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Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Over the last year or so we have talked with hundreds of companies about their desire to transform their corporate training programs to take advantage of social networking, knowledge management, communities of practice, and better models of blended learning.
As this chart shows, over the last 10 years the corporate training world has gone through four major phases. This pattern of behavior (and availability of technology), of course, has been further enhanced by the availability of social networking, which led us to the fourth phase shown above. Framing these six key areas are the topics of Organization, Governance and Management (covered in detail in our High Impact Learning Organization® research) and the topic of your organization’s Learning Architecture (also discussed in HILO in detail).

The bottom line is this:  I believe we are going through one of the most important transitions to corporate training in the last 10 years. Hi Dennis, in the case of a 1:500 ratio and the need to build literacy and basic workforce skills, I think the model may help in the following way.
We’re trying to develop a way for include collaborative learning in our in our organization (Hospital).
I read this article have very informative and motivate me a lots change life with corporate training. Recent feedback from Banking professionals suggests that they are as intereted in learning through the organizational culture as they are in classroom or on-line training.

As we studied dozens of high performing training programs through our Learning Leaders® program, we realized that today’s corporate training world has fundamentally evolved. I continue to read and study with interest various models depicting the future of corporate learning. Learning as flow suggests spacing at optimal moments during work activities to support performance.

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