My company wants to enable employees and their reporting managers to take complete ownership of the learning process, from identifying learning objectives to figuring out the best way to learn. What are the ways I can create this 'willingness to learn' among employees so that they actually take ownership?
--Shared Responsibility, manufacturing production, Mumbai, India
We have been moving slowly to integrate social learning in our LMS. We want to include tools that boost the nature of collaboration among our workers, especially among those who are stationed remotely. How do we evaluate social learning platforms to find the best match? How heavily should we rely on employee feedback?
— Socializing at Work, vice president of talent, manufacturing, New York
Leaders often focus on what’s expedient and a lower upfront money and time investment, as opposed to what method will most effectively address challenging learning problems.
Use of massive open online courses has been confined mostly to academia, although momentum is slowly building among corporations.Read More
It’s time to rethink conventional approaches to corporate learning — particularly when more efficient and effective methods exist.Read More
While we continue to experiment with live interactive virtual learning for widely dispersed participants, I’ve had some thoughts about when a live class experience matters.Read More
Large U.S. firms tripled their spending on social tools such as internal blogs, wikis and communities of practice in 2012, a new report says.Read More
I'm willing to bet that the content of the courses is not the problem. The challenge is to determine what more the military can do through the programs' design and subsequent reinforcement to make sure that key lessons are absorbed, retained, applied and sustained by senior and flag officers. Read More
Until the recession hit, the U.S.-based appliance-maker steadfastly avoided online training in favor of classrooms. Now, it's a proponent of virtual online learning.