance supportLately, I’ve been giving greater thought to how the influence of the internet has changed who I am, and how I operate. had really enjoyed reading each article thoroughly and thoughtfully.

The Non-Training Approach to Workplace Learning

Jane Hart

The Training Department (aka the L&D dept) has traditionally focused on designing, developing, delivering and managing instruction – in the form of courses, workshops, e-learning and other training events. Social learning

Questioning Gagné and Bloom’s Relevance

Experiencing eLearning

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).

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Training to Learning & Performance – It’s evolution baby!

Learning Cafe

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

Bottom-Line Performance

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.

How Sleep Affects Performance?—?And What Companies Can Do

CLO Magazine

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

Kirkpatrick's Four Levels of Training Evaluation: A Critique

The Peformance Improvement

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.

Learning & Skills Survey: 87% More eLearning & Mobile Learning; 73% Less 2-3 Day Classroom Training

Upside Learning

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

Upside Learning

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. Learning Creativity and About Creativity From Lego.

Brain Rules for Learning: Who Knew? We All Did. | Social Learning Blog

Social Learning

Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS Brain Rules for Learning: Who Knew? In that case, we had several thousand users to train at five different campuses across the state in about eight weeks. What if we could customize training programs for each learner using adaptive software technology? Blog this!

Why does learning content seem so much more exciting on an iPad?

Clive on Learning

Not so much performance support, because you need that to hand every minute of the day and a smart phone is the obvious vehicle. A 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.

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Front-End Analysis: Improving Performance

Social Learning

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.

Mobile Learning: A Quick SWOT Analysis

Upside Learning

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. A number of these posts can be found at this link. Weaknesses. Due to lack of Flash. Threats.

Instructional Design for Mobile Learning #id4mlearning

Learning Visions

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 Or add images/objects onto the environment… [link] [link] Is it performance support? performance support and coaching 10.

Performance Management is Broken

The Peformance Improvement

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. O’leary, Why Is Performance Management Broken? Industrial and Organizational Psychology , 4 (2011), 146–164.).

3 Reasons Why Employee Performance Reviews are a Farce


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. Goodbye and good riddance.

Cathy Moore on Saving the World from Boring eLearning

Learning Visions

ID training is on the job and self taught through the wonders of the Internet – reading theory and research online. We need to redefine our roles in organizations from converting infomration in a course to becoming performance consultants. If we evaluate our elearning and see if actually changes performance on the job. How did you arrive here, Cathy? The Strategic Goal.

Make Learning Supportive and Available Everywhere

Integrated Learnings

This year's 2011 Lectora user conference provided my first opportunity to hear learning futurist Elliot Masie ( of The Masie Center ) speak live; he didn't disappoint. One thing that struck me was how often Masie recommended that just-in-time electronic performance support would often meet an organization's needs instead of traditional training. By Jay Lambert. mobile).

Analyzing the ROI of Social Media in Training | Social Learning Blog

Social Learning

Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS Analyzing the ROI of Social Media in Training by Jim on May 3, 2011 in social learning A continuing theme among my blog posts has been the difficulty of demonstrating the ROI of social learning initiatives. achieved an 18% boost in employee engagement.” And [.]