What is the “other stuff”? Who addresses the “other stuff”?
ClassroomBindersVideosCBT – on CD-RomsEarly Adopters of e-learningLMS market was getting going
Today’s workforce is more diverse than ever – in age, expectations, location and mobility. And workers are more connected than ever before.Nearly every organization we work with is looking for ways to grow. Whether this is geographical or line of business expansion, HR professionals are striving to develop workforces that can manage through ambiguity and rapid change. This is why…
In 2011, 98% of organizations said a primary purpose of their learning functions was to improve employee knowledge and skills.Seems about right, but what else?(And what about those other 2%?)In 2011, 87% also said:"to increase organizational talent capabilities."That's a great number. But.ONLY 26% believed they were actuallyany good at addressing major talent gaps.
Not a lot of consistency…Although many are still struggling with the basics.ALIGNMENT MEASUREMENT TRANSFER OF LEARNINGWere we prepared?Did we set ourselves up for success?What do these lists look like in 2021?
Rather than one intact learning program, they are a blend of approachesMade available to the intended audienceDeliberately staged to be available to the learner when neededEnvironments are designed for participation:Self-sustaining – can maintain with user-submitted contentMulti-modal - content can be quickly accessed in a variety of formsOpen structure – users can define and invent uses for the environment
How has all of this change changed how we measure and evaluate learning?
Keeping up with the needs of the businessContent-related problems (redundancy, management of content, design & development, etc.)Meeting the expectations of the workforce (geography, demographics, mobility) Upgrading my own skills (new roles, technology, etc.)Determining the effectiveness of trainingEffective, efficient use of technologyAddressing critical skills gaps
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