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There are people who argue that some subjects or topics can’t be taught via eLearning. In the past, I’ve wondered the same thing. But then I witnessed the value of eLearning content, and it made me re-think what’s possible. Regardless of the topic, if you’re looking for a consistent way to teach employees, eLearning provides a powerful way to do just that. Consider the example of using an eLearning module to teach someone how to make coffee. People who frequent coffee shops will understand there are very specific ways to make the perfect coffee beverage – Quad Grande, Non Fat, Extra Hot Caramel Macchiato Upside Down, anyone? It’s impossible to learn every potential variation of a drink, but even for ...

Identifying The Difference Between Knowledge And Skills  Knowledge is information acquired through sensory input: Reading, watching, listening, touching, etc. The concept of knowledge refers to familiarity with factual information and theoretical concepts. Knowledge can be transferred from one person to another or it can be self acquired through observation and study. Skills, however, refer to the ability to apply knowledge to specific situations. Skills are developed through practice, through a combination of sensory input and output. As an example, social skills are developed through interaction with people by observing, listening, and speaking with them. Trial and error is probably the best way to achieve skills mastery. To make it simple, knowledge is theoretical and skills are practical. You can know all ...

1st principle: Commitment Initiatives: Integrate new learning approaches – including informal learning, collaborative learning, user-developed content, virtual worlds and simulations – to capitalize on their emerging learning affordances. Create alignment among the various parts of the learning enterprise on use of new learning approaches to create efficiencies, leverage/share resources, develop and use best practices and reduce redundancies. Coordinate and standardize support functions (like receiving credit for learning), work/delivery processes and infrastructure to align to an end-to-end learning cycle and life-long learning. 2nd principle: People-performance Initiatives: Track learning impact by developing and using outcome-focused performance measures in the workplace. Create a staff or learning professional skill set beyond traditional classroom-based education, including skills in consulting, performance improvement, learning innovations and informal/experimental ...