In order to keep up with the velocity of the changing workplace and to win the war for today’s talent, organizations must give employees opportunities to learn, grow and develop – and on their terms.
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Topic: Content Development
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The average training professional is responsible for fulfilling three separate roles, ranging from learning strategy and management to creating, coordinating and facilitating courses.
I have designed training for a variety of audiences. For me, the key to successfully adapting learning across these audiences has been to capitalize on learning through peer trainers.
The brain is the anatomical environment where organizational learning takes root. In order to learn effectively and efficiently, people have to be able to pay attention, absorb information, store that information long-term, and recall it when necessary.
Considerable time, energy and budget are invested in designing cutting-edge learning. Sophisticated follow-up mechanisms are developed and implemented. Progress is meticulously monitored and results are measured. All the pieces are in place then we blow it
Much has been written about the values and advantages of adaptive learning and testing. Both use computer-aided technology to allocate and deliver content based on learners’ needs.
Clearly, you cannot conduct training in today’s multicultural organizations without a global mindset and an appreciation about how different cultures learn.
eLearning increases knowledge retention rates by up to 60%, compared to 8 to 10% for offline training.
Instructor-led training (ILT) has long been the standard of teaching in every industry. And why not? A subject matter expert gets up in front of a group of learners and delivers what’s necessary to allow the participants to be successful in their job.
Games can be a great way to engage learners and deliver content. If you are thinking about trying gamification in your training programs, this article outlines some of the initial steps to consider.