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2014 IACET Call for Commissioners — Deadline is March 3
IACET is actively recruiting a few dedicated professionals who are willing to serve a three-year term as Commissioners on the Authorized Provider Commission. The purpose of the IACET Authorized Provider Commission is to direct and administer the process whereby organizations are accredited to become IACET Authorized Providers.
Online courses trim billions in personnel training
Massive online open courses are supposed to change the face of higher education. Early success, though, has been easier to find among corporations. A University of Pennsylvania survey released late last year found that few students made it past the first online lecture. That's been a constant criticism of MOOCs from educators: There's a lack of proof that they work as well as traditional classroom methods. San Jose State University suspended a program it had initiated with MOOC provider Udacity after poor early results.
IACET's Authorized Provider Workshop in Washington, DC
If your Authorized Provider application is due soon, don't miss out on this upcoming chance to have an expert answer all your questions about completing the AP application by an expert, assemble and validate your application submission evidence, learn the foundational concepts of the ANSI/IACET 1-2013 Standard and how to apply them to your company's continuing education and training operations, and more.
How to optimize just-in-time informal learning
A recording of the Webinar and a copy of the slides are now available for you to download. View the recording and download the slides by clicking here.
Do you leverage your own informal learning?
Wendy Kirkpatrick, a contributor for Kirkpatrick Partner, writes: "In training, we certainly talk a lot about informal learning. But as training professionals, are we leveraging the power of it for ourselves? When I was a training manager about a decade ago, I joined my local ASTD chapter with the goal of networking with other training professionals. I didn't have any particularly high expectations for the value, but was really struck by how a few hours and little investment really benefited me."
Engaging introverts and extroverts
Life Cycle Engineering
Has this ever happened to you? You're on a plane, sitting between two strangers. The man on your left has his nose buried in a book. He barely says hello. On your right is a woman who can't seem to sit still. She fidgets and can't relax. Finally, almost in desperation, she strikes up a conversation with someone — anyone. If it happens to be you, you could be chatting for hours.
The benefits of virtual onboarding
Effective onboarding is critical to ensuring that new-hires are quickly acclimated to your company culture, trained and ready for success. Today's onboarding programs, however, face new and difficult challenges posed by a geographically dispersed, multigenerational workforce.
Missed last week's issue? See which articles your colleagues read most.
What do we know about professional development?
Do we know how to improve teaching? I don't mean tinkering around the edges — making a particular history lesson better or getting an individual teacher to alter his or her instructional strategies — but a lasting, substantive change, one that reshapes the profession. Do we know how to transform bad teachers into adequate teachers? Can we take teachers who are merely adequate and make them good — even outstanding?
How do I show training impact?
Rick Galbreath, a contributor for Workforce, writes: "Many organizations don't see how training connects to tangible business improvements, even when it does. Attendance at training programs is often seen as a perquisite, similar to a day off with pay, rather than as a means of developing value-adding new skills and abilities. I call this the 'invisible flower' syndrome. We plant the seed and hope it flourishes, but even if it does, the result often goes unnoticed. The real problem here is that we really don't know what we are looking for out of most training experiences. Here's a simple way to fix training."
10 big reasons for the rise of corporate MOOCs
Donald Clark, a contributor for Training Zone, writes: "Last week I delivered a presentation on MOOCs to corporate L&D people at Learning Technologies 2014 and was amazed to find that a majority of the packed room had taken a MOOC and, at the end, those who hadn't certainly wanted to try one. Seems odd — a corporate MOOC, if only for the primary problem of them being 'open.' Corporate training is often built as closed, bespoke product, as companies want competitive edge. What's the point of using stuff that everyone can use? We want to be better. For this reason, much corporate online learning will remain in-house and behind closed doors and this will continue."
Introduction to high impact learning
Life Cycle Institute
To invest their limited training dollars wisely, organizations need to abandon event-based thinking and adapt to performance-based thinking. High impact learning programs help organizations take that step by encouraging leadership involvement and applying retention strategies that ensure learning is not just an event but a true process that changes behavior and performance.
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