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Learning Evaluation & Pheromone Analytics

Watershed

Pheromone analytics is a term coined in 2006 as part of research by B. While corporate training might have some learning programs that follow a similar structure, we suspect that pheromone analytics could be a lot more interesting if used to study learners out “in the wild” while exploring their own self-directed learning plans.

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Meet the CLO Advisory Board: David Vance

CLO Magazine

In 2006, he was awarded CLO of the Year. CLO: What sort of organizational metrics, analytics and data are especially important for L&D teams to be paying attention to right now? Vance was awarded CLO of the Year in 2006. CLO: In your opinion, what are some components of a robust learning and development program?

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Learning Ecosystem – A Brief Introduction

Instancy

With the stakes so high, leadership is increasingly interested in the functional role of learning and development while also demanding more metrics to quantify actual results. We started designing a modular and configurable learning in 2006 knowing fully well that one shoe does not fit all. Leadership Taking Notice.

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Class is over; now what? Informal learning in the workplace

Obsidian Learning

Employee engagement is a common metric used in Human Resource Development to determine that amount to which employees feel committed to an organization. Encourage employees (both new and veteran) to identify possible communities of practice or mentoring programs. J., & Levya-Gardner, B. Pershing (Ed.), 1089-1108).

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Sales eLearning – 21 Great Resources

Tony Karrer

Of course, it’s such a big topic that I decided to cheat and quickly point the person to eLearning Learning and particular to eLearning Sales , eLearning Sales Metrics , Sales eLearning Case Studies , and Sales Performance Support. Shift in eLearning from Pure Courseware towards Reference Hybrids - eLearning Technology , May 25, 2006 sales.

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Is this thing on? Tips for measuring course effectiveness and return on investment

Obsidian Learning

Kirkpatrick and Kirkpatrick (2006) compare it to measuring customer satisfaction and note that when learners are satisfied with training, they are more motivated to learn. Level 4 evaluation measures the final results (such as improved productivity) that were accomplished because of the training program.

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Cammy Beans Learning Visions: Lance Dublin: Formalizing Informal Learning

Learning Visions

Intention gives you metrics and measurement. You will lose the battle if try to come up with metrics around totally informal learning. What are the metrics? Amount of time to move info through a salesforce – maybe the metric is time). Given our problem, the metrics, the stakeholders – how are we gonna do it?