Intentionally Design Acculturation Into On-Boarding

August 17, 2009

The morphing of the notion of new hire orientation training to “on-boarding” is significant. It explicitly recognizes the long overlooked role acculturation should play in the hiring process.
Traditional new hire orientation training programs do little to acculturate new employees into the organization. Completing insurance and tax withholding forms, reviewing the personnel manual and watching a [...]

Read the full article →

Qualifications for Heading a Startup Training Department

July 20, 2009

Many small and medium-sized companies are starting-up or formalizing a training department. Some have not been doing training in any systematic, organized way while others, having engaged in ad hoc training efforts, realize they need to provide organization, planning and structure to what they have been doing.
One of the foremost concerns such companies face is [...]

Read the full article →

The Real Reason for Low Elearning Completion Rates

July 15, 2009

Elearning programs have been faulted in some quarters as not being up to muster because they have a low completion rate. Various reasons have been given for this, from not being sufficiently interactive or entertaining to being too long. While there is validity in such criticism, it doesn’t hold across the board.
I’d like to suggest another [...]

Read the full article →

ROI: Is It Really Necessary

July 1, 2009

I recently saw an advertisement for another new book on ROI. I’m amazed at the longevity the notion of ROI has had in training circles. I just don’t get it!! If you value training (learning) and understand its role in contributing to enhanced employee performance, why must an ROI be conducted? Are ROIs as frequent [...]

Read the full article →

Measure the Workplace Environment, Not Informal Learning

July 1, 2009

How can you measure informal learning? I don’t believe you can, at least directly. Even if you could, why would you want to? The only reason I can think of is to attempt to control and/or replicate it. If you do that, don’t you destroy the essence of informal learning? If you control learning, does it [...]

Read the full article →

Can Informal Learning Be Measured?

June 30, 2009

I don’t think it can. The characteristics of informal learning are such that measurement is all but impossible. Essential characteristics include being:

Random
Idiosyncratic
Spontaneous
Multi-modal

First, informal learning is random. It can happen at any time, anywhere. For example, learning about feature “X” of a new software program can be learned by asking an IT colleague when you bump into [...]

Read the full article →

Informal/Formal Learning and Self-Directed Learning

June 30, 2009

How does informal/formal learning relate to self-directed learning? Before answering, a distinction should first be made between formal and informal learning.
While formal and informal learning may be similar in terms of what is learned and the purpose of the learning, they differ in terms of when learning occurs, how it occurs and where it occurs. Basically, formal [...]

Read the full article →

Benefits of Self-Directed Learning: Organization

June 29, 2009

There are several distinct benefits of SDL for the organization. Among them are:

SDL can help identify an organization’s “A” players.

SDL requires initiative. Individuals who show initiative in undertaking their own SDL program are motivated, confident self-starters. Certainly they would evidence motivation, interest and behaviors in their jobs similar to “A” players.

SDL minimizes the issue of [...]

Read the full article →

Benefits of Self-Directed Learning For Employees

June 29, 2009

There are several distinct benefits of SDL for the employee. Among them are:

SDL is compatible with any and all learning styles and strategies.

The assumption is the employee will approach their learning in a way that is most compatible with their own learning style and strategy. In approaching pre-designed, structured training modules, employees can seek out [...]

Read the full article →

Relevancy of Self-Directed Learning to the Workplace

June 25, 2009

SDL is relevant to any workplace where learning is required. As such, SDL is relevant to any industry, profession or organization of any size. Ideally, SDL is particularly relevant in the following situations where:

Learning must occur quickly in response to performance problems, sudden changes in business strategy or in fields [...]

Read the full article →

← Previous Entries

Next Entries →