eParamus Blog

own your expertise as an L&D professional
Instructional Design

Learning Professionals, Own Your Expertise

“Expert skill or knowledge in a particular field.” That’s the definition of expertise. Many learning and development (L&D) practitioners landed in this profession because of their expertise. Companies often conscript people gifted in a certain area to become teachers and trainers of others. That mainly happens because learning programs are tied to a particular subject.

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Learning pros must earn a place at the executive table
Instructional Design

How Can Learning Professionals Earn A Seat At The Executive Table?

Leaders sit at the executive table. They provide information valuable to running the business. They are the top minds in an organization. From their area of expertise, they create strategies. Those strategies improve outcomes and help the business reach its goals. Each comes from a different discipline—sales, marketing, engineering, and so on. From their realm

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SMEs take on the learning role
Instructional Design

Has the Learning Role Become A Side Job?

Does your organization employ full-time L&D professionals? I feel certain many of you answered no to that question. For many businesses, the learning role has become a side hustle rather than a full-time focus. I began thinking on this after reading The Future of Learning Careers in Chief Learning Office magazine. I wanted to touch

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L and D team meeting about annual budget process
Learning Measurement

Secure Your Annual Budget with Smart Learning Program Measurement

Play office politics. Use (other people’s) data. Stroke egos. Cater to pet projects. This was the advice that I read recently in an article aimed at learning professionals trying to secure their annual budget. There were a couple helpful nuggets in the article, but it mostly focused on the political side of the budget process.

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using the learning object as building block of learning programs
Instructional Design

What Is A Learning Object And Why Does It Matter?

A learning object is the unit of measure for learning programs. Every learning professional needs to grasp this concept if they ever hope to create measurable learning programs. This is a simple concept but one many L&D pros struggle with.

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learning designers discussing design methods
Instructional Design

Let Data Drive Your Design Methods

Authoring tools help you create content and add visuals. LMS tools track courses offered and who has taken what course. Those tools provide support and info helpful to your L&D department internally, but they don’t offer what your stakeholders want: data. Business leaders are asking L&D to prove their design methods actually yield results. They

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business people listening
Instructional Design

Measurable Learning Speaks the Language of Business

Recently, I was a guest on The CLO Show. That’s a podcast produced by Riptide Software and led by moderator Patrick Hodgdon. Of course, we talked about one of my favorite topics: moving past the survey and learning how to measure by design. You can listen to that podcast here. Following A Familiar Path To

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learning professionals talking about learning program impact
Learning Measurement

This Is How You Verify Your Learning Program Impact

Part of the mystery surrounding learning measurement has to do with where in the process to measure learning. Verification of learning program impact can be made at several checkpoints. Let’s review them as we examine the various phases of learning.

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business woman at work
Instructional Design

How To Deliver Performance Change Through Your Learning Programs

U.S. businesses spend billions on training programs each year. That’s no small expense. As a result, stakeholders are demanding proof that the training is worth it. They want hard and fast measures of performance change. They want evidence that performance is improving and that money spent on learning is worth it. Learning pros have been

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Business people in group happy
Instructional Design

Solving the Mystery of Training Results

Businesses spend billions on training every year. According to a 2016 training report, total U.S. training expenditures reached $70.65 billion. Despite all this money spent, learning professionals—and the companies that employ them—remain mystified about how to show measurable training results from these programs.

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Thank you for your interest in eParamus. We look forward to helping you meet your design and measurement goals.

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