Toronto Training and HR is a specialist training and human resources consultancy. This document provides an overview of various topics related to learning and development during the second half of 2014, including personality types, user design, gamification, project management, listening, cultural intelligence, generational differences, unlocking curiosity, considerations and rationale for mobile learning, effectiveness of mobile learning, mental models for mobile learning, keys for user adoption of mobile learning, successful virtual learning initiatives, micro learning, experiential learning styles, building an active learning culture, using pull learning to increase agility, making e-learning effective, forms of informal learning, and case studies. The document concludes with a summary and questions.
1. Learning & development during the
second half of 2014
by Toronto Training and HR
June 2014
2. CONTENTS
3-4 Introduction
5-6 Personality types
7-8 User design
9-10 Gamification
11-12 Project management
13-14 Listening
15-16 Cultural intelligence
17-18 Generational differences
19-20 Ways to unlock curiosity
21-24 Considerations for mobile learning
25-26 Rationale for mobile learning
27-28 Effectiveness of mobile learning
29-30 Mental models for mobile learning
31-32 Keys for user adoption of mobile learning
33-34 Successful virtual learning initiatives
35-36 Micro learning
37-38 Experiential learning styles
39-40 Build an active learning culture
41-42 Use pull learning to increase agility
43-44 Make e-learning effective
45-46 Forms of informal learning
47-48 Case studies
49-50 Conclusion, summary and questions
Page 2
4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
20. Ways to
unlock
curiosity
• Relinquish control
• Jettison judgement
• Expect surprises from
every party
• Gag the ‘fix it’ reflex
• Embrace ignorance
• Woo the cue
Page 20
22. Considerations
for mobile
learning 1 of 3
• Is this individual a good
candidate for mobile
learning?
• Have you established
your objective?
• Remember that mobile
learning is not e-learning
on a mobile device
• Mobile learning is not
always the right choice
• Build in time for testing
Page 22
23. Considerations
for mobile
learning 2 of 3
• Don’t arbitrarily add bells
and whistles
• Is the information
credible, reliable and in
the right format for
accessibility?
• Is this a web or native
solution?
• Do your research
• Can your pilot be
measured and evaluated?
Page 23
24. Considerations
for mobile
learning 3 of 3
USER INTERFACE DESIGN
• Feedback
• Tasks relevance and
consistency
• Exploration and guidance
• Uniformity
• Efficiency of use
• Minimalist design
• Initial value
• Test on real devices
Page 24
36. Micro
learning
• Definition
• Relevant analogies
• Work management tools
• Common issues with micro
learning in a learning &
development strategy
Page 36
40. Build an
active
learning
culture
• Set up learning
environments and systems
that are personally
motivating
• Look for systems that
have push and pull
• Reward and recognize
people for building the
organization’s learning
culture
Page 40