Modernize Corporate Training: The Enterprise Learning Framework

17 Responses

  1. David Locke says:

    The framework doesn’t address the time orientations towards training: reactive, predictive, and proactive–tactical vs. strategic–border and borderland.

    Inbound concepts establish a logistics of conceptualizations. Training has a role in these logistics processes.

  2. joshbersin says:

    Interesting concepts, and I agree they are not specifically covered – the Framework is not intended to cover the entire design process itself, but rather the broader context in which these decisions must be made…

  3. Emma Weber says:

    Great work guys – very interesting. I’m keen to find out more about how you distinguish between formal and informal areas though as for me the key to the success of any learning is the transfer into behavioural change and therefore if this piece were also to be ‘delivered’ in a formal way the learning results themselves may be improved.
    Emma – Vivat, Sydney Australia

  4. Dennis Hutchison says:

    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.

  5. joshbersin says:

    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?

  6. Jizquierdo says:

    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?

  7. joshbersin says:

    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.

  8. Peter Davis says:

    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

  9. W says:

    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.

  10. Lars Hyland says:

    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.

  11. Roman Markin says:

    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,

  12. 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

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

  14. joshbersin says:

    Thanks all fixed up…

  15. Guy Farmer says:

    Thank you for your perspective. Perhaps a key concept for businesses to think about is connecting with trainers or training programs that make sense to them and feel like a good fit for their particular situation and company values.

  16. C. Simpson says:

    Recent feedback from Banking professionals suggests that they are as intereted in learning through the organizational culture as they are in classroom or on-line training. Your Framework seems to integrate the full range of learning options. I’d like more information. Is there a full whitepaper avaialable?

  17. Hello…i totally agree with the josh for modern corporate training. i think it’s really helpful and informative. Thank you for sharing.