Course Knowledge Management PKM Social Learning 
Clark Quinn
MARCH 29, 2022
So with no further ado, here’s my personal knowledge management approach. First, Harold’s Personal Knowledge Management ( PKM ) model has three components: seek, sense, and share. It’s evolving, of course. Harold’s done it in orgs, and it factors nicely into social learning as well.
Jane Hart
AUGUST 14, 2012
Harold Jarche, in his recent post, Supporting workplace learning , uses a great little diagram to show that -. “It takes much more than courses delivered through a learning management system to support workplace learning in the network era.”
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Jane Hart
JANUARY 31, 2013
Well let’s start by thinking about what “old fashioned” learning is? Old-fashioned” learning is being taught or trained – that is having all you need to know neatly packaged up in a course or programme or workshop or e-learning course. Of course, there is still a need for old-fashioned learning in the workplace.
Jane Hart
AUGUST 31, 2012
Want to find out more, then in October we are running the Social media for professional development workshop at the Social Learning Centre. 3 – helping people work and learn effectively in this networked era (and within a social business), by developing their own Personal Knowledge Management (PKM) skills.
Performance Learning Productivity
APRIL 1, 2013
Learning can only be managed by the individual in whose head the learning is occurring. They won’t look like the learning management systems installed in the vast majority of organisations across the world today. Sadly, many of these meet Marc Rosenberg’s description as ‘course vending machines’. It is this.
ID Reflections
JUNE 25, 2014
Many smart employees who have invested time and effort in building their own learning networks are turning to their PLNs (Personal Learning Networks) for help at the point of need. They are using various tools for PKM ( Personal Knowledge Management ) and taking onus of their own learning.
Performance Learning Productivity
JUNE 24, 2013
They simply remind us of the facts above – that the majority of learning and development comes through experiential and social learning in the workplace (the ‘70’ and ‘20’) rather than through formal classes and courses (the ‘10’). Why is this important? Performance support comes in many forms.
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