Comments on: Modernize Corporate Training: The Enterprise Learning Framework

By: Corporate Training India

Corporate Training India — Thu, 25 Feb 2010 11:34:35 +0000

I read this article have very informative and motivate me a lots change life with corporate training.

By: Chakib Loucif

Chakib Loucif — Sun, 07 Feb 2010 13:46:41 +0000

Hello – this is a very good article. especially, my company is about to launch a company wide training on new ERP program in Europe. please send copy of slides to email provided.
Chakib Loucif

By: Roman Markin

Roman Markin — Sun, 31 Jan 2010 23:04:21 +0000

Dear colleagues,

Concerning the figure “Evolution of Modern Corporate Training”. Are you sure, that blended learning began its history since the 1995? If it is started before “Elearning Era” why it’s depicted above and after?

Thank you,

By: Lars Hyland

Lars Hyland — Fri, 19 Jun 2009 08:39:49 +0000

Interesting model and one worth further reflection and evolution. Very much in agreement with Peter Davis’ comment. Learning as flow suggests spacing at optimal moments during work activities to support performance. Multitasking comes in good and bad forms I would suggest.

By: W

Wed, 17 Jun 2009 17:02:07 +0000

I have one comment: you note a Basex report regarding time “wasted” multitasking informal learning. It would be nice to provide a link to the specific report and a description of their methodology that resulted in this label. As a knowledge consumer, I use sites like google regularly during the day, but I would hardly call it wasteful. And the overhead for interacting with google is so small, I can’t imagine it accounting for hardly any of the time wasted, at least, not without more information about the report.

By: Peter Davis

Peter Davis — Thu, 11 Jun 2009 06:08:15 +0000

Really interesting model. Thanks
for this. My comment is that it
still frames learning into the
‘program only’ model – it still
looks likes training? I think the
role of the learning department
will have far more to do with the
design of work not just the
learning space. We want to enable
work, ie performance – not just
learning.

By: joshbersin

joshbersin — Thu, 11 Jun 2009 04:16:47 +0000

There are many ways to implement collaborative learning in a hospital. Consider the model: informal learning includes “on-demand,” “social,” and “embedded” learning. When a new nurse is being trained to learn a new procedure, for example, they are highly likely to be certified by another practitioner. This process is then signed off as a competency.

Some hospitals take such training and they collaborate among lead practitioners, so that this process becomes a “best-practice” by gaining input from others. At Long Island Jewish Healthcare Network in NY, for example, there are many such teams – these people work together to look at many medical procedures and talk about how they can be improved.

Just move beyond the thinking of “teaching” or “formal training” and think about how you can facilitate the collaboration between subject matter experts. I think healthcare is an industry that needs this model more than almost any other.

By: Jizquierdo

Jizquierdo — Sat, 06 Jun 2009 23:16:59 +0000

Great post…
We’re trying to develop a way for include collaborative learning in our in our organization (Hospital).
What’s your opinion about collaborative learning in a Hospital? it’s possible?

By: joshbersin

joshbersin — Mon, 25 May 2009 17:10:55 +0000

Hi Dennis, in the case of a 1:500 ratio and the need to build literacy and basic workforce skills, I think the model may help in the following way. Clearly you cannot teach these skills since your team is so small – so you have to hire or purchase literacy skills courses which fit your workforce. The key question is “what type of programs or content will be most effective” for such a workforce? Here is where the model comes in – do you only deliver “formal” linear training or do you also ask employees and managers to use these skills in their job assignments or other related tasks? For example, if you were working on literacy skills, would a weekly “writing assignment” for production employees make sense, where they write a page on production activitie each week? This would have to be managed by the line operations – but it would institutionalize the learning culture of thinking, writing, and communicating ideas in a written form. Make sense?

By: Dennis Hutchison

Dennis Hutchison — Mon, 25 May 2009 13:47:45 +0000

Thank you for sharing your very interesting model. I continue to read and study with interest various models depicting the future of corporate learning. The common weaknesses I am finding in most structures (including this thoughtful attempt)are assumptions that the entire workforce is network enabled; and, the Learning & Development function is optimally staffed and funded. In fact, implementation of this and similar frameworks, would quickly overwhelm the typical Learning & Development team struggling in a 500:1 learner to L&D professional ratio. Another real barrier I’m seeing many in my industry (energy production) grappling with is literacy–reading, writing, and computer.