Ways of Learning

On Demand/Just-in-Time/Informal & More

ASTD 2008 Copyright

Training at your fingertips
 Vanthournout, Don; Koch, Dana Alan
T+D v62 n9 p52-57 (2008 Sep)
Accenture has designed, prototyped, and tested corporate required mobile training for its professional that have limited time for learning. The growth and stabilization of mobile learning devices is contributing to just-in-time/on demand learning.

   
Taking it personally: tailoring training for more relevance
Hartley, Darin; West, Kalees
T+D, v61 n11 p21-23 (2007 Nov)
Technology. A growing training trend is enabling learners to personalize their training interests and needs and how content is delivered. A benefit of learning personalization is better learning retention and content relevancy.
 

Embedded learning: is it 'learning' or is it 'work'?
Littlejohn, Michael
T+D, v60 n2 p36-39 (2006 Feb)
This article defines embedded learning as "learning that is based on the premise that the more contextual learning is to the job or task, the more an individual is motivated to learn." This approach introduces a shift from "learn-then-do" to "learn-while-doing." As technology advances, incorporating teachable moments will be transparent to the user and match the interests of a tech-savvy workforce.  Embedded learning capitalizes on immediacy, knowledge management, and collaboration.

Informal learning
Hoffman, Bob
INFOLINE, 16p (2005 Mar)
Stock no.250503. This Infoline covers what informal learning is and is not. Informal learning can be described as accidental learning, social learning, self-directed, and just-in-time learning. This booklet outlines how organizations create an atmosphere that fosters informal learning and describes 13 methods that support informal learning. The Job Aid is a checklist titled Selecting Modes of Informal Learning.
 

Balancing work and learning
Salopek, Jennifer J.
T+D, v58 n7 p16-18 (2004 Jul)
Trends. The author uses a snowplow analogy to illustrate that employees need to be able learn on-the-move, so that learning is seamless with work. Sabbatical learning, defined as learning accomplished away from work, will continue but will most likely be used to learn new bodies of knowledge or to change behaviors.
 

Harnessing the power of action learning
Marquardt, Michael
T+D, v58  n6 p26-32 (2004 Jun)
This article explains the theory behind action learning and describes how companies such as Boeing, GE, Siemens, and others are using this approach to solve workplace problems and develop leaders. The major elements of how action learning works are presented followed by a discussion of the benefits of this learning approach. A sidebar on how GE uses action learning is included.
 

Adapt or die: the strategic role of learning in on-demand enterprise
O'Driscoll, Tony; Briki, Paula
LEARNING CIRCUITS, v5n5 (2004 May)
This article shares how IBM views the role of learning and training in on-demand organizations. The authors offer ideas on how learning professionals can prepare to meet this new expectation,  to use new tools, and to use existing tools in new ways.

The knowledge warriors
Levy, Jonathon
T+D, v58 n2 p46-51 (2004 Feb)
This article describes a new type of learner--one who knows how to identify personal training needs, who has limited time, an immediate need, and  knows how to use technology and corporate resources for short, chunked learning. The article illustrates the knowledge warrior using two contrasting types of learning needs -- technical, continuing medical training of a physician and one for an affective need -- learning to negotiate effectively. This approach to learning-on-demand understands each learner has a personal knowledge base, different training needs, and a different context of knowledge. Learners are finding ways of creating training-on-the-fly to meet their needs.