How to design 70-20-10 learning eco-system
•Download as PPTX, PDF•
2 likes•675 views
In the Sprout Labs Learning While Working Manifesto we talk about challenges of what we are calling the 3Cs – Change, Complexity and Collaboration. Continuous learning and the 70:20:10 model is an ideal approach to dealing with these challenges. Application of the 70:20:10 model is new mindset for learning and development. 70:20:10 models are more complex than just organising events. A useful mindset is to think about the 70:20:10 learning model as an eco-system.
Report
Share
Report
Share
Recommended
Learn how to design a 70-20-10 learning ecosystem
Learning and development is changing rapidly. The focus is moving beyond courses, and the rapid adoption of a 70-20-10 model is a key part of this transformation.The concept of a ‘learning ecosystem’ gives us an elegant way to explain what these new approaches are and how the different components work together. But how to actually design and implement a learner-centred ecosystem is not always straightforward. During this webinar we explored how to make effective learning ecosystems a reality.
Planting the seeds for the 702010 learning model in your organisation
This document discusses the 70:20:10 model of learning and development. It explains that 70% of learning occurs informally through on-the-job experiences, 20% comes from coaching and mentoring relationships, and 10% is from formal educational activities. Various ways of implementing a 70:20:10 approach are presented, including developing communities of practice, onboarding programs, and teaching managers to facilitate team retrospectives to encourage knowledge sharing and innovation. The role of learning and development professionals is to support both self-directed learning by employees and managers' skills as learning leaders.
Learn how digital learning can accelerate the 70 20-10 learning model
The document discusses approaches to digital learning and the 70-20-10 model. It explores performance support approaches, using digital learning to support transferring learning to performance, and providing opportunities to practice new skills. It also discusses success factors for social learning.
Designing Digital Learning Ecosystems with 70:20:10 Learning Model
This document discusses designing digital learning ecosystems using the 70:20:10 learning model. It advocates for an ecosystem approach that focuses on the learner, provides pathways for learning through both formal courses and informal learning from others, and ensures access to knowledge supports. Key elements include social and collaborative learning, opportunities for practice and feedback, and using design thinking principles in the development process. Digital tools can help enable various aspects of the ecosystem approach.
702010 examples and ideas - Content Curation
When an organisation moves to a 70-20-10 learning model they often need to rethink how learning content is produced. Often, a content curation approach is taken. Content curation can be a great way to support learning in the workplace – but effective and engaging content curation is often harder to implement than you might expect.
This webinar:
- explored different ways content curation can be used effectively in learning and capability development programs
- focused on a content curation case study for general practice doctors in training and the lessons learned from that project.
Implementation strategy 702010
Embed and extract learning in work, 70:20:10 is the buzz word. It is linked to performance and performance support.
What is the embedded learning design? what is the dream and destination?
For sure, it is a new learning paradigm.
Best practices are scarce!
CasCas presents a visualisation of the 702010 destination. Subsequently I present a journey, an implementation strategy. Based on the image of the future, I describe the tasks and contribution of Learning & Development professionals.
Please feel free to give your feedback and your improvement suggestions
The roots of a great digital learning project
The document discusses different approaches to starting a digital learning project, including building your own programs, buying an off-the-shelf solution, or commissioning custom content. It then outlines Max's project to create a pilot digital learning program on report writing, including interviewing subject matter experts, developing storyboards, designing visuals and interactions, building modules in an authoring tool, and planning virtual classroom sessions to allow practice. Common pitfalls discussed include underestimating technology complexity, lacking subject expert involvement, and not providing enough learner support.
Future of instructional design
The nature of work and learning is changing. The growth of the 70:20:10 learning model and the rapid uptake of virtual reality in learning are examples of these shifts. This webinar will explore what these shifts and changes mean for instructional designers.
Topics to be covered:
- What does the 70:20:10 learning model mean for instructional design?
- Should we be using the term ‘Learning Designer’ instead of ‘Instructional Designer’?
- The effect of learning analytics on instructional design
- What such emerging technologies mean for instructional design
- What the move to cloud e-learning authoring systems means for instructional designers
Recommended
Learn how to design a 70-20-10 learning ecosystem
Learning and development is changing rapidly. The focus is moving beyond courses, and the rapid adoption of a 70-20-10 model is a key part of this transformation.The concept of a ‘learning ecosystem’ gives us an elegant way to explain what these new approaches are and how the different components work together. But how to actually design and implement a learner-centred ecosystem is not always straightforward. During this webinar we explored how to make effective learning ecosystems a reality.
Planting the seeds for the 702010 learning model in your organisation
This document discusses the 70:20:10 model of learning and development. It explains that 70% of learning occurs informally through on-the-job experiences, 20% comes from coaching and mentoring relationships, and 10% is from formal educational activities. Various ways of implementing a 70:20:10 approach are presented, including developing communities of practice, onboarding programs, and teaching managers to facilitate team retrospectives to encourage knowledge sharing and innovation. The role of learning and development professionals is to support both self-directed learning by employees and managers' skills as learning leaders.
Learn how digital learning can accelerate the 70 20-10 learning model
The document discusses approaches to digital learning and the 70-20-10 model. It explores performance support approaches, using digital learning to support transferring learning to performance, and providing opportunities to practice new skills. It also discusses success factors for social learning.
Designing Digital Learning Ecosystems with 70:20:10 Learning Model
This document discusses designing digital learning ecosystems using the 70:20:10 learning model. It advocates for an ecosystem approach that focuses on the learner, provides pathways for learning through both formal courses and informal learning from others, and ensures access to knowledge supports. Key elements include social and collaborative learning, opportunities for practice and feedback, and using design thinking principles in the development process. Digital tools can help enable various aspects of the ecosystem approach.
702010 examples and ideas - Content Curation
When an organisation moves to a 70-20-10 learning model they often need to rethink how learning content is produced. Often, a content curation approach is taken. Content curation can be a great way to support learning in the workplace – but effective and engaging content curation is often harder to implement than you might expect.
This webinar:
- explored different ways content curation can be used effectively in learning and capability development programs
- focused on a content curation case study for general practice doctors in training and the lessons learned from that project.
Implementation strategy 702010
Embed and extract learning in work, 70:20:10 is the buzz word. It is linked to performance and performance support.
What is the embedded learning design? what is the dream and destination?
For sure, it is a new learning paradigm.
Best practices are scarce!
CasCas presents a visualisation of the 702010 destination. Subsequently I present a journey, an implementation strategy. Based on the image of the future, I describe the tasks and contribution of Learning & Development professionals.
Please feel free to give your feedback and your improvement suggestions
The roots of a great digital learning project
The document discusses different approaches to starting a digital learning project, including building your own programs, buying an off-the-shelf solution, or commissioning custom content. It then outlines Max's project to create a pilot digital learning program on report writing, including interviewing subject matter experts, developing storyboards, designing visuals and interactions, building modules in an authoring tool, and planning virtual classroom sessions to allow practice. Common pitfalls discussed include underestimating technology complexity, lacking subject expert involvement, and not providing enough learner support.
Future of instructional design
The nature of work and learning is changing. The growth of the 70:20:10 learning model and the rapid uptake of virtual reality in learning are examples of these shifts. This webinar will explore what these shifts and changes mean for instructional designers.
Topics to be covered:
- What does the 70:20:10 learning model mean for instructional design?
- Should we be using the term ‘Learning Designer’ instead of ‘Instructional Designer’?
- The effect of learning analytics on instructional design
- What such emerging technologies mean for instructional design
- What the move to cloud e-learning authoring systems means for instructional designers
Designing the “70”: Design thinking and the 70:20:10 learning model
This document discusses using design thinking to design the "70" component of the 70:20:10 model for instructional design. It begins by explaining what design thinking is and how it relates to the ADDIE model. It then discusses understanding learners, contexts and problems through techniques like empathy mapping and creating learner personas. The document outlines an ideation process and prototyping low and high fidelity prototypes. It provides an example of Rebecca using design thinking to develop an onboarding program incorporating the 70:20:10 model.
70 20 10 and blended learning - Beyond the hype
This document summarizes a meeting of 55 L&D professionals to discuss blended learning and the 70:20:10 model. Participants were given advance assignments including reading blog posts and sharing insights. The meeting covered critical looks at 70:20:10, what really works and in what contexts, and critical success factors. Examples of blended learning approaches from companies like Imec and Boss Paints & Colora were presented, highlighting the use of learning management systems, communities of practice, coaching, and other methods. Key success factors included company culture, management support, an enthusiastic approach, and ensuring program relevance for participants.
Insights of 70:20:10 learning model
This document discusses the 70:20:10 model of learning and development. The model suggests that 70% of learning comes from on-the-job training, 20% comes from interactions with others, and 10% comes from formal education programs. However, the document notes that the model has been misinterpreted by some companies to undervalue classroom training and formal education. It provides additional context about the origins and meanings of the different components to better understand how to apply the principles of the 70:20:10 model.
Developing people 70 20 10 sb slides
We are all learning most of the time, but we often don’t recognise this! Many people only feel they have had some development if they have been on a course. Courses can be a great way to develop people, though they can be expensive and people are not always able to put what they have learned into practice when they come back to the work place.
In this on demand webinar, Developing People with the 70/20/10 Model, Jayne McPhillimy has introduced different ways of recognising, and therefore encouraging the development of your people through a range of interventions.
These interventions are often more effective than a traditional course approach and are invariably a more cost effective option.
At the end of this practical on demand webinar recording, you will:
Understand the 70/20/10 Model for Learning & Development and how this approach could support the development of the people in your business.
Widen the scope for what is considered to be learning and development activity in your business.
Understand how you can use this approach to build a ‘Learning Culture’, where people firstly recognise the learning opportunities around them and then actively seek them out.
Be able to move people away from the idea that learning only happens on a Training Course
This webinar is aimed at all those involved in developing staff from HR Managers to Senior Business Leaders and Managers.
You can view the full webinar at the end of the slide deck and if you would like to view more on demand webinars or attend the live Shorebird RPO events, please visit http://www.shorebird-rpo.com/free-webinars
Designing 70:20:10 learning campaigns
We know that one-off learning events or experiences don't work. Learning is not transferred into practice and most learning is not used on the job. Learning and behavioural change is not easy. The growing interest in the 70:20:10 learning model reflects the need for L&D to focus on more than just courses. Designing how the components will work together can sometimes be challenging. Learning campaigns are a powerful approach to overcoming many of these challenges.
Topics to be covered include:
- The process for designing a learning campaign
- Push compared to pull learning campaigns
- How digital learning technologies can be used in a learning campaign
Implementing 70:20:10 - A demonstration of a Proven Support Solution: Toolkit...
Numerous successful organisations currently use the online Toolkit for Managers to support their management populations. We’d like to show you why, by demonstrating how this resource delivers flexible, inspirational performance support for your leaders and managers.
Getting started in digital learning for trainers
The world of work and learning is changing. Employees and organisations are demanding more-flexible, shorter learning experiences. There is also a shift away from learning towards capability development. There is a continuing demand for digitally-enabled learning.
For businesses and people who have been involved in more traditional training, these shifts can be challenging. At a personal level, as delivery modes change, new skills around digital learning design, development and delivery need to be learned. At an organisational level it often means a change of business model.
This webinar will explored solutions and approaches to these challenges. Topics to be covered include:
- Different approaches to getting started in digital learning
- Business models beyond just providing content
- The 70:20:10 learning model and digital learning
- Moving beyond delivering courses and beginning to work at the capability development level
70 20-10 Learning Model
The 70:20:10 framework is a learning and development model that explains the relationship between experiential, social, and formal types of learning. According to research by the Center for Creative Leadership, 70% of learning comes from job experiences, 20% comes from relationships, and 10% comes from formal training. The model emphasizes that effective professional development comes from learning, not just training. It encourages organizations to provide experiences like new responsibilities, involvement in projects and decisions, and mentorship relationships to facilitate on-the-job learning.
A field guide to learning ecosystems
This webinar explored:
- What you’ve been getting wrong in building your learning culture
- Why you should be thinking like an eco-system designer
- How the 70:20:10 learning model and learning ecosystems are linked
- The relationship between learning ecosystems, learning design and learning technologies
Atd 702010institute presentation 20150518 orlando
70:20:10 and beyond. Our presentation at ICE2015 Orlando announcing the 70:20:10 Institute with Charles jennings & Vivian Heijnen
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14
The document discusses challenges in transitioning employees to new manager roles and provides recommendations for support. It notes that 49% of disengaged employees report issues with direct supervisors and 58% of new managers receive no training. A successful transition involves planning through succession planning and developing managers. It recommends building a curriculum based on the organization's definition of success, including competencies like motivating, driving outcomes, building relationships, and legal awareness. The curriculum should have learning objectives, timelines, and development activities like courses, mentoring, and videos.
Webinar - Evaluating 70:20:10 learning programs
This document discusses evaluating 70:20:10 learning programs. It introduces the Success Case Method for evaluation, which involves identifying high and low performers through surveys and interviews to understand program impacts. The document also discusses how the 70:20:10 model impacts evaluation, noting that learning happens through various channels and inputs like projects, communities of practice, and mentoring rather than just formal courses. It emphasizes evaluating outputs and outcomes rather than just inputs, using Kirkpatrick's four levels of evaluation including reaction, learning, behavior change, and results.
ATD 2016 - Redefining the future of L&D
This document discusses the 70:20:10 model for workplace learning and development. 70:20:10 proposes that 70% of learning happens on the job through social and informal learning, 20% happens through social learning and feedback from others, and 10% happens through formal learning such as courses. The document advocates applying this model to redefine the future of learning and development (L&D) in organizations by integrating learning into work processes, expanding the role of L&D professionals, and using continuous improvement. It provides examples of new L&D roles focused on performance improvement and describes a three-step process for organizations to inspire, implement, and improve their use of the 70:20:10 model.
How AI is transforming learning
AI is transforming learning in two main ways: 1) it is changing the capabilities that L&D needs to focus on through automation and personalization of learning experiences, and 2) it is changing how L&D works by providing insights into learning data. Ruby's day as a L&D professional demonstrates how AI tools can be used to gain insights from data, automate tasks like developing chatbots, and personalize learning for employees. While AI brings opportunities, issues around complexity of learning and lack of a "buy button" mean it cannot fully replace human judgment in L&D.
Final Presentation Of Internship
This is the presentation I gave to the executives on what I accomplished during my summer as an intern with InfoPrint Solutions Company. Though there were so many small pieces I worked on, my focus for the presentation was some of the larger components of my internship.
How Online Learning Delivery Tools Are Changing the Business Landscape
This document summarizes key points from a 30-minute presentation on how online learning delivery tools are changing the business landscape.
The presentation covered 5 main topics: 1) Better employee experiences, 2) Acceptance of eLearning, 3) Increased agility in learning experience design, 4) Online learning becoming the business, and 5) Increased accessibility and inclusion. Case studies and examples were provided for each topic. The presentation concluded with a discussion of takeaways and next steps for applying the concepts to organizations.
SIKM 2021 Co-Creating Knowledge Methodology
The document describes the Consortium for Service Innovation, a non-profit industry association that develops knowledge management methodologies with its members. It has around 60 member companies and pursues innovative ways to improve customer experience. The Consortium uses a co-creation approach where members collaborate to develop solutions. Members engage through working groups, webinars, and other events. The Consortium staff supports members by coordinating meetings and maintaining a knowledge base of member work.
Learning at the Speed of Business
Publicis Sapient, a business and engineering consulting firm, upskilled their workforce in the latest Artificial Intelligence (AI) and data science skills to help redefine their business and capture revenue growth.
In this webinar, Ian Stevens, North America Learning and Development Lead at Publicis Sapient, shares how his L&D team created learning programs at the speed of business to upskill their consultants to become digital transformation leaders.
You’ll walk away with:
- A proven push-pull blended learning program that quickly upskilled employees
- How to tie learning with hiring & staffing priorities to motivate learners
- Ways to build shared accountability with both employees and leaders
- Tips to align learning with performance and revenue
- Lessons learned on how L&D can play a pivotal role in driving revenue and transforming your business
Planning your analytics journey - webinar slides
This document discusses how learning and development professionals can become more data-driven. It defines key terms like learning data and analytics. It explores how to collect and analyze different types of data, including learner behavior, assessments, and business outcomes. The document also discusses emerging approaches like machine learning and artificial intelligence. It provides examples of how data can be used to personalize learning, make predictions, and gain insights to improve performance. Overall, the document promotes taking a more experimental and iterative approach to learning design and using data to continuously improve programs and their impact on business metrics.
Final Internship Presentation 2014 %28Final1%29
This document summarizes presentations given by summer interns at S&T Books on their contributions and lessons learned. Gabby Tyson focused on prospecting, cover design, and payment organization. Julia Bruce discussed proposal evaluation, market research, and effective communication. Jackie Tan led a content marketing campaign and developed social media strategies. All three interns emphasized skills in areas like teamwork, time management, and leveraging technology. They were introduced to the capstone project tool to help editorial and marketing collaborate across Elsevier business units.
Developing a learning strategy
To develop an Agile Learning organization a learning strategy needs to be in place. This presentation shows how to develop a strategy and a roadmap on 3 workshops.
Self-directed learners need learning ecosystems, not courses
Training & Development magazine August 2017 Vol 44 No 4, published by the Australian Institute of Training and Development.
More Related Content
What's hot
Designing the “70”: Design thinking and the 70:20:10 learning model
This document discusses using design thinking to design the "70" component of the 70:20:10 model for instructional design. It begins by explaining what design thinking is and how it relates to the ADDIE model. It then discusses understanding learners, contexts and problems through techniques like empathy mapping and creating learner personas. The document outlines an ideation process and prototyping low and high fidelity prototypes. It provides an example of Rebecca using design thinking to develop an onboarding program incorporating the 70:20:10 model.
70 20 10 and blended learning - Beyond the hype
This document summarizes a meeting of 55 L&D professionals to discuss blended learning and the 70:20:10 model. Participants were given advance assignments including reading blog posts and sharing insights. The meeting covered critical looks at 70:20:10, what really works and in what contexts, and critical success factors. Examples of blended learning approaches from companies like Imec and Boss Paints & Colora were presented, highlighting the use of learning management systems, communities of practice, coaching, and other methods. Key success factors included company culture, management support, an enthusiastic approach, and ensuring program relevance for participants.
Insights of 70:20:10 learning model
This document discusses the 70:20:10 model of learning and development. The model suggests that 70% of learning comes from on-the-job training, 20% comes from interactions with others, and 10% comes from formal education programs. However, the document notes that the model has been misinterpreted by some companies to undervalue classroom training and formal education. It provides additional context about the origins and meanings of the different components to better understand how to apply the principles of the 70:20:10 model.
Developing people 70 20 10 sb slides
We are all learning most of the time, but we often don’t recognise this! Many people only feel they have had some development if they have been on a course. Courses can be a great way to develop people, though they can be expensive and people are not always able to put what they have learned into practice when they come back to the work place.
In this on demand webinar, Developing People with the 70/20/10 Model, Jayne McPhillimy has introduced different ways of recognising, and therefore encouraging the development of your people through a range of interventions.
These interventions are often more effective than a traditional course approach and are invariably a more cost effective option.
At the end of this practical on demand webinar recording, you will:
Understand the 70/20/10 Model for Learning & Development and how this approach could support the development of the people in your business.
Widen the scope for what is considered to be learning and development activity in your business.
Understand how you can use this approach to build a ‘Learning Culture’, where people firstly recognise the learning opportunities around them and then actively seek them out.
Be able to move people away from the idea that learning only happens on a Training Course
This webinar is aimed at all those involved in developing staff from HR Managers to Senior Business Leaders and Managers.
You can view the full webinar at the end of the slide deck and if you would like to view more on demand webinars or attend the live Shorebird RPO events, please visit http://www.shorebird-rpo.com/free-webinars
Designing 70:20:10 learning campaigns
We know that one-off learning events or experiences don't work. Learning is not transferred into practice and most learning is not used on the job. Learning and behavioural change is not easy. The growing interest in the 70:20:10 learning model reflects the need for L&D to focus on more than just courses. Designing how the components will work together can sometimes be challenging. Learning campaigns are a powerful approach to overcoming many of these challenges.
Topics to be covered include:
- The process for designing a learning campaign
- Push compared to pull learning campaigns
- How digital learning technologies can be used in a learning campaign
Implementing 70:20:10 - A demonstration of a Proven Support Solution: Toolkit...
Numerous successful organisations currently use the online Toolkit for Managers to support their management populations. We’d like to show you why, by demonstrating how this resource delivers flexible, inspirational performance support for your leaders and managers.
Getting started in digital learning for trainers
The world of work and learning is changing. Employees and organisations are demanding more-flexible, shorter learning experiences. There is also a shift away from learning towards capability development. There is a continuing demand for digitally-enabled learning.
For businesses and people who have been involved in more traditional training, these shifts can be challenging. At a personal level, as delivery modes change, new skills around digital learning design, development and delivery need to be learned. At an organisational level it often means a change of business model.
This webinar will explored solutions and approaches to these challenges. Topics to be covered include:
- Different approaches to getting started in digital learning
- Business models beyond just providing content
- The 70:20:10 learning model and digital learning
- Moving beyond delivering courses and beginning to work at the capability development level
70 20-10 Learning Model
The 70:20:10 framework is a learning and development model that explains the relationship between experiential, social, and formal types of learning. According to research by the Center for Creative Leadership, 70% of learning comes from job experiences, 20% comes from relationships, and 10% comes from formal training. The model emphasizes that effective professional development comes from learning, not just training. It encourages organizations to provide experiences like new responsibilities, involvement in projects and decisions, and mentorship relationships to facilitate on-the-job learning.
A field guide to learning ecosystems
This webinar explored:
- What you’ve been getting wrong in building your learning culture
- Why you should be thinking like an eco-system designer
- How the 70:20:10 learning model and learning ecosystems are linked
- The relationship between learning ecosystems, learning design and learning technologies
Atd 702010institute presentation 20150518 orlando
70:20:10 and beyond. Our presentation at ICE2015 Orlando announcing the 70:20:10 Institute with Charles jennings & Vivian Heijnen
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14
The document discusses challenges in transitioning employees to new manager roles and provides recommendations for support. It notes that 49% of disengaged employees report issues with direct supervisors and 58% of new managers receive no training. A successful transition involves planning through succession planning and developing managers. It recommends building a curriculum based on the organization's definition of success, including competencies like motivating, driving outcomes, building relationships, and legal awareness. The curriculum should have learning objectives, timelines, and development activities like courses, mentoring, and videos.
Webinar - Evaluating 70:20:10 learning programs
This document discusses evaluating 70:20:10 learning programs. It introduces the Success Case Method for evaluation, which involves identifying high and low performers through surveys and interviews to understand program impacts. The document also discusses how the 70:20:10 model impacts evaluation, noting that learning happens through various channels and inputs like projects, communities of practice, and mentoring rather than just formal courses. It emphasizes evaluating outputs and outcomes rather than just inputs, using Kirkpatrick's four levels of evaluation including reaction, learning, behavior change, and results.
ATD 2016 - Redefining the future of L&D
This document discusses the 70:20:10 model for workplace learning and development. 70:20:10 proposes that 70% of learning happens on the job through social and informal learning, 20% happens through social learning and feedback from others, and 10% happens through formal learning such as courses. The document advocates applying this model to redefine the future of learning and development (L&D) in organizations by integrating learning into work processes, expanding the role of L&D professionals, and using continuous improvement. It provides examples of new L&D roles focused on performance improvement and describes a three-step process for organizations to inspire, implement, and improve their use of the 70:20:10 model.
How AI is transforming learning
AI is transforming learning in two main ways: 1) it is changing the capabilities that L&D needs to focus on through automation and personalization of learning experiences, and 2) it is changing how L&D works by providing insights into learning data. Ruby's day as a L&D professional demonstrates how AI tools can be used to gain insights from data, automate tasks like developing chatbots, and personalize learning for employees. While AI brings opportunities, issues around complexity of learning and lack of a "buy button" mean it cannot fully replace human judgment in L&D.
Final Presentation Of Internship
This is the presentation I gave to the executives on what I accomplished during my summer as an intern with InfoPrint Solutions Company. Though there were so many small pieces I worked on, my focus for the presentation was some of the larger components of my internship.
How Online Learning Delivery Tools Are Changing the Business Landscape
This document summarizes key points from a 30-minute presentation on how online learning delivery tools are changing the business landscape.
The presentation covered 5 main topics: 1) Better employee experiences, 2) Acceptance of eLearning, 3) Increased agility in learning experience design, 4) Online learning becoming the business, and 5) Increased accessibility and inclusion. Case studies and examples were provided for each topic. The presentation concluded with a discussion of takeaways and next steps for applying the concepts to organizations.
SIKM 2021 Co-Creating Knowledge Methodology
The document describes the Consortium for Service Innovation, a non-profit industry association that develops knowledge management methodologies with its members. It has around 60 member companies and pursues innovative ways to improve customer experience. The Consortium uses a co-creation approach where members collaborate to develop solutions. Members engage through working groups, webinars, and other events. The Consortium staff supports members by coordinating meetings and maintaining a knowledge base of member work.
Learning at the Speed of Business
Publicis Sapient, a business and engineering consulting firm, upskilled their workforce in the latest Artificial Intelligence (AI) and data science skills to help redefine their business and capture revenue growth.
In this webinar, Ian Stevens, North America Learning and Development Lead at Publicis Sapient, shares how his L&D team created learning programs at the speed of business to upskill their consultants to become digital transformation leaders.
You’ll walk away with:
- A proven push-pull blended learning program that quickly upskilled employees
- How to tie learning with hiring & staffing priorities to motivate learners
- Ways to build shared accountability with both employees and leaders
- Tips to align learning with performance and revenue
- Lessons learned on how L&D can play a pivotal role in driving revenue and transforming your business
Planning your analytics journey - webinar slides
This document discusses how learning and development professionals can become more data-driven. It defines key terms like learning data and analytics. It explores how to collect and analyze different types of data, including learner behavior, assessments, and business outcomes. The document also discusses emerging approaches like machine learning and artificial intelligence. It provides examples of how data can be used to personalize learning, make predictions, and gain insights to improve performance. Overall, the document promotes taking a more experimental and iterative approach to learning design and using data to continuously improve programs and their impact on business metrics.
Final Internship Presentation 2014 %28Final1%29
This document summarizes presentations given by summer interns at S&T Books on their contributions and lessons learned. Gabby Tyson focused on prospecting, cover design, and payment organization. Julia Bruce discussed proposal evaluation, market research, and effective communication. Jackie Tan led a content marketing campaign and developed social media strategies. All three interns emphasized skills in areas like teamwork, time management, and leveraging technology. They were introduced to the capstone project tool to help editorial and marketing collaborate across Elsevier business units.
What's hot (20)
Designing the “70”: Design thinking and the 70:20:10 learning model
Designing the “70”: Design thinking and the 70:20:10 learning model
Implementing 70:20:10 - A demonstration of a Proven Support Solution: Toolkit...
Implementing 70:20:10 - A demonstration of a Proven Support Solution: Toolkit...
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14
How Online Learning Delivery Tools Are Changing the Business Landscape
How Online Learning Delivery Tools Are Changing the Business Landscape
Similar to How to design 70-20-10 learning eco-system
Developing a learning strategy
To develop an Agile Learning organization a learning strategy needs to be in place. This presentation shows how to develop a strategy and a roadmap on 3 workshops.
Self-directed learners need learning ecosystems, not courses
Training & Development magazine August 2017 Vol 44 No 4, published by the Australian Institute of Training and Development.
Training Strategy Ppt
The document outlines a strategic plan for transforming a company's training department. It discusses shifting from a traditional training function focused on hours and people trained, to a more strategic role of facilitating organizational development, building high-performance teams, and cultivating world-class customer care. Specific initiatives proposed include implementing e-learning, knowledge sharing platforms, and transforming the training department itself into self-managed teams in order to better achieve the company's goals.
Training Strategy ppt
The document outlines a strategic plan for transforming a company's training department. It discusses shifting from a traditional training function focused on hours and people trained, to a more strategic role of facilitating organizational development, building high-performance teams, and cultivating world-class customer care. Specific initiatives proposed include implementing e-learning modules, knowledge sharing platforms, and transforming the training team into a self-managed one with expanded facilitation and consulting skills.
Training Strategy Ppt 23046
The document outlines a strategic plan for transforming a company's training department. It discusses shifting from a traditional training function focused on hours and people trained, to a more strategic role of facilitating organizational development, building high-performance teams, and cultivating world-class customer care. Specific initiatives proposed include implementing e-learning modules, developing expertise in areas like change management and knowledge sharing, and empowering employees through self-managed work teams. The plan aims to make training more directly linked to business goals and operational excellence.
Training strategy
The document outlines a strategy to transform an organization's training department from a traditional function to a more strategic, performance-driven one aligned with organizational goals. It discusses shifting from measuring success based on training outputs to outcomes that improve job performance and business results. Key aspects of the new strategy include becoming an internal consultancy, facilitating organizational development, building team-based workforces, cultivating excellent customer service, and expanding knowledge management through e-learning and sharing best practices.
Trends in digital learning that improve results
Sprout Lab works with organizations to design learning ecosystems that accelerate expertise. They discuss rethinking compliance training, digital learning models, applying design thinking to learning, new approaches to authoring digital content, and emerging trends in learning tracking. Design thinking focuses on putting the learner at the center and taking an iterative process to solve ill-defined problems in new ways, unlike traditional learning approaches. Digital learning development is now more collaborative with cloud authoring, and learners want shorter microlearning experiences on mobile devices.
Building Learning Cultures - PPT HR summit Kenya
1. The document discusses building a learning culture and emphasizes that organizations with strong learning cultures outperform competitors.
2. It envisions new technologies that can rapidly assess skills profiles and training against standards to replace traditional resumes and improve learning.
3. Relationship-centered learning is emerging as the new model, leveraging relationships within the learning ecosystem using new technologies.
Training_and_Development_pptx.pptx
The document discusses training and development in organizations. It defines training and development and outlines its goals, including bettering employee performance. It discusses different types of training programs and strategies as well as the training process. It provides examples of different training methods, such as on-the-job training, lectures, and online learning. It also discusses how to evaluate the effectiveness of training efforts and manage organizational change programs.
Learning Nd development
The document discusses learning and development (L&D) strategies and trends. It finds that one-third of companies are increasing L&D budgets, while only 10% are using mobile learning. It also discusses how L&D must be tailored to business needs, embrace social/informal learning and mobile/cloud solutions. Benchmarking in L&D involves collecting metrics from other organizations, analyzing data, learning best practices, and implementing improvements. People in organizations want L&D to help develop skills for a changing market and achieve goals through reskilling.
Skills & Competencies Overview
Corrie Woolcott is applying for roles in learning and development, training, and organizational development with an emphasis on learning management systems. The document provides Corrie's responses to 6 questions asked as part of a skills analysis for these roles. In the responses, Corrie describes experience managing a training plan for a transformation initiative at Vistage, leading change management for an LMS transition, experience with various learning management systems including creating training content and curriculums, important aspects of creating a training plan including following an instructional design model, innovative ways of delivering training beyond the classroom including converting in-person training to an online format using the NovoEd platform, and how they work effectively in a team environment by observing communication styles
BLI Learning Leaders Symposium - 6-27-12
The document summarizes a Learning Leader Symposium held on June 27, 2012 as part of the MACPA Innovation Summit. It provides an agenda for the day's events including keynote addresses from thought leaders on topics like next generation learning trends and the nexus of social and mobile technology in training. A panel discussion was facilitated on issues like making learning stick, shifting demographics, and important issues heard. Participants then provided collaborative answers on where learning is going in the future and how training professionals can impact business results. The groups suggested keeping the conversation ongoing through communities and continued discussion.
Merrill 1
The document discusses first principles of instruction that are common across different instructional design theories and models. It identifies five key principles: 1) problem-based learning, 2) activation of previous knowledge, 3) demonstration of concepts, 4) application of concepts, and 5) integration of concepts. Various instructional theories are shown to incorporate some or all of these principles in their approaches.
Developing a digital mindset - recording
This webinar is based on our free eBook Developing a digital mindset: Powerful methods to disrupt learning. Digital technologies are disrupting business. But it’s not the technologies themselves that are causing the disruption, it’s what we do with them that’s creating change. It’s the thinking processes and mindsets around using technologies that hold the key. It’s about having a digital mindset.
Growing a learning culture slideshare
This document discusses how to grow a learning culture within an organization. It describes how one company implemented Learning Guilds and Project Guilds as communities of practice to foster continuous learning among software engineers. Learning Guilds focused on specific learning priorities through biweekly sprints, while Project Guilds allowed self-directed learning through small group projects. Both approaches improved engagement, knowledge sharing, and business impact. The document provides guidance on identifying learning needs, measuring success, and starting small to establish a learning culture.
Knowledge Management
This PowerPoint presentation was created for one of my graduate courses. The scenario was set in a large company with offices all over the US. Each office does their own training, which is delivered in “stand-up” or “hands-on” mode, and there is no collaboration. This has resulted in a lot of duplication of efforts, wasted resources and time. The access of material is limited as it is stored on the LAN. My task was to make knowledge management recommendations
It was submitted via email, thus no animations and a lot of the explanations are included as notes.
How to make learning stick
workplace performance gurus Rummler and Brache have said that formal learning accounts for 10% of the potential for changing performance on the job. Learning and development is looking for more effective ways to change performance, including adapting the 70-20-10 learning model and digital learning. Digital learning is saving organisations money but it's not always generating learning and performance changes.
During this webinar we will explored:
- ways to apply the 70-20-10 learning model to make formal learning more effective
- instructional design approaches that increase the retention of learning
- the role of line managers in learning transfer
- techniques for using digital learning to enable learning transfer.
MPA 212 Lec Training and Development.pdf
Training and development refers to educating employees within a company to increase productivity, improve quality, lessen employee turnover, and decrease costs and errors. There are several types of training including supervisor training, organizational development training, and interpersonal skills development training. The training and development process consists of five overlapping processes: needs assessment, motivation, design, delivery, and evaluation. Effective training design involves defining objectives, outlining content, developing activities, preparing materials, and determining evaluation and follow-up. Models like ADDIE provide a framework for the design and implementation of training programs.
Bx D Presentation Cstd Hamilton
This document provides an overview of a workshop on creating blended learning programs. It discusses key concepts in blended learning such as learning styles, the 8 phases of adult learning, and examples of blended learning models. It also outlines steps for developing a blended learning program, including defining objectives and strategies, building content components, and program implementation. The overall goal is to provide a structured process to design blended learning programs that effectively address the needs of adult learners.
Student-centred KM strategies
This document discusses a teaching experiment conducted by Dr. Steve Cayzer at the University of Bath where students on an MSc program in Innovation & Technology Management were tasked with formulating a knowledge management (KM) strategy for themselves. The students went through a workshop where they discussed KM concepts and developed strategies around people, processes, and technologies. Some groups focused more on technologies while others emphasized processes. The experiment provided lessons for the students about KM and helped increase their awareness and appreciation of KM, though not all groups were fully able to implement their strategies as intended. The teaching experiment provided insights into how students engage with KM topics and could potentially enhance student learning and curriculum development.
Similar to How to design 70-20-10 learning eco-system (20)
Self-directed learners need learning ecosystems, not courses
Self-directed learners need learning ecosystems, not courses
More from Sprout Labs
Platforms to support learning ecosystems - Totara talent experience platform
Slides from a webinar where we will demonstrate how Sprout Labs learning platforms are used to build and support learning ecosystems.
Platforms to support learning ecosystems - Totara 12
Slides from a webinar where we will demonstrate how Sprout Labs learning platforms are used to build and support learning ecosystems.
xAPI 101 - webinar slides
This is a non-technical overview of xAPI (also known as ExperienceAPI and TinCan). xAPI is a powerful new way to record learning but its flexibility can also be confusing. This webinar demystifies what xAPI is and how it can be used.
In just presentation, you’ll learn:
= What xAPI is
- What a Learning Record Store is
- How a traditional Learning Management System can work with a Learning Record Store
= How learning designers can use xAPI to transform the learning impact
- The link between xAPI and learning analytics
- How to plan your first xAPI driven project
Trends in digital learning - 2018
This presentation explorde some of the big trends in digital learning at the moment.
- the use of artificial intelligence in L&D
- the maturation of xAPI and how L&D is becoming more data driven
- the relationship between microlearning and learning while working, and personalisation of learning
- the rise of digital workplaces and what this means for L&D
virtual reality and augmented reality
- the new role of the LMS in a learning ecosystem and the growth of learning experience platforms.
Enabling learning ecosystems - Webinar slides
Learning ecosystems are a powerful mindset for transforming learning. This webinar focuses on Sprout Labs’ ecosystems of learning technologies. The session will be a mixture of software demonstration and sharing the learning tactics that our platforms enable.
This won't be a standard software demonstration. It will be organised around the story of a learner, manager, and L&D person who are working in a sophisticated integrated ecosystem that enables them to learn while working.
Some of the topics we will explored where:
The power of open and flexible technologies.
What it means to be working in an xAPI enabled data rich environment
How to enable social learning
Measuring on the job performance using checklists
Building learning campaigns
How cloud-based eLearning authoring platforms increase the agility of L&D teams
How to implement an lms - webinar slides
Implementing an LMS can be overwhelming for many L&D people. It involves change management and often complex IT integrations. Then there is the challenge of actually building learning experiences employees want to engage with.
Topics that are covered include:
- Who needs to be on your LMS implementation team
- What you need to think about when planning integrations with other systems
- Getting started with developing content
- Applying an ecosystem approach to your LMS
- Learner centred approaches including the learning portal approach and apps
Instructional design 101 - webinar slides
When you get started with digital learning, technology is only one of the many challenges. What is even more difficult is creating a learning experience that engages your learners and transforms the performance of your organisation. One of the keys to a successful digital learning course is designing learning experiences that allow your employees to practice their new found skills.
This webinar will introduce you to processes, ideas and tactics that will allow you to build engaging and effective digital learning programs.
Topics to that where covered:
- What does an instructional designer do?
- Introduction to basic frameworks and theories
- The instructional design process
- Hints and tips about visual design and media
- Trends in digital learning authoring tools
Getting started with the 702010 model for trainers
At Sprout Labs we often hear L&D people talk about one of the barriers to applying the 70:20:10 model is training providers who don't use or apply the model effectively. One of the great things about 70:20:10 is its flexibility. Some people see the model as being about non-training approaches. But there are times when a business needs to introduce new practices and approaches and may engage external providers to help generate this change. Trainers can use the 70:20:10 model to more effectively drive change and get better outcomes from their programs.
Trends in digital learning
Sprout Lab works with organizations to design learning ecosystems that accelerate expertise. They discuss rethinking compliance training, digital learning models, and enabling learning agility. Sprout Lab focuses on learning design frameworks, collaborative authoring tools, and responsive design for mobile learning. They discuss tracking outcomes through LMSs and analytics, and using VR and subscriptions in L&D.
How to make social learning work
At Sprout Labs we often talk about the reason “the 20” is the middle part of the 70-20-10 model, and that learning from others and social learning is what holds workplace learning together. In our personal life, online social media has transformed how we communicate with friends and family, but this transformation hasn’t yet happened at work. We often hear learning and development people talk about the challenges of designing and building a work environment where collaboration and learning from peers is a daily part of work. Social learning offers some powerful possibilities, but it’s not always easy to achieve.
During this interactive webinar we will explore:
- integrating social learning into blended learning programs
- different types of social learning and when to use them
- approaches to community building
- success factors for social learning
- what a community manager does and why they are key.
How to support managers to become learning leaders
The document discusses developing a successful eLearning strategy and provides IP Australia as a case study. It outlines IP Australia's two-stage training program for scientists and engineers that includes regional patent examiner training and internal onboarding. The training uses a 70:20:10 model and competency-based learning. Managers are re-branded as coaches and provided with coaching skills training, tools like a coaching guide and questions, and activities to support workplace learning and reflection among their teams.
How to evaluation 70 20-10 learning ecosystems webinar slides
70-20-10 blended learning ecosystems are more complex than traditional learning and development activities. They have more components and are connected in more complex ways. Evaluation methods such as post-course surveys don't work with 70-20-10 learning ecosystems, so we need different approaches and methods.
For many learning and development professionals evaluation is an afterthought, but at Sprout Labs we have repeatedly found that a well-designed evaluation approach can help to drive the success of the program.
During this interactive webinar we will explored:
how a mindset of prototyping and feedback can accelerate the maturity of a program
- how to build a culture of evaluation and research in your learning and development team
- technologies for embedding continuous measurement into learning programs
- the use of the Robert Brinkerhoff Success Case Method in the evaluation of 70-20-10 learning models.
70:20:10 based learning ecosystems
An article that explores the features of a learning ecosystem.
This article originally appeared in Training & Development magazine August 2016 Vol 43 No 4, published by the Australian Institute of Training and Development.
702010 examples and ideas - June
This document discusses developing a successful eLearning strategy and redesigning a manager induction program. It suggests taking a performance support approach using a manager portal, mobile app for spaced practice activities, and monthly virtual community meetings. Continuous learning and improvement are emphasized to allow course participants opportunities to practice new skills through real-world projects.
How to develop an e learning strategy
In learning and development there is often talk about the need to be more strategically focused. ELearning holds the promise of being flexible, faster and more effective than face to face learning. Without a strategic, quality-focused approach, however, employees are left dis-engaged, learning effectiveness is reduced and quality issues ensue.
It doesn’t have to be like this.
This interactive webinar will explore:
- what a strategic approach to eLearning looks like
- how digital learning technologies can be used to embed 70:20:10 blended learning approaches
- the stages of developing an eLearning strategy
- the different approaches that are required when getting starting with eLearning compared to when growing and expanding
some guidelines about when in-house development works and when you should outsource development
How to make sure you 702010 model is successful - webinar slides
The 70:20:10 model is not easy to transform into reality. Learning and development people are often unsure about where to start with the model. Sprout Labs has put together the Learning While Working Framework to help guide the design and implementation of 70:20:10 learning models. The 1st stage of the Sprout Labs Learning While Working Framework is understanding. This stage is a mixture of understanding the business problem, understanding the learners, and understanding the context. The understanding stage of project is the bedrock that makes sure your 70:20:10 model is successful.
This webinar explored:
- why this understanding phase is important for the success for 70:20:10
- what are the best projects to work on when get started with a 70:20:10 model
- how the understanding phase can be used to engage stakeholders
- how techniques from design thinking and lean manufacturing can be used in learning
- the use of learner and stakeholder personas.
More from Sprout Labs (16)
Platforms to support learning ecosystems - Totara talent experience platform
Platforms to support learning ecosystems - Totara talent experience platform
Platforms to support learning ecosystems - Totara 12
Platforms to support learning ecosystems - Totara 12
Getting started with the 702010 model for trainers
Getting started with the 702010 model for trainers
How to support managers to become learning leaders
How to support managers to become learning leaders
How to evaluation 70 20-10 learning ecosystems webinar slides
How to evaluation 70 20-10 learning ecosystems webinar slides
How to make sure you 702010 model is successful - webinar slides
How to make sure you 702010 model is successful - webinar slides
Recently uploaded
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Walmart Business+ and Spark Good for Nonprofits.pdf
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Aberdeen
How to Create a More Engaging and Human Online Learning Experience
How to Create a More Engaging and Human Online Learning Experience Wahiba Chair Training & Consulting
Wahiba Chair's Talk at the 2024 Learning Ideas Conference. ANATOMY AND BIOMECHANICS OF HIP JOINT.pdf
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Leveraging Generative AI to Drive Nonprofit Innovation
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
BBR 2024 Summer Sessions Interview Training
Qualitative research interview training by Professor Katrina Pritchard and Dr Helen Williams
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Main Java[All of the Base Concepts}.docx
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
The History of Stoke Newington Street Names
Presented at the Stoke Newington Literary Festival on 9th June 2024
www.StokeNewingtonHistory.com
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Recently uploaded (20)
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
Walmart Business+ and Spark Good for Nonprofits.pdf
Walmart Business+ and Spark Good for Nonprofits.pdf
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
How to Create a More Engaging and Human Online Learning Experience
How to Create a More Engaging and Human Online Learning Experience
Leveraging Generative AI to Drive Nonprofit Innovation
Leveraging Generative AI to Drive Nonprofit Innovation
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
How to design 70-20-10 learning eco-system
- 1. How to design 70-20-10 learning eco-systems
- 2. We will explore: • the features of learning ecosystems • how digital technologies can be used to increase and enhance learning • the mindsets that are required to design learning ecosystems • how to generate new ideas for learning models and where to look for ideas.
- 4. It’s 3 things Design patterns A process Some principles
- 5. Manager as learning leader Employee as self directed learner L&D as ecosystem designer
- 7. Learning goal. Simulation based workshop. Mobile App – sends reminders and practice activities and tracks goals. This is all reported using xAPI. Virtual Classrooms for progress check- ins about lessons learnt. Coaching. A program for managers.
- 8. An ecosystem is an interactive system of components that work together.
- 9. A learner centered learning eco-system.
- 10. Pathways Performance support Communities of practice Group learning Collections of knowledge Best practice examples Getting better goals Practice Feedback Coaching Mentoring
- 11. Technology 70-20.com xAPI Focus on getting better rather than being good. Nine Things Successful People Do Differently - Heidi Grant Halvorson Getting better goals
- 12. Practice Learning is more than just doing the job. Principle: Employees need to be allowed to practise and fail, learn and try again. Formal courses that are performance focussed can provide can the chance for employees to practice and fail. This what great digital learning can achieve.
- 13. Pathways Practice Employees and managers need to be guided. Examples: Competence frameworks Multiple level programs Manager and coach guides for programs Principle: The manager's role in learning programs should be purposefully designed. Getting better goals
- 14. Pathways Practice Feedback Coaching Mentoring An employee's manager is the key enabler to learning. Principle: Everyone needs to be given feedback on their performance. Principle: Managers need to be supported to implement learning while working. Getting better goals
- 15. Pathways Communities of practice Group learning Practice Feedback Coaching Mentoring Principle: Work and learning should be social. Technology Totara Social Slack Podio jostle.me Blogs Principle: Employees need to work with peers and their manager to reflect and articulate what they are learning and how change is happening. Getting better goals
- 16. Communities of practice Group learning Built to last
- 17. Group learning Workshops run by peers Lessons learnt Retrospectives Continuous improvement Issue management
- 18. Performance support Collections of knowledge Best practice examples Technology Degreed RSS readers SupportPoint Wikis – confluence Training is too often just information provision. Principle: Learners should be able to quickly and easily access the information they need.
- 19. Pathways Performance support Communities of practice Group learning Collections of knowledge Best practice examples Practice Feedback Coaching Mentoring Getting better goals
- 20. Many pieces of technology I’ve been talking about are also the enablers for a digital workplace.
- 21. Some may exist already and they not being used for learning.
- 23. L&D as ecosystem designer Designs relationships between the components. Designs for the short term and long term. Does more than design courses. Designs how the system will be supported eg what we as “gardeners” do
- 24. Looking for ideas for beyond corporate learning?
- 25. Think about something you’re passionate and self motivated about.
- 26. How does learning in that area work for you?
- 27. Their own creative projects An experience artist as coach How are artist’s trained? Critiques Visual journals Assessed by portfolio Shared studios Side shows
- 28. Simulations How are doctors trained? Supervisor Assessed by simulations and exams Journals Conferences Working with patients Group learning Observation
- 29. Thank you for your participation! Dr Robin Petterd Learning Consultant M: +61 419 101 928 E: robin@sproutlabs.com.au T: @sproutlabs_au