Category

Instructional Designers

The posts in this category cover subjects of interest for instructional designers, trainers and anyone involved in delivering business training programs.

Individual Development Plans

Individual Development Plans, a really smart investment

E-learning, Instructional Designers, Managers

Organizations that manage to hire talented people and help them grow are the most likely to succeed in the long run. It takes skill to balance both new and existing human capital, but creating individual development plans for each employee will surely be worth the effort. As employees grow, so does the success of the organization because the most valuable assets are those who walk into the office or log on remotely each day.

Online communities in e-learning, or personalized learning in a collective environment

Online communities in e-learning, or personalized learning in a collective environment

E-learning, Instructional Designers

The benefits of having online communities that work and support learning within the company are far greater than the effort so here are some tips for getting things rolling: group leaders are very important and it is paramount that they are accepted by most members; their knowing of the audience is a must; sub-communities may be better for ensuring a personalized learning experience for each member.

Why trainers are paramount to e-learning success

Why trainers are paramount to e-learning success

E-learning, Instructional Designers, Managers

Corporate trainers should not worry about going extinct any time soon. E-learning has the capacity to make their lives and jobs significantly easier. A lot of subjects that used to be a bore can now be delivered in e-learning form. Since classroom trainers do a lot more than simply deliver content in front of an audience, e-learning is actually there to make their job easier and more interesting rather than obsolete.

measuring training effectiveness

Measuring training effectiveness — the Kirkpatrick model

E-learning, Instructional Designers, Managers

Whether it’s classroom or e-learning, training is costly in terms of money and time. So it is only natural for businesses to want be able to quantify the value that training sessions bring to the organization. Of course learning itself is never really over but a training cycle is deemed complete once its effectiveness has been evaluated and plans for the next steps on the learning path have been drawn.

training for competencies

Training for competencies or merely for skills? A no-brainer, really

E-learning, Instructional Designers, Managers

Employees can be trained either to acquire more skills OR for developing their competencies. These are not the same thing and their value is not equal in the workplace. Skills are very specific activities, some more complex than others. Competencies are the capability of employees to apply a set of related knowledge, skills, and abilities required to successfully perform critical work functions.

The learning brain

The learning brain and why L&D professionals should care about it

Instructional Designers

Besides the subject matter knowledge and technical skills, a training course creator also need to put on the hat of a neuroscientist when designing. So if you at least be clear about the benefits of going through a certain course, put some thought into how you deliver new information, allow trainees to sleep on new concepts and master spaced repetition, you’ll meet some of the needs of the learning brain.

training digital natives

Digital natives — how to design and deliver training that clicks

E-learning, Instructional Designers, Managers

It may seem that digital natives do everything differently than the previous generations of employees but give them the time, the choice and the right technology and they will prove that different is in this case better. In order to design programs that will be both friendly and effective for them there are a few things to be taken into account. Check them out!

Close