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MOOCs in Workplace Learning - Part 5: Skills Learners Need Today

ID Reflections

I have been writing about MOOCs in the context of workplace learning from different perspectives for some time now. I have been writing about MOOCs in the context of workplace learning from different perspectives for some time now. A MOOC is an intrinsically participative, collaborative mode of learning. The earlier posts.

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Demystifying Working Out Loud

Learnnovators

It has helped me to develop my personal learning network (PLN) and enabled my PKM. “ When people leverage collaboration platforms to contribute and to build relationships, that appeals to their intrinsic motivators of autonomy, mastery, and relatedness. ” ~ Working Out Loud: Better for You; Better for the Firm.

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Organizational Knowledge Mastery?

Clark Quinn

I was pointed to a report from MIT Sloan Management talking about how big data was critical to shorten ‘time to insight’ And I think that’s a ‘good thing’ in the sense that knowing what’s happening faster is clearly going to be part of agility. Ok, I get it. And I’m all for this.

Knowledge 100
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The Top Six Things Organizations Must Do to Enable Emergent Learning

Learnnovators

What is common across the learning modes and methods mentioned? Social learning via an enterprise collaboration platform. Mobile enabled learning accessible anytime, anywhere, on any device of the user’s choice. MOOCs which straddle the line between social learning and e-learning with learner communities.

Emergent 100
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L&D needs New Skills

ID Reflections

This impacts the way they take responsibility for their personal learning as well. The approach taken is still that of “the organization will provide the training I need”. There are organizations that encourage and facilitate self-driven learning. In most cases. And the work is usually imbued with a purpose.

Skills 132
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The Top Six Things Organizations Must Do to Enable Emergent Learning

ID Reflections

~Steve Denning What is common across the learning modes and methods mentioned? These are essentially “pull” and collaborative learning modes and cannot be imposed. Having said that, a major percentage of organizations today are striving to put in place one or more of the above-mentioned modes and tools of learning.

Emergent 100
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Demystifying Working Out Loud

ID Reflections

It has helped me to develop my personal learning network (PLN) and enabled my PKM. In the post 5 Gifts for the HR Department , John Stepper describes working out loud as a “different kind of talent program” writing, “as more employees work out loud, more of their work is visible along with public feedback on it”.