-
Why Micro Learning Is The Future Of Training In The Workplace - eLearning Industry
-
P.Mean: What's the difference between regression and ANOVA? (created 2008-10-15)
-
AllAnalytics - John Barnes - Take Away the Mystery of Regression vs. ANOVA
-
Educational data mining, learning analytics, academic analytics and complexity – Col's Weblog
-
Are You Prepared for the Digital Disruption?
- on-demand learning approach can help learning leaders keep up with increasing demands for executive education, professional development and digital learning
- We will see any education establishment that does not have a clear proposition, niche, qualification or brand advantage removed from the market, be that academic or professional training
- Microlearning is leading the charge, where lessons are reduced down to specific skills, and in shorter timeframes — 1 to 15 minutes — depending on the form of delivery
- We chapter lessons into distinct units of learning value
- We are seeing more blended requirements where domain-language or key concepts are delivered on-demand via digital training.
- ‘how do we enable learning to be pulled quickly and easily for our teams — anytime and any relevant skill?
- Mobile and social learning is moving towards metrics.
- Data analytics on student usage of learning assets is incredibly powerful when you use it as insights for the student. For example, ‘you are in the top or bottom 10 percent of learners.’
- The services that will win are those most convenient to executives … without waiting on internal LMS systems or formal processes … on mobile, tablet or laptop devices. In seconds, they can find a lesson that matches the problem they have identified, and push it to their teams. They are able to effortlessly track their teams’ engagement.
- Teams can see each other taking the same lesson, commenting, supporting and competing together. This behavior mirrors real life. It binds the team around solving the same problem as they learn best practices and decide on the solution
-
-
Charting the Course Toward Workforce Happiness
- Happiness, as many of you have likely heard time and time again, increases productivity
- high-value company value that can affect results
- That draining culture — what he calls the ‘3 Ds’: dismissing, demeaning and discounting employees’ worth — is taking a toll and giving work a bad rep
- Optimists believe that in the face of challenge, negative events are temporary and local, and that their behavior matters
- Some research claims that happiness is at least partially heritable
- when a manager takes the time to deliver one piece of new and different praise to one person on their team each day, they’re making waves
- At the end of the day, people need to feel valued and that their work is meaningful
-
-
Tap the Full Potential of Big Data in Learning - Chief Learning Officer - CLO Media
- The reality is, data analytics is a process of consistent insight.
- disciplined process of strategic measurement where we accurately measure training outcomes, the performance behaviors we’re trying to change and — ideally — the financial impact of those changes.
- front-heavy process
- The heavy lifting of this process is identifying the intended outcomes and impacts of the training, and ensuring that we will have valid and reliable metrics
- The continual analysis monitors those incoming data streams for outliers — over-performers and under-performers — within each individual data stream, and compares each data stream against the others to find strong correlations between training outcomes and impact.
- Two things I’ve noticed are microcontent and badging
- The ability to analyze microcontent — how it is browsed, viewed, downloaded, or shared — provides a very detailed picture of our learners. It’s not just a picture of what they learn; it’s a snapshot into how they learn.
- drill down to correlate the individual learning objective of the microcontent with performance behaviors
- I’ve also seen badging used really well by a number of clients
- really understand what motivates the people in their organizations
- the best examples have all tapped into the strong motivations within their culture, as opposed to just giving out badges for progress or participation
- ability to capture the data behind them
-
Saturday, April 2, 2016
Weekly Sporto bookmarks (weekly)
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment