In this post, Harrison Withers reacts to an article on social media policies in the HR Examiner calling out how useless they are. Harrison opines, “If you really need rules to govern common sense, make a rule prohibiting stupidity. Then you won’t need a rule for how you share it!”
Back in December I wrote a blog post that included my application to the TEDx event in Grand Rapids. I was in fact selected to attend the event with 700 of my peers on May 10th. It was my first TED event, and it absolutely lived up to its billing.
I just got back from the SHARE conference in Atlanta, and while it’s true that the conference is built around SharePoint as a core technology, the conference is really intended to focus on business applications of SharePoint. I’m not going to do a blow-by-blow conference report; Kristian …
In my last blog post, Measurement as Evidence, we looked at when it is necessary to measure training, and the dangers of creating pseudo-compliance courses that take our time and attention from actual performance. Fortunately, the vast majority of learning that happens and needs to happen in …
It’s been a little while since I’ve written about mobile, but I committed this week to do a talk at the eLearning Guild mLearnCon, June 19-21 in San Jose; so it’s top-of-mind. My talk is going to be about the design process we used in an actual development scenario for a client of ours.
Having just returned from the Gartner Summit, I thought a quick recap was in order. Besides I need a break from my measurement series (Part I, Part II, Part III)
In my previous post for this series, I examined how the measurement systems intended to measure effectiveness have evolved and why they are failing in today’s climate. In this installment, the need for measurement as evidence (a.k.a. compliance) is explored and some common places where it comes off the tracks.
In my last post in this series, I wrote about trust (or a lack thereof) as a motivation for organizations producing and/or requiring measurements of training based on learner knowledge or volume of completions. In this post, we’ll take a look at the evolution of measurement systems and how it has led to our current state.
The following is an excerpt on onboarding from Thoughts from Learning 2011, originally published November 18, 2011.
In the several sessions that I attended about onboarding at Learning 2011, I was pleased to see a real recognition and connection between the onboarding experience and long-term retention of employees. There are a few companies that are recognizing the needs of their newest employees, but there are still far too many people who treat onboarding like an event that is completed in short order. Orientation is an event that is part of the learning experience that is onboarding.
Every conference I’ve been to in the past year… scratch that. Every conference I’ve EVER been to has had a major focus on measurement. There have been various measurement trends through the years, but recently I’ve seen some shifts that make me hopeful that corporations may actually make some progress in making and taking measurements that actually matter.
This will be the first in a series of blog posts exploring different aspects of measurement—including the importance of trust, motivation, compliance, shifting to business-based measurement, individual measurement, and measurement and its role in budget negotiations.
First up: let’s talk about the importance of trust.