Click here to advertise in this news brief.
Evolution of education for work
Duke Corporate Education
Tracing the origins of executive education from its beginnings in the early 20th century, this video explains how education evolves to fit a constantly changing world. Formal education started with apprenticeship, moved to standardized training, then to creating knowledge to spur productivity, and finally back to a practice model. As the problems and opportunities facing companies and leaders continue to shift, the question facing us now is: What's next? How must we change in order to prepare our leaders to be effective in the world we face today?
Getting the seasoned professional to engage in training
Seasoned professionals are often resistant to training. After all, they're doing the job and doing it well ... what could they possibly do to improve? These pros enter the session rolling their eyes at the idea of improving their skills, believing that their experience and specific knowledge will always be enough to get by. Even if you have groundbreaking new ideas and techniques to share in your training, speaking from the stage for hours on end won't be enough to engage participants at this level. So how do you break through the resistance and make them see how much they can get from the training?
Powering lifelong learning relationships
Tom Vander Ark, an education advocate, advisor and author, writes: "We give lip service to the idea of lifelong learning but I don't see an organization really executing against the idea. That's about to change. Earlier this month I spent a day with CEOs and Deans of six brand name medical schools considering strategies for boosting learning and cutting student debt burden. Dr. Bonnie Miller, Vanderbilt, made a provocative proposition, 'I don't want to enroll medical students, I want to enroll lifelong medical learners.' Wow; that's a big idea — it combines a thick alumni relationship, a professional learning network, just-in-time learning resources, individual learning plans, and timely webinars targeted by predictive analytics."
Corporate training programs: Critical tips for implementation
The Economic Times
It is an economic reality that the growth and survival of a thriving enterprise will depend on employee retention. Employing good training programs is the key to retaining valued employees. However, there are certain impediments to successful implementation and completion of a training program. Experts suggest some essential elements in designing and delivering a training program to overcome these barriers.
Tired of waiting, employers provide just-in-time education
The Hechinger Report
Arianna Suarez's first job after emigrating from Cuba as a teenager was as a cashier at a Walmart in Hialeah, Fla. Thanks in part to college-level classes in business administration that the company provides, she's since worked her way up to store manager. "It's all online," Suarez says of the courses she takes. "You get credit for some Walmart training classes you take here for your job, and there are some classes you don't have to take based on your work experience. It's very attainable." It also provides Suarez and other workers with a jumpstart on college degrees toward which the credits may later apply. And it's as good for the company as it is for the employees.
Corporate 'universities' offer college credit to employees-in-training
Frustrated over the ongoing lack of available skilled workers, a growing number of major corporations — Starbucks, McDonald's, Jiffy Lube, Wal-Mart and others — have begun offering training classes themselves, according to The Hechinger Report. Many of these companies have negotiated tuition discounts at the local colleges and universities for their workers, and some of the courses are even eligible for college credit.
Making the most of MOOCs: The ins and outs of e-learning
Don't ever email the professor. Never friend the teacher on Facebook. Those are some of the rules A.J. Jacobs learned when he joined the ranks of millions enrolled in massive open online courses, MOOCs. Harvard, MIT and Stanford are among universities offering virtual classes free of charge.
Training evaluation mistake No.1
Waiting until after the training has been delivered to think about how its value will be measured. The good news is that 88 percent of the respondents to this quiz were not fooled by the question on this topic. They realize that the best time to think about how knowledge will be applied is actually before the training is created, so that an application plan can be integrated into the training program and activated shortly after completion.