I was just looking at the new Bersin report, "Enterprise Learning and Talent Management 2010: Predictions for the Coming Year". Number 3 out of 12 made my heart leap, "High-impact leadership development programs will focus on first-line management". Are we finally going to train first-line managers again?
Continue reading "Are we finally going to train first-line managers again?" »
Many companies today are facing an increasingly volatile and competitive business environment. To be able to effectively compete in such an environment, an Enterprise Learning Strategy must be able to address the following issues:
· Aging workforce resulting in loss of intellectual capital
· Business silos leading inconsistent, non-cohesive training approach
· Identify opportunities to streamline functions and reduce costs without impacting employee performance
· Retain and fully engage top talent
· Identify metrics designed to relate Enterprise Learning to organizational return on investment
· Provide governance and standardization designed to meet regulatory and compliance standards
Organizations should consider a talent management mindset that links together the overall business strategy and the competencies in order to successfully realize the vision. An Enterprise Learning Strategy is a vital component of the broader Talent Management Strategy. An effective Enterprise Learning Strategy takes into account the identification, alignment, and management of the 7 key considerations in the Learning & Development realm:
· Strategic Business Alignment: Coordination of learning activities for the purpose of achieving strategic objectives
· Governance: Monitoring, through policy, of the long-term strategy and direction of organizational learning activities
· Learning Culture: The strategy, structure, systems, values, skills, and leadership that define how an organization encourages learning
· Enterprise Learning Platforms (Technology): The selection and maintenance of the enterprise technical tools that support the most effective and efficient learning management architecture and infrastructure
· Content Management: Designing, developing, managing, tracking, using and reusing learning content
· Learning Delivery: Selection, implementation, maintenance, and management of the optimal mix of learning delivery methods
· Learning Evaluation: The measurement of learning initiatives for the improvement of planning and implementation of delivery events
An integrated, coordinated, and measurable enterprise learning framework will drive tangible benefits across an organization.
Learning2.0 is now a common term in learning industry. However, questions and doubts still abound about Learning 2.0 and its use for learning in an organization. Learning 2.0 can help organizations solve many of their learning and training needs that conventional means of learning can’t.Learning 2.0 is not a new a technology or a new tool for learning.
In the traditional methods of learning like classroom training and eLearning, learner is just fed with information and teacher dictates the learning. Learning 2.0 is a fundamental shift in learning methodology that places learner in the center of learning and allows the learner to control the learning. Learning 2.0 enables an employee to control and track individual learning using a set of
Have you ever had a pile of papers on your desk or bit of a mess in a room that you continue to walk by? After having it camouflage itself mysteriously into the background, you finally decide it is time to clean that mess up. Hours pass and things are filed or thrown away and finally, its cleaned up ….only to have it appear again days, weeks or months later.
Now – think about how many times you or your company has had to do this with regard to learning or talent development. Every time we turn around, the way we support and develop our people has turned itself into large unmanaged piles around the company or an absolute mess located in one place. Why and how does this happen? - For the same reasons that the piles and messes happen around your house or office– talent development and learning is typically given a lower priority than the other things you have going on.
The new world of Learning - panel discussion series
You mentioned about the personalized learning workbench.
1. How will it facilitate participative and collaborative learning?
2. There are so many collaboration features like Wikipedia and a whole bunch of other things in the external world, how do you make sure that you bring at least some elements of it within the organization?
Continue reading "Get collaborative learning to work for you" »
The new world of Learning - panel discussion series
We see there is this need-based learning wherein there is a particular problem and you want to solve those problems. You put 10 people on the job, train them and get that problem solved. The other approach is more a leadership type of training, which is more transient in nature. You identify potential leaders, mentor them for a longer period of time. What are the challenges you see in these contrasting scenarios – a more behavioral way of learning and a more task-based learning environments?
Continue reading "How can you model learning to address different organizational needs?" »
The new world of Learning - panel discussion series
What are the views in using technology for experiential learning? What are the adoption challenges in creation of case studies of real life experiences using Second Life and Virtual World? It is also said that the US Army is using intelligence software agents to train soldiers on behavior in the Middle East to improve interaction with local people, because that is actually a scenario.
Continue reading "Experiential Learning – the way into the future" »
Infosys’ Learning Services recently conducted a panel discussion on the topic “ The new world of Learning “. We are running a series of questions that the audience posed. The panelists were - Srikantan Moorthy, Vice President and Head - Education and Research; Dr. Srinivas Padmanabhuni, Principal Researcher- SETLabs and Kaiser Masood, Principal Consultant, Infosys Leadership Institute.
How is local knowledge existing in certain pockets is being shared/distributed globally?
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As we have stepped into this new world of learning which we call Learning 2.0, I thought it will be useful for us to step back a little bit and look at our own learning, because for years we have been involved in the learning process. We have learnt a lot of things, but if you look at some of the things where we remember what we have learned, you would find a lot of commonalities. And those commonalities could be that you had a good teacher or the method of learning involved you asking questions, which means it was an enquiry-based learning, or that you were solving problems. You took a concept and you were asked to solve a problem and then enhance the learning. Or if you look at the management school kind of learning it is a case-study based learning. So, there are some commonalities that lend to effective ways to learning.
The typical challenges we are facing with what we call ‘learning 1.0’ or what we would say is a conventional model of learning. If you look at the conventional model of learning, it is basically faceted with typical characteristics, whereby there is an instructor who is supposed to be a subject matter expert and delivers instruction to the consumers who are the learners. The focus is on the expertise of the expert and the dissemination of that to the end users who, in the process, have to assimilate that without a say in what is being fed to them. So, that is a fundamental principle in learning 1.0.
Hello and Welcome to Infosys' Learning Services blog. I am Gaurav Rastogi, Head of Infosys' Learning Services practice, and I will be blogging along with my other colleagues from Infosys. Let me tell you what you can expect from this blog - you can expect open discussions, profound insights, half-baked ideas and an inside look into the life of a startup within a big company.
Learning Services within Infosys has been around for a couple of quarters now. We're reaching out primarily to Infosys' client base to start up the service, and to bounce off ideas about what we can do for them.
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Collaborative learning refers to a method in which learners at various locations work together in small groups towards a common goal. Thus learners are responsible for one another's learning as well as their own. Success of one learner helps other to be successful by sharing knowledge/learning. It is a technique in which learners engage in sharing knowledge about the common tasks which are of interest to the group. Example can be a group of students work together in resolving a complex mathematical problem, sharing the knowledge they have gained over various collaborative mediums like wiki, blogs etc.
I have always been a visual learner: I need to look at a picture, read a story, flip through power point slides, browse the blogs….that’s how I learn. My husband, Peter, on the other hand, always has an ipod hooked up to his ear. He learns orally: books on tape, podcasts, radio broadcasts. Peter says, “oral learning is a more complete learning experience because the brain has to work to fill in the spaces to create a picture in your head”. I say, “just let me see the picture and I can take more in faster.”
There are also kinesthetic learners. People who learn best by doing.
Continue reading "Are you an oral, visual or kinesthetic learner?" »
Global Organizations have started realizing the importance of having a “LEARNED” working force and the impact they can have to their core business. Traditionally these organizations have been investing a significant amount of money in training infrastructures which include classroom trainings, e- learning courses and tracking the competency of their employees through integrated Performance Tracking tools. However, the effectiveness of such trainings has always been debated and of late most of the market studies have corroborated the fact that these trainings are not as effective as they are expected to be.
There is plenty of scope for Virtual Worlds to manage the learning needs of organizations; however I feel that it can be leveraged to the maximum extent in the following learning areas:
Let’s start first by defining Virtual Worlds. Virtual Worlds provide a 3D environment where each user has avatar. Virtual Worlds also provide real world objects like buildings, conference rooms etc. Examples include Second Life, Active Worlds etc.
People have dynamic and fluid minds. Their past experiences shape the way their mind is and their learning habits. These habits are displayed is varying degrees depending on the learning environment they are exposed to and the objectives of their learning. The combination of these learning habits and learning environments form the key factors that would define appropriate learning styles for these people.
Usually learning styles can be broadly categorized as Just In time, experiential learning like peeling the orange and getting to the core, adaptive learning and constructive learning.
There is much talk about how globalization and new tools are changing the world of learning. There isn't much clarity about how much the world has changed, and whether things that worked in the past would still continue to work. For example, "Training" used to be the main way learning was "delivered" in the past...will it continue to be the dominant way people learn in the future?
In this note, I would like to cover my thoughts on WHY things are changing. In a later posts I will visit the impact of these changes.
Continue reading "Why are we entering a New World of Learning?" »
