learnforever blog

I have never thought about the need for external e...

2012-05-19T12:28:38.115+01:00

I have never thought about the need for external evaluation. You are correct. There is an inherent conflict of interest. Unfortunately, I've never gotten any traction for even a small internal evaluation, let alone trying to convince the upper management to give money away to an outsider.

I will keep gently pushing though and after reading this, if/when I'm ever in an organization that expects evaluation, I will certainly suggest doing it the right way.

Keep More update about Personality Development.

Wow, I've just read some of your posts, they a...

2012-02-09T13:01:34.030Z

Wow, I've just read some of your posts, they are really well done. Keep going like that.

You can read a bit more here: http://www.peopleman...

2012-01-10T09:13:26.581Z

You can read a bit more here: http://www.peoplemanagement.co.uk/pm/articles/2012/01/hr-managers-use-of-linkedin-prompts-constructive-dismissal-case.htm

That animation is great i bet it cost a lot to red...

2011-12-14T16:04:27.419Z

That animation is great i bet it cost a lot to redder, I have heard that some of the animations can cost thousands of dollar per minute.

online recruitment agency

Hi Ken, Many thanks for the congratulations, very...

2011-11-28T12:10:42.337Z

Hi Ken,

Many thanks for the congratulations, very much appreciated!

I share your pain re: traffic to blogs. I tend to syndicate my blogs out to other sites and then publish them on my own blog after a respectable period.

I've had blogs published on BusinessScene; RapidBI; BusinessFundas; Famous Bloggers and Linked2Leadership and you tend to get a much wider audience because there's a whole host of contributing authors tackling various topics.

My blog (http://rantingscot.wordpress.com) tends to be more focussed to leadership and management and many of the syndicates are happy to take an article on this topic whilst covering myriad others such as social media; search engine optimisation; sales etc.

I'll add your blog to my 'blogroll' too. I think there is a much wider audience for your materials but I wonder if some businesses and people don't yet realise they do need to evaluate training and learning as a RoI?

My forthcoming blog "The 'Director Imperative'" actually makes similar points and I think in the age of austerity (or reality perhaps?), people will need to focus more keenly on RoI across all business activities.

I'll be a regular visitor now!

Hmm interesting, though never signed up to the the...

2011-09-05T06:56:54.897+01:00

Hmm interesting, though never signed up to the theory of having lots of friends on facebook
salesjobs

How are your experiences with Xerte? Did you work ...

2011-07-21T11:12:30.010+01:00

How are your experiences with Xerte? Did you work collaborative with this tool?

Hi Susana, Thanks for your helpful suggestion - w...

2011-07-07T11:28:56.329+01:00

Hi Susana,

Thanks for your helpful suggestion - we're now seriously considering BigBlueButton.

Best wishes,

Ken

Hello Ken, I work in IT at University of Aveiro a...

2011-07-04T12:25:47.722+01:00

Hello Ken,

I work in IT at University of Aveiro and we are using Moodle since 2009 and it works fine for our teachers.

For our eLearning experiences we use bigbluebutton we have our own server with it and its totally integrated with Moodle.

It works really well teachers can talk with students while they are presenting something. they can even use a chat... try it on-line I think it's a good option.

Best regards
Susana

Yeah, i have also heard that we can only figure ou...

2011-06-19T12:17:12.677+01:00

Yeah, i have also heard that we can only figure out 150 or some what near number of friends only. but may thats not that case in reality, it may be that you may know more than 150 friends, if you start counting the people you may know is more than 1000s so there is no conclusion over the scientific stupidity over counting friends.

In my view Linked In can be very low maintenance, ...

2011-05-01T22:36:24.628+01:00

In my view Linked In can be very low maintenance, but still fulfil your personal purpose in being part of it. LI has much more pretence to seriousness than does FB, but there is still much 'business-orientated' rubbish on it. There are a lot of people on LI taking themselves far too seriously - some of the recommendations I know to be at best flattering. I do FB and LI (LI occasional, FB frequent), but don't Twitter. FB is fun - I like it, and each to their own. Anyway, Ken, you will soon have no time for any of this blogging/LI cyber nonsense!

this is a great post! but you made a mistake! lol....

2011-03-28T01:10:07.135+01:00

this is a great post! but you made a mistake! lol. realize is spelt r-e-a-l-i-z-e not r-e-a-l-i-s-e

Thanks to Rob (and a couple of his colleagues) for...

2011-03-09T17:00:29.486Z

Thanks to Rob (and a couple of his colleagues) for the detailed response. Nice to see CIPD taking an interest!

I have no doubts about the position within CIPD of L&D practitioners in the HR profession. My question is whether CIPD continues to be relevant to L&D practitioners outside the HR profession (of whom I am one).

My concern is that CIPD's majority paradigm seems to be the HR profession, when many members may work elsewhere. I wonder whether others share that concern?

Thanks to everyone who commented on this, my most-...

2011-03-09T16:55:18.274Z

Thanks to everyone who commented on this, my most-discussed post of late, and perhaps my most-discussed non-e-learning post ever!

As Brent says, of course there are costs involved in hosting interns, even if the intern is unpaid. As my current full-time role is in volunteering, I'm interested in where these roles intersect with just being a volunteer (also unpaid, also incurring costs for the organisation). I've looked at the guidelines from Sarah and Rob with great interest.

Sorry for the belated response. Hope you might fi...

2011-03-09T11:01:37.063Z

Sorry for the belated response. Hope you might find the CIPD's guidance on this subject interesting:
http://www.cipd.co.uk/publicpolicy/_internships-that-work.htm

We're also working, along with a number of other organisations, with the Department of Business, Innovation and Skills on government endorsed guidance on the subject (which I believe will bear a striking resemblance to the CIPD's own guidance!) We expect this to be published in the near future.

Robert Blevin, CIPD

… (Continued …) Building on the map, we’ve also la...

2011-03-09T10:28:44.236Z

… (Continued …) Building on the map, we’ve also launched a new suite of foundation, intermediate and advanced level qualifications specifically designed for L&D professionals.

The key point, though, is that we’ve very deliberately acted to make it easier to recognise the contribution of specialists – especially L&D and OD professionals.

The story about qualifications and routes to membership is, of course, only part of the story. We’re also determined to ensure that the new magazine and the relaunched website continues to offer the best possible array of insights, learning and support for specialists and generalists alike – from entry level right up to your own experienced level of the profession.

I’m sorry if you feel in any way a second class citizen. As I say, we’ve been working hard to ensure we upgrade our service to L&D professionals to first class. I hope we’re hitting the mark. If you want to discuss this in more detail, give me a call at CIPD HQ. And if we reach the limit of my specialist knowledge, I’ll make sure I get relevant colleagues to pick up the baton to try and address any concerns you still have.

All the best,
Robert Blevin
CIPD Head of External Affairs

(Apologies for the two part post - I think I fell foul of an unstated "blogger.com" policy on length of posts).

Hi Ken, Firstly, mea culpa. I worked with the ed...

2011-03-09T10:27:17.025Z

Hi Ken,

Firstly, mea culpa. I worked with the editor of People Management to come up with the “timeline” illustration for the article covering the new People Management magazine and looking ahead to the launch of our new website. And it didn’t occur to me to put in an ITD magazine cover as well. (In my defence, I was still at university at the time of the merger, and I didn’t start working for the CIPD until 10 years later! But apologies nonetheless, it was remiss of me).

But the more important point in your blog is your feeling that the HR profession map has in some way marginalised L&D. Our intention, and I’d firmly contend what we’ve actually delivered, couldn’t be more at odds with that perception. One of the driving motivations behind the work we’ve done to reform our qualifications, our membership criteria and our routes to membership – all built on the foundations of the HR profession map – was to ensure we were better placed to meet the needs of specialists as well as generalists. And within that, recognising the validity of concerns that our old professional standards required L&D professionals to jump through too many to-them-irrelevant HR shaped hoops was a clear part of the picture.

As a result of the work we’ve done on the map, and on our qualifications and routes to membership, it is now much more possible for an L&D professional to achieve both qualifications and full chartered status on the basis of a clear focus on their specialist knowledge. And that needn’t just be limited to the “learning and talent development” professional area. Many L&D professionals will also find the “organisation development” and “organisation design” professional areas, for example, relevant. And we’re also clear that anyone, specialist or generalist, should be well served by the core criteria we’ve set out in the “strategy, insights and solutions” and “leading and managing” professional areas. Our new upgrading process, built on the Profession Map, is now fully up and running, and I know from colleagues in our membership team that a good few L&D professionals have come through it and have been well served by it. … (to be continued …)

2011-03-08T16:42:40.566Z

This comment has been removed by the author.

I am making my first move in Talent management ..t...

2010-12-16T05:27:34.664Z

I am making my first move in Talent management ..this post was great boost to my career..thanks dude!

Talent Management Questionnaire

It's also important to realize that just becau...

2010-12-11T16:22:54.745Z

It's also important to realize that just because an intern isn't paid does not mean that there isn't a "cost" to the company. Taking in someone that is very 'green' often requires coaching by a paid employee who is now taken away from there job.

It's more complicated than many people think.

Brent
Program Director, DevLearn 2011

Thanks for the link, Mad Sarah. Peter - my most r...

2010-12-11T12:56:04.759Z

Thanks for the link, Mad Sarah. Peter - my most regular correspondent! - you may be interested (or may already know about) in the story in the news re the Home Office: http://www.peoplemanagement.co.uk/pm/articles/2010/07/employers-breaking-the-law-by-using-unpaid-interns.htm

I don't know about regs in the UK but there ar...

2010-12-11T02:29:10.484Z

I don't know about regs in the UK but there are actual guidelines in the US set forth by the Dept of Labor(which often don't seem to be followed) http://blog.kpaonline.com/2010/04/ and they may be of interest

I am not sure that there is a best way to appoint ...

2010-12-10T16:11:01.680Z

I am not sure that there is a best way to appoint interns but having an interesting line of work certainly helps (see http://www.autoblog.com/2010/12/10/bugatti-looking-for-a-student-intern-to-drive-veyrons-fetch-dry/)

And as a final thought why would a workman carry a...

2010-11-15T14:28:45.820Z

And as a final thought why would a workman carry a hammer unless he wanted to hit a nail with it?