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Just-in-Time Technology

Many L&D and HR professionals are discovering the benefits of Just-in-Time Learning Technologies for their employees but, the big question is: how to best implement them? This trend is in part prompted by the shift from mandatory to self-service learning:  From the “you have to do this” to “look at this if you find it useful”.

As a result, L&D departments need to ‘market’ the content better (e.g. make it more engaging).  Similarly, they need to associate or tag the material with particular challenges – in order to increase the relevance of digital learning materials. So, when looking at Just in Time learning you need an understanding of user motivations and their access to the learning objects. What you’re ultimately trying to provide for employees is convenience: ease of accessing information for learning.

Firstly, you need to make sure the information is ‘tagged’. This means ‘slice and dicing’ the learning so that the content can be easily associated with the task at hand. A manager under pressure is not likely to peruse an e-learning module on Strategy and Change.  But he/she is more likely to look at ‘Managing team conflict’ if indeed that is the context at hand. 

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You, Your Phone & Knowledge

You, Your Mobile Phone and Knowledge: Where’s the Connection?

“Infobesity”… “Infomania”… Call it what you like, the general population is dealing with an influx of content coming at them on a daily basis, from multiple platforms, in various formats – whether they want it or not.

There was a report done by Hewlett Packard in 2005 that suggested how the zest for more information has seemingly led to a collective ‘dumbing down’ of the population (Wilson, 2010). While this may seem counterintuitive, you need to consider it from the perspective that there is a difference between the dissemination of knowledge and the actual intelligence of a person or the general population as a whole. Put simply, just because one is being inundated with factoids, this does not make for a smarter working world.

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