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Evaluating Informal Learning

The Performance Improvement Blog

Informal learning in organizations is finally being recognized as a key aspect of employee development and performance improvement. But how do you evaluate something that is as unpredictable and serendipitous as informal learning? The following post first appeared on this blog in November 2010. .

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Why Companies Should Spend More on Social Learning | Social.

Dashe & Thomson

Like many enterprise learning companies, we are actively brainstorming ways to incorporate collaborative Web 2.0 technologies into our training programs, but rarely do we find a client that wants to create a robust learning environment comprised of both formal and informal components. ILT vs. WBT vs. informal learning).

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Top 100 Tools For Learning 2010 – C4LPT Survey

Upside Learning

The final list of top 100 tools for learning for 2010 is now out on Jane Hart’s website. I understand this list is more inclined towards tools that learning professionals use for their own learning as opposed to those used for creating learning programs or training sessions. Top100 Tools for Learning 2010.

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Surfing the Net: Waste of Time or Personal Directed Learning.

Dashe & Thomson

Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS Surfing the Net: Waste of Time or Personal Directed Learning? Only recently has the training industry begun to tap into this realm of informal, social learning. I argued that they were both dead wrong.

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Learning Technologies 2010 – Day 2 Recap

Upside Learning

After having a great first day at the Learning Technologies 2010 I was looking forward to an exciting second day. Discussing their current concerns around learning and development gives us a glimpse into their world and that’s valuable. Source: Predictions for Corporate Learning & Training 2010 by Bersin.

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Make Learning An Experience. Blend It! | Social Learning Blog

Dashe & Thomson

When it comes to learning and training, devise an approach to your learning model that blends what your learners need to “know” with what they need to “do”. There is value in books, manuals, and written reference materials included in training activities, but don’t use words to replace examples, images, and experience.

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Organizational Change Management Cited – Again – as Key.

Dashe & Thomson

To avoid this problem, companies must build significant financial and human resources into ERP project plans for communications, training, and other organizational change management activities. Because the return on investment for these activities can be difficult to quantify, it is often overlooked. Properly d. All Rights Reserved.