Remember that corporate learning is “informal” and HR doesn't own it. If you ask any business leader “how people learn,” their most common answer is “on the job.” And this is correct – sales people learn by making sales ...
If you’ve not been living under a rock, you’ve probably heard mention of the 70:20:10 model – the one which suggests 70% of workplace learning takes place from doing the job itself, another 20% from talking to people, and a mere 10% from course work and reading materials. Charles Jennings, in his recent article traces this model back to research based on a survey of executives performed in the late 90’s.
A number of thinkers in the learning space have opined that if that’s the mix accomplished executives experienced, that in order to produce more accomplished workers, the mix of learning opportunities we provide for other workplace learners should be similar.
We exhibited at the Learning & Skills Exhibition (L&S) at Olympia this year. One message came though over and over again. How can I make my training budget go further? There are a number of ways that a canny learning and development professional can husband his or her resources
Recent research by ASTD and REED Learning indicates that the top skills desired by Learning & Development departments are measuring and evaluating training.
Even though many Learning and Development organizations find it a challenge to prove training’s effect beyond how learners react to the training and whether they have learned the training content, senior management and business stakeholders are more and more interested in metrics that show the impact on the organization.
The theme at Davos this year was "The Great Transformation: Shaping New Models." One of the models up for discussion was leadership. Panels with titles like "Leading Under Pressure" and "New Leadership Models from China" abounded.
Mercer’s What’s Working™ survey reveals that rank-and-file employees have a dramatically different – less positive and more skeptical – perspective on their jobs and employers compared to both managers and senior managers.
Learning Professionals at all levels are constantly looking at how they can impact their students. What can a learning professional do to retool, renew and restock with knowledge around new trends, techniques and technologies in learning?