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Mobile learning gains bosses’approval


Senior learning and development leaders are showing much greater enthusiasm for mobile learning thanks to positive experiences, according to LINE. The group, which is based in Zurich, London and Sheffield, says the turnaround in attitudes contrasts with the situation 18 months ago when problems with technology was regarded as a barrier to implementation. The new mood was noted at the most recent


iVentiv Executive Knowledge Exchange, held in Basel in late March, which was attended by senior leaders from global organisations spanning various sectors. A workshop on mobile learning, communications and knowledge headed by LINE’s head of mobile, Dominic Mason, included a discussion on the future of learning and development. The general consensus was that although face to face delivery will always be needed, L&D leaders will increasingly need to promote technology for change. Mobile’s role in the L&D process was discussed and widely regarded as “a potent delivery channel”, with an iPad app offering support materials and interactive tools seen as a more effective tool for frontline salespeople than PowerPoint presentations or printed reports. LINE concludes that the learning, knowledge and communication departments have made major progress over a short period of time in creating cutting-edge mobile apps, often alongside or even before business information apps from IT departments or their partners. See Job Like Mine page 19


Learndirectmakes a


limited move A change of name, effective from April 23, sees learndirect become learndirect Ltd. Private equity house LDC, which bought learndirect last year from the Ufi Charitable Trust (UCT) in a £40 million deal, says the new name will allow it “to capitalise on the strength of the existing learndirect band in order to continually group and develop”. LDC is part of the Lloyds TSB Banking Group


and said at the time of the deal in October that it intended to improve learndirect’s efficiency and supplier networks and would also develop the business by accessing more potential users with a broader range of services.


Employers ‘still rely on old methods’


British employers rely on outdated methods and techniques for staff training, a survey by the Chartered Institute of Personnel and Development (CIPD) suggests.


The CIPD/Cornerstone OnDemand Learning and Talent Development Survey 2012 found that although traditional methods of workplace learning are regarded as the least effective they still dominate many learning and development programmes. The survey asked learning and talent development professionals what they regarded as the most effective ways of delivering training. Only 16% opted for formal education courses and a similar number opted for coaching by external practitioners, while e-learning was picked by no more than 11%. However, fewer than one in five respondents plan to reduce their reliance on classroom and instructor-led training over the next two years. Training that is integrated into the job was generally regarded as the most effective method, with 52% favouring in-house development programmes, 46% coaching by line managers and


39% on-the-job training. One in five


organisations anticipates greater use of e-learning over the next two years, rising to one in three for those in the public sector. The survey also found


McGurk: rethink ‘sheep-dip’ legacy


that the median annual training budget per employee has fallen to £276, from last year’s £350, with half of the organisations reporting that their economic circumstances had deteriorated over the period and three quarters of public sector organisations experiencing a fall.


Commenting on the findings, the CIPD’s learning and talent development adviser Dr John McGurk said: “Many of the learning approaches used by organisations are legacies of a learning environment where the classroom, courses and ‘sheep-dip’ learning were the order of the day. However, in today’s environment, the skills of continuous collaborative and connective learning are paramount. Even compliance learning and advanced skills learning needs to be rethought with the advent of gaming and simulation.” The report is available to download at


www.cipd.co.uk/learningandtalentdevelopmentsurvey


Queen’s Awards go to developers


The 2012 Queen’s Awards for Enterprise, announced on April 21, included recognition for e-learning developers among the 209 businesses named. US group Whizz Education won an award in the


international trade category for its Math-Whizz tool, which is used for teaching mathematics to children around the world. Another winner was West Sussex-based online training firm MindTools.com, whose website attracts


2


15 million users annually across 129 countries. MindTools offers more than 1,000 online leadership, management and career development resources for professionals and corporate clients, and the company derived more than 80% of its 2011 earnings from overseas customers.


Award winners are entitled to use the coveted


Queen’s Award emblem in their marketing for a period of five years to demonstrate their success.


e.learning age may 2012


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