Informal learning: Why it matters to a business


The Balance , on the other hand, lists the incapacity to boost employee skills and the lack of opportunity to use them as one of the main factors for job abandonment. Since unscheduled training strategy can be useful in every company to broaden employees’ knowledge and skill sets, it is key for businesses to use it as an integral part of dull and repetitive operations.

Performance Support

Clark Quinn

That’s how we use Google and corporate wikis and instant messenger. Learnscape architects have implemented miniature versions of the internet behind corporate firewalls that provide all of these things, from peer-rated FAQs to wizards, on-line help desks, and best practices repositories. He later asks: Overall, what are corporate blogs, feeds, aggregators, wikis, mash-ups, locator systems, collaboration environments, and widgets, if not performance support?


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Making the Connection: Diversity & Profits


MIT economist Sara Ellison concurred with McKinsey’s theory that the relationship between D&I and financial results is more than just correlation: “Having a more diverse set of employees means you have a more diverse set of skills, [which] could result in an office that functions better.” Having a robust diversity & inclusion (D&I) program at your company is no longer a nice to have.

eLearning Topics

Tony Karrer

For example, when I view my blog's content through the eLearning Learning lens , it shows me that relative to other sources of content in the system, I tend to talk about: eLearning 2.0 (130) 130) Work Skills (26) PWLE (16) Flash Quiz (8) Knowledge Work (40) That's a pretty fair representation of topics that I talk about. I often will use this technique when I run into a new company to see if anyone is blogging about it and generally what is associated with it.

How Companies Are Approaching Diversity and Inclusion


Corporations are now boring through traditional, more intrinsic categorizations (e.g, As Clorox observed on its corporate blog , “If you cannot answer the diversity question clearly and favorably when it is asked in the recruiting process, young people are going to choose to work elsewhere.”. It seeks to give anyone with the right skills the opportunity to work at leading technology firms, regardless of what school they went to or companies they’ve previously worked at.

Voice 34

Profile of a learning architect: Tiina Paju-Pomfret

Clive on Learning

A portfolio of learning assets was created, which included ‘above the line’ learning interventions (instructor-led classroom and online classroom) as well as ‘below the line’ (e-learning, email and phone support, with corporate social networking groups). All members of the team were trained to adapt their skills to working in the virtual classroom and they have now devised their own distinct methodology for delivering tight, 1-2 hour sessions.