Training Industry Quarterly - Winter 2010 - 31

information, the integration of tools like Yammer (or other internal micro-blogging communications applications) for employee presence and sharing, and openknowledge sharing portals that provide a YouTube-like environment for training. (See “Informal Learning Technologies Worth Watching.”) Trend #2: Next-Generation E-Learning As important as informal learning is, formal e-learning is not being replaced. But it is evolving. Feedback from e-learning creators and consumers is clear: The lengthy page-turner is out. In its place is a next generation of e-learning, including: short video vignettes or audio podcasts followed by interactive assessments; games—while not yet as easy to use as rich media tools have become—are becoming easier to use and inexpensive enough to be at least within the realm of possibility for training departments outside of the Fortune 100. In addition, handset makers such as Apple, RIM and the various Google Android partners have changed enduser expectations and prejudices regarding mobile content. We expre-recorded virtual classroom pect to see bottom-up demand for sessions; scenario-based learn- mobile consumption of learning ing, 3-D simulations and serious content. games; e-books, articles and abstracts; and content delivered to Trend #3: The Integrated mobile devices (See “Next-Gen- Talent Management Suite Is eration E-Learning Technologies Here to Stay Worth Watching.”) In the face of budget cuts and Development tools for high- consolidation, organizations have fidelity e-learning content, in- rapidly gained an understanding cluding 3-D simulations and of the need for integrated talent ORGANIZATIONS WITH SUPERIOR TALENT MANAGEMENT STRATEGIES OUTPERFORM THEIR PEERS Next-Generation E-Learning Technologies Worth Watching There needs to be ongoing innovation with corporate training, otherwise a program can lose company support and momentum. Relying on company classroom training is not effective since research shows lack of retention is a problem. Here are recommendations for making corporate training an invaluable asset and contributor to bottom-line business success: Implement the Blended Learning Approach: Blended learning provides sustained learning through highly engaging experiences, ongoing training and application, and the use of technology to quickly ramp up learning on a large scale. Enhance Blended Learning with a Campaign Model: To build upon the benefits of blended learning, apply a campaign model that focuses multiple modalities of interaction and collaboration on a specific organizational initiative. Leverage Technology: Blended learning and the campaign model are conducive to the use of multimedia tools and open-source Web 2.0 technology, which can improve training delivery. Look Within for Ideas: Innovative training techniques and how to use technology to make them happen can originate from any part of the company. Repurposing techniques creates good, practical innovations that can benefit the entire organization. Training Industry Quarterly, Winter 2010 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ 31
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Training Industry Quarterly - Winter 2010

Table of Contents for the Digital Edition of Training Industry Quarterly - Winter 2010

Training Industry Quarterly - Winter 2010
From Where I Sit
Contents
Ad Index
At the Editor’s Desk
Winning Organizations Through People
Learning Technologies
Performance & Productivity
The Human Capital Lifecycle: Strategically Managing Talent and Training
Engaging with Games and Simulations
The Bottom-Line: Aligning Learning with Business Needs
2010’s Top Training Technology Trends
Tyson Foods: Growing New Leaders
Three Lessons in Driving Impact
Closing Arguments
Training Industry Quarterly - Winter 2010 - Intro
Training Industry Quarterly - Winter 2010 - Training Industry Quarterly - Winter 2010
Training Industry Quarterly - Winter 2010 - Cover2
Training Industry Quarterly - Winter 2010 - From Where I Sit
Training Industry Quarterly - Winter 2010 - Contents
Training Industry Quarterly - Winter 2010 - Ad Index
Training Industry Quarterly - Winter 2010 - 6
Training Industry Quarterly - Winter 2010 - At the Editor’s Desk
Training Industry Quarterly - Winter 2010 - 8
Training Industry Quarterly - Winter 2010 - Winning Organizations Through People
Training Industry Quarterly - Winter 2010 - 10
Training Industry Quarterly - Winter 2010 - Learning Technologies
Training Industry Quarterly - Winter 2010 - 12
Training Industry Quarterly - Winter 2010 - Performance & Productivity
Training Industry Quarterly - Winter 2010 - 14
Training Industry Quarterly - Winter 2010 - The Human Capital Lifecycle: Strategically Managing Talent and Training
Training Industry Quarterly - Winter 2010 - 16
Training Industry Quarterly - Winter 2010 - 17
Training Industry Quarterly - Winter 2010 - 18
Training Industry Quarterly - Winter 2010 - 19
Training Industry Quarterly - Winter 2010 - 20
Training Industry Quarterly - Winter 2010 - Engaging with Games and Simulations
Training Industry Quarterly - Winter 2010 - 22
Training Industry Quarterly - Winter 2010 - 23
Training Industry Quarterly - Winter 2010 - 24
Training Industry Quarterly - Winter 2010 - The Bottom-Line: Aligning Learning with Business Needs
Training Industry Quarterly - Winter 2010 - 26
Training Industry Quarterly - Winter 2010 - 27
Training Industry Quarterly - Winter 2010 - 28
Training Industry Quarterly - Winter 2010 - 2010’s Top Training Technology Trends
Training Industry Quarterly - Winter 2010 - 30
Training Industry Quarterly - Winter 2010 - 31
Training Industry Quarterly - Winter 2010 - 32
Training Industry Quarterly - Winter 2010 - 33
Training Industry Quarterly - Winter 2010 - Tyson Foods: Growing New Leaders
Training Industry Quarterly - Winter 2010 - 35
Training Industry Quarterly - Winter 2010 - Three Lessons in Driving Impact
Training Industry Quarterly - Winter 2010 - 37
Training Industry Quarterly - Winter 2010 - 38
Training Industry Quarterly - Winter 2010 - Cover4
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