Bertrand Duperrin's Library tagged training →  View Popular, Search in Google

"During the course of our lives, learning becomes detached from creating experiences and getting feedback. And so it turns from fun to a dreadful exercise with often devastating results: the knowledge taught is forgotten pretty quickly, with the whole education effort becoming a waste of everyone's time. In the corporate world this can be costly, and if you don't know how to use the tools properly or effectively, work becomes more inefficient, expensive and possibly even dangerous.


Which leads me to the following questions:

How can we make training more fun, add rich experience and gain feedback?
How can we enable trainers to add these elements to their materials?
Why is training separate from work rather than embedded into it?"

education work learning training gamification

"I’ve been reflecting on the new learning model I proposed earlier, and want to share some elaborations with you. In this case, I want to elaborate on the notion of activities, and some associated properties.

Activities provided or chosenFirst, I think it’s important to recognize that gradually, learners will take more and more ownership of choosing activities. If you’re an adult past college, you choose (with, perhaps, some guidance and support) what professional development you do: you choose books to read, conferences to attend, even perhaps choosing mentors whether agreed upon or stealth (people you follow via their blogs or tweets). We shouldn’t assume learners will have that ability, and our curricula should make explicit what good activity criteria are, and helps learners develop those skills, gradually handing off the responsibility for choosing them, with gradually released scaffolding."

learning activities training education

"The Human Resources Department has a lot at stake in the success of an intranet. By making information and forms accessible through the intranet, HR frees up a lot of its time enabling them to focus on more value-added tasks. Useful HR content also increases employee satisfaction."

humanresources intranet communication hrcommunication training learning

"I also believe that training people on tools puts the emphasis on the wrong things (e.g., which buttons to click), but that training people on new socially-enabled ways of working is paramount.

What business problems do you have that could be solved by collaborating better internally?
What business processes are involved in the cited business problems?
How could you change the way management and employees execute these processes to address the cited business problems?
How will we educate and train management and employees on this new way of working?"

socialbusiness enterprise2.0 adoption changemanagement training businessprocess

"What will be required is a completely new range of services – which we might call non-training services – that are focused on supporting continuous performance improvement and learning in the workflow as people do their jobs.

The Workplace Development Services (WDS) framework has therefore been developed to help organisations understand the range of new services and activities that will be required, as well as the tools and platforms to power these activities, and the new skills and mindset involved."

learning training support collaboration performance socialsoftware enterprisesocialsoftware skills mindset

"

Consequently, one of the questions that seems to come up most often is this: What are the necessary moving parts in a social business strategy? What exactly needs to be included and what can be left out? While the short answer tends to be frustrating and uninformative, namely that it depends on what you’re trying to do. The longer answer, fortunately, is more interesting."

socialbusiness strategy communitymanagement riskmanagement businessprocess organizationaldesign communication eduction training

"It's rare to find a corporate human resources function that accelerates change by actively finding ways to help drive new strategies. Most HR groups sit back and wait for requests from the business for administrative people transactions. In their role of stewards of policy compliance, they can tend to be a brake on change.

But not at IBM. Its HR function has been instrumental in the $100 billion company's metamorphosis from a floundering computer manufacturer in the 1990s to a prosperous software and consulting services company today. HR has helped the organization absorb more than 125 acquisitions since 2000, and integrate globally, saving $6 billion since 2005."

IBM hr change casestudies skills teamwork culture training leadership mentoring enablement analytics brand hrbranding

" Since the latter half of the 20th century, we have gone through a period where training departments have been directed to control organizational learning. It was part of the Taylorist, industrial model that also compartmentalized work and ensured that only managers were allowed to make decisions. In this context, only training professionals were allowed to talk about learning.”

But to be fair, it is not just Training Departments that think like this, there are still many people in other parts of the business that believe that “learning” has to be “organised” or “packaged up” (in the form of “training”) to be seen as a valid solution to a problem."

training performance humanresources informallearning learning

"Vantés comme des programmes de développement personnel, la plupart des approches en matière de gestion de talent (Talent management) ne sont souvent rien d’autres que des plans d’action totalement standardisés, linéaires, ennuyeux et parfaitement interchangeables. La plupart du temps, ils n’ont d’autre objectif que de fabriquer de petits soldats disciplinés qui, un jour, prendront la relève de leur supérieur. Trop rarement, l’objectif réel et vérifié est de développer un éventail de compétences diversifiées. Le concept de Talent management, tel qu’il est majoritairement mis en oeuvre aujourd’hui dans les entreprises, n’est qu’un parcours institutionnel, sans relief, une succession d’automatismes, d’apprentissages prêts-à-porter et de stéréotypes… » "

talents talentmanagement learning training values humanresources openlearning

"‘Social business’, as IBM deems it, can benefit Human Resources, Customer Services and Product and Service Development.

The key benefit for each area is the improved levels of communication. For HR the increased speed of conversations will result in improved quality. Furthermore the use of social media will result in reduced employee travel and staff training – due to an ease of access to internal knowledge."

socialmedia hr training quality knowledge communication innovation

"

Lorsque l’on évoque Médias Sociaux et de Ressources Humaines, on pense encore trop souvent au seul recrutement. Or, les médias sociaux, parce qu’ils modifient en profondeur les méthodes de travail et les relations professionnelles entre collaborateurs, sont (ou devraient) être au coeur des problématiques de nombreux acteurs RH, et pas uniquement ceux en relation avec les candidats."

socialmedia ` recruitment training education talentmanagement humanresources competences

"Almost 90% of companies use some form of social networking, whether it's an internal blog, an online forum, a wiki, or a hybrid platform such as Microsoft SharePoint, the InformationWeek Analytics Social Networking in the Enterprise Survey shows. However, a paltry 10% consider that effort a success. And we know one of the big reasons.

Only 26% of our survey respondents have direct email integration with their social systems. In other words, companies expect employees to break away from their email, check the "social" system, collaborate, and then go back to their email. Fuggedaboutit."

collaboration email socialnetworking integration training search unifiedsearch

"n a workplace requiring creative solutions to complex problems, learning and working must be integrated. We need to actually implement the notion of the often-quoted term “continuous learning” Today, learning really is the work."

learning continuouslearning work education training knowledgework

"Plenty of people say that collaboration is not an easy task, whether face to face or whether remote, but certainly it looks like collaborating effectively online still presents a good bunch of challenges and issues, and Aliza’s article surely highlights some of the most relevant ones. Worth a read, for sure, but is there anything else that we can do to help improve remote collaboration in today’s rather complex environment? … Maybe."

collaboration virtualteams training processes knowledgemanagement leadership

"there are many reasons why a virtual team can fail. What can you do to ensure that your team succeeds?"

virtualteams collaboration leadership onboarding process training management

"Adults learn by social processes. David Kolb's Experiential Learning: Experience as the source of learning and development (1984) theorized that four combinations of perceiving and processing determine four learning styles that make up a learning cycle. According to Kolb, the learning cycle involves four processes that must be present for learning to occur:"

humanresources processes socialprocess training learning collaboration

"Les collaborateurs français seraient-ils les plus résistants aux-(nouvelles) technologies ou les moins bien informés des nouvelles pratiques de formation 2.0 ?"

training enterprise2.0 socialmedia e-learning seriousgames humanresources2.0

"We thought we would kick off our new postings by summarizing some of the ideas from Pull that resonated the most in our many conversations from the last few months. from The Power of Pull."

work management value asia knowledge socialnetworks push pull innovation collaboration passion ROA training talents

"Ten years of knowledge sharing deployments convince me that the rules are different for E2.0. Transactional system benchmarks just don’t work, but we keep applying them to collaborative situations anyway. When you think about it, it doesn’t make sense.

Consider the “truths” for traditional back-office deployments: get everything right before you go live. Mandate a cutover date and turn off the old system. Calculate ROI by increases or decreases in anything tangible — widgets, hours, paperwork."

enterprise2.0 adoption deployment bestpractices compliance training

"Even if we set aside the truly productive HR departments, the problem is all the other HR departments that are unnecessary and counterproductive. Let's look at what HR does, and how it could be done better by another corporate function:"

humanresources training development organizationdesign compensation workforce performance recruitment hiring