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Revolutionize Learning & Development: Performance and Innovation Strategy for the Information Age

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Transform learning and development practices to make your programs relevant and meaningfulExisting training and development practices need a major overhaul. Learning and development practitioners and managers must increasingly face the fact that old methods are no longer relevant in today's tech-savvy world and, in many cases, they simply don't work. In "Revolutionize Lear Transform learning and development practices to make your programs relevant and meaningfulExisting training and development practices need a major overhaul. Learning and development practitioners and managers must increasingly face the fact that old methods are no longer relevant in today's tech-savvy world and, in many cases, they simply don't work. In "Revolutionize Learning and Development," you'll get a straightforward look at how people really learn and get introduced to practical steps for rethinking, redesigning, and reestablishing learning delivery. This book shows you how to take advantage of new understandings and new technologies so you can make a meaningful impact on your organization.In four sections, the book lays out crucial background knowledge, conceptual frameworks, and practical steps for transforming learning and development so that it has the greatest return for businesses. Managers, practitioners, and executives will benefit from the illustrations, vignettes, and sidebars that highlight the author's advice and expertise.Learn to avoid the pitfalls of outdated and irrelevant learning solutions, including those that ignore the importance of clear objectives, proper execution, and thorough evaluationDiscover the practical steps for implementing the best and most effective strategies for making the most of training programsBenefit from a thorough examination of what happens when managers and practitioners make major changes in strategy, leadership, and technologyGet familiar with the roles of research-based frameworks, performance support, and informal learningDon't let learning and development myths derail you. Find out how to breathe new life into your programs with practical guidance designed to inspire today's best learning technology solutions.


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Transform learning and development practices to make your programs relevant and meaningfulExisting training and development practices need a major overhaul. Learning and development practitioners and managers must increasingly face the fact that old methods are no longer relevant in today's tech-savvy world and, in many cases, they simply don't work. In "Revolutionize Lear Transform learning and development practices to make your programs relevant and meaningfulExisting training and development practices need a major overhaul. Learning and development practitioners and managers must increasingly face the fact that old methods are no longer relevant in today's tech-savvy world and, in many cases, they simply don't work. In "Revolutionize Learning and Development," you'll get a straightforward look at how people really learn and get introduced to practical steps for rethinking, redesigning, and reestablishing learning delivery. This book shows you how to take advantage of new understandings and new technologies so you can make a meaningful impact on your organization.In four sections, the book lays out crucial background knowledge, conceptual frameworks, and practical steps for transforming learning and development so that it has the greatest return for businesses. Managers, practitioners, and executives will benefit from the illustrations, vignettes, and sidebars that highlight the author's advice and expertise.Learn to avoid the pitfalls of outdated and irrelevant learning solutions, including those that ignore the importance of clear objectives, proper execution, and thorough evaluationDiscover the practical steps for implementing the best and most effective strategies for making the most of training programsBenefit from a thorough examination of what happens when managers and practitioners make major changes in strategy, leadership, and technologyGet familiar with the roles of research-based frameworks, performance support, and informal learningDon't let learning and development myths derail you. Find out how to breathe new life into your programs with practical guidance designed to inspire today's best learning technology solutions.

30 review for Revolutionize Learning & Development: Performance and Innovation Strategy for the Information Age

  1. 5 out of 5

    Tara Brabazon

    This is the worst book I have read in many years. It carries some of the digital utopic nonsense from the mid-1990s. The wonderment of technology is described as "harnessing magic." Dear dear me. This is a post-content, post-knowledge, post-expertise book. It comes from the wikipedia model of learning: if more people are involved, the outcomes must improve. Unfortunately, and we have seen this process in schools and universities around the world, if many people are involved in a project or process This is the worst book I have read in many years. It carries some of the digital utopic nonsense from the mid-1990s. The wonderment of technology is described as "harnessing magic." Dear dear me. This is a post-content, post-knowledge, post-expertise book. It comes from the wikipedia model of learning: if more people are involved, the outcomes must improve. Unfortunately, and we have seen this process in schools and universities around the world, if many people are involved in a project or process that do not know what they are doing, then the outcomes are poor, dumbed down, inadequate and basic. Technology is not a method. It is a channel, platform, metaphor and trope. It is also not magic. So many men and women have made so much money from summoning technology as the solution, medication and explanation for the flaws in capitalist organizations, schools and universities. If 'we' can just get the technology right, then 'we' will be successful. Organization culture - and a motivated and successful work force - requires much more attention, care and respect than books such as this - celebrating interface management - will ever capture.

  2. 4 out of 5

    Paul Signorelli

    Clark Quinn is certainly not the first to say that he is mad as hell and to urge us to not take it anymore. Nor is he the first to suggest that the nomenclature we use to describe what we do in what is generically called "training" is far from adequate, or that our event-based approach to learning is often a frustratingly ineffective approach to making a different in a learner's life, or that it is time for a new manifesto to set things right. In his well-researched, highly- and finely-nuanced b Clark Quinn is certainly not the first to say that he is mad as hell and to urge us to not take it anymore. Nor is he the first to suggest that the nomenclature we use to describe what we do in what is generically called "training" is far from adequate, or that our event-based approach to learning is often a frustratingly ineffective approach to making a different in a learner's life, or that it is time for a new manifesto to set things right. In his well-researched, highly- and finely-nuanced book, however, he does far more than recycle old rants. He effectively draws upon the experience he and his colleagues bring to our workplace training-teaching-learning efforts. He builds upon research-based evidence to show where we continue to go wrong in workplace learning and performance (staff training) efforts and how we might change our course(s) to the benefit of those we serve. And he adds to the dynamic literature of training-teaching-learning-doing in a way that encourages reflection as well as action. The issues he tackles are numerous--not the least of them being the jargon we use. When we move beyond the nomenclature and into the real focus of the first section of the book ("Status Quo"), we find that the author has taken a playful yet devastating approach to describing the state of our industry. His second section explores research-based evidence on how our brains react to and absorb learning opportunities--in contrast to what many of our current efforts actually provide. His section on aligning learning with workplace needs incorporates case studies and reflections by several of his colleagues. The final section (focusing on a "path forward") works well with a short set of appendices to help us reflect on core competencies and practices that better position us to be part of a process of change within our workplace training-teaching-learning (and doing) efforts. "This book is not a final answer," Quinn says up front (p. xxiv). "There are answers in many of the component areas, but the integration is new, and a book is a limited endeavor."

  3. 5 out of 5

    Ana Giraldo

    His vision is aligned with the innovation, fast pace and agility that companies need to keep being relevant. Well documented and offers plenty of ideas, examples and frameworks to apply what is relevant for your organization and L&D/P&D area.

  4. 5 out of 5

    Casey Liu

  5. 5 out of 5

    Renée Sanábria

  6. 5 out of 5

    Christopher

  7. 5 out of 5

    Andrew Hartley

  8. 5 out of 5

    Tim

  9. 4 out of 5

    Diego Balbueno

  10. 5 out of 5

    William Chinda

  11. 4 out of 5

    Nikhil

  12. 4 out of 5

    Karen

  13. 5 out of 5

    Miky

  14. 4 out of 5

    Susan Street-Beavers

  15. 4 out of 5

    Anand Chaturvedi

  16. 4 out of 5

    Andrea

  17. 5 out of 5

    Amanda

  18. 5 out of 5

    Thad

  19. 4 out of 5

    Evert Pruis

  20. 5 out of 5

    Chris Carlson

  21. 5 out of 5

    Kristen

  22. 5 out of 5

    Jesse Richards

  23. 4 out of 5

    Drew

  24. 4 out of 5

    Keno Omu

  25. 5 out of 5

    Cat

  26. 5 out of 5

    Christopher Land

  27. 4 out of 5

    Amy

  28. 5 out of 5

    John

  29. 4 out of 5

    Jim Frame

  30. 4 out of 5

    Dimitri

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