I read this mini-book and found it quite interesting. Per the introduction: This book illuminates the great disruptive potential of online competency- based education. Workforce training, competency-based learning, and online learning are clearly not new phenomena, but online competency-based education is revolutionary because it marks the critical convergence of multiple vectors: the right learning model, the right technologies, the right customers, and the right business model. In contrast to other recent trends in higher education, particularly the tremendous fanfare around massive open online courses (MOOCs), online competency-based education stands out as the innovation most likely to disrupt higher education. - See more at: http://www.christenseninstitute.org/publications/hire/#sthash.kaVbGn7P.dpuf
Contrary to popular belief, the success of a business isn’t ensured by an amazing CEO or even the work of a few all-star employees -- it’s all about the team. Even without your key players, your business should function without change.
Specific content for clinical research training. Interesting approach of development for industry specific content. I like the multi-lingual approach (english and chinese) including how it is presented, the blended approach, and potential integration with corporate LMS. Seems powerful.
SEVAQ+ is a European-wide initiative for the Self-evaluation of quality in technology-enhanced learning, based on an innovative combination of the Kirkpatrick evaluation model for learning and the EFQM excellence model. SEVAQ+ enables you to engage in a 360° analysis of feedback from the major stakeholders involved in technology-enhanced learning systems.
Interesting case study on a very advanced custom eLearning development. Particularly the nice flow diagram that describes the complex decision branching for the different screens based on the user scenario.
Document from Petar Halachev, Institute of Information Technologies of Bulgarian Academy of Science, Bulgaria covering the set up and the main
areas of application of a balanced Scorecard (BSC) in higher education and e-learning. A strategic card based on the cause-effect relationships between the strategic goals has been developed of e-learning and its prospective applications.
A Post by Jay Forte on a not so obvious choice to increase the impact of your learning by training the top performers... Interesting view point. Not sure I fully agree either, because high and low performers can transform, they can grow, they can be re-motivated, etc... But still worth a thoough for sure.
... studies show that the benefit of training the lowest-performing employees is minimal; typically they’ll only improve marginally, while the cost and effort that goes into that training can often be too great to outweigh their slightly improved performance. That’s a poor return on investment.
But when we work with our best performers — those who are already good at what they do and interested in improvement — we have the potential to improve their performance exponentially. Our education and effort now yield more significant results and a greater return on our education and human capital investment.
A common issue not much talked about in most e-Learning blogs that I see (probably due to their US centric approach): localisation is however a major concern - and can be a major cost factor in a corporate e-learning programme.
The article from TranslationShource is giving a high level view of their recommended approach:
"In this blog posts on e-learning localization, we'll begin by taking a look at the big picture and the top 5 tips to create positive behavioral change.5 steps:
The Learning Record Store (LRS) is the next-gen tracking and reporting repository for e-learning systems.
Following up on the Project TIN CAN that is the "next SCORM" standard, I came across this nice introduction to the concept of the Learning Record Store which can indeed be a solution to many compatiility and tracking data sharing issue.
-Why you should establish a learning community -The benefits learning communites can deliver -The critical success factors involved -The role of the facilitator / moderator -The barriers and how to overcome them
While Kineo obviously tries to sell their services - and who could blame them for that? - the free thinking part of their website is well structured and sufficiently open and generic to interest even those who would not need to use them. A good example with this guide -which details the way they implement Learning Communities using Moodle, but targets the key points whether or not using Moodle as the technology to implement LC.
A blog post from Tom Stone (ElementK) that answerd a question that i have recently discussed with my team: What kinds of content can be used for Mobile Learning? While the easy answer is "anything" or "it depends", Tom comes up with a nice approach that expresses not only what is possible, but how the possibilities become must-have when you consider the needs for review and increating learning retention, as well as the possibility for performance support. The blog post dates from a year ago, but even more valid now.
A great article from Gary Wise on the cloud-based LMS. This is a well developped, extensive discussion on the various factors making it worth (or not) including the Total cost of ownership, the external learning populations, speed of implementation, etc.
"There are applications where cloud-based LMSs are perfect for Fortune 100 companies serving niche learning micro-systems tucked away in the corners of their learning ecosystems."
Custom eLearning Development Costs – Results From Chapman Alliance Study...
This dates from 2010 but i think is still valid. I am reviewing key performance Indicators in my team, and of course this comes handy to evaluate our own performance and see how we remain competitive with the market.
Excellent post from Harold Jarche - with both sound thinking and practical recommendations.
When learning is the work, we need to observe how people are learning to do their work already. We should find these natural pathways and reinforce them. There are other pragmatic actions to take:Connect any “how-to” learning to the actual task. Show and tell only works if it can be put into practice. The forgetting curve is steep when there is no practice.
Make it everyone’s job to share what they learn. Have you ever noticed how easy it is to find “how-to” videos and explanations on the Web? That’s because someone has taken the time to post them. Everyone in the organization should do this, whether it’s a short text, a photo, a post, an article, a presentation with notes, or a full-blown video.
Make space to talk about things and capture what is passed on. Get these conversations in the open where they can be shared. Provide time and space for reflection and reading. There is more knowledge outside any organization than inside.
Break down barriers. Establish transparency as the default mode, so that anyone can know what others are doing. Unblock communication bottlenecks, like supervisors who control information flow. If supervisors can’t handle an open environment, get rid of them, because they are impeding organizational learning and it’s now mission critical.
Excellent presentation on enterprise gamification - how enterprise can use the gamification approach to leverage employee-behaviour, collaboration, innovation, learning in the enterprise. With a lot of examples/cases studies. Really worth going through it.
From the Big dog, Little dog blog on performance: 5 design models in a simplae table including ADDIE, Agile learning design, ... compared (not ranked) and described for what they can be used. Quite high level but links to additional content to go further down the road. I like the idea of not being stuck to one single design model but adapt according to the complexity of the problem that requires a design solution. As long as the team masters the model correctly.
From Bob Little blog: Comment on a white paper on the threat and challenges faced by the Western Corporate worlds in our more than ever global world. I can not agree more to the call for Co-operation and creative collaboration.
=> The western learning and publishing industries are being urged to experience their own ‘Sputnik effect’ – 50 years after President Kennedy committed the US to win the Space Race after being surprised by the initial success of the USSR’s ‘Sputniks’.
=> The corporate learning industry needs to re-engage in lateral thinking – still competing but taking risks together
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