There are two ultimate goals for learning and development in an organization. One is to provide employees with new skills, and the other is to enact behavior change. Learning professionals can encourage behavior change by providing knowledge and experiences in learning programs. Additionally, they can influence behavior change by engaging employees in the learning process.
A New Book, New Website, & New Offerings Around here, we’re excited about what’s ahead for eParamus in the coming year. If you’re visiting eParamus for the first time, take a look around. Learning leaders look to us to help them make that essential link between their training programs and business results. We’ve refreshed the
Let’s consider predictions and trends for 2020 that may play out in the learning and development (L&D) field.
The confusion and noise surrounding learning measurement often creates frustration in learning professionals. Personally, I believe the inability of learning leaders to agree on clear learning measurement standards is an embarrassment to the industry. Don’t we know enough about our discipline, methods, and impact, to convey our results in a creditable way? Sadly, our reliance
I’ve talked on this site many times about SMEs—the subject matter experts that L&D teams often rely on for content. I’ve also discussed how SMEs, due to their topical expertise, frequently are absorbed by L&D departments, becoming key players or team members. These folks provide rich wells of content that benefit learners, so the progression
In business, respect is currency. Without it, no one takes you seriously. With it, you gain opportunity and play a crucial role in business success. Because of this need, raising the professional profile of our customers is a main goal of eParamus. We’ve seen many L&D leaders lose respect when they fail to fulfill the
L&D leaders and their teams have been on a roller-coaster ride since (at least) 2008 and the Great Recession. When the economy pulls back, training and development are often the first casualties. L&D budgets and staff get cut when short-sighted companies believe learning to be a luxury. However, just like a roller coaster, once an
Learning professionals are essential to organizational success because they build employee capability that drives business results. They create programs that generate employee skills, change performance, and lead to improved business outcomes.
Over the past several years I have noticed an increase in roles responsible for the evaluation and analysis of learning programs. This change reflects how learning professionals focus on data more now than ever. L&D job titles like Learning Analytics Director, Learning Measurement and Evaluation Analyst, or Learning Impact Director have become commonplace. I attribute
What do I measure? For even the most experienced learning professionals, this question is the sticking point. It’s where most L&D professionals struggle when they try to create measurable learning. This question has been and remains a source of confusion for so many in our profession.
Thank you for your interest in eParamus. We look forward to helping you meet your design and measurement goals.