session overview

Thursday 26th January 2012

11:30 - 12:30 Track 2 Session 3

Integrated learning

Over the past decade L&D professionals have been subject to a deluge of theories, technologies and methods for ensuring learning success at work. Is there one over-riding approach that works? One technology we should be adopting? In this session our speakers suggest that the answer is in fact integration. But if you aim to use different technologies, how do you make them work together? And if you want to use learning management in conjunction with competencies and social learning, what techniques are required?

P1: Building an integrated learning strategy

Jason Corsello, HCM Thought Leader and Commentator

First came the learning management system (LMS). Then came talent management. Then came social learning. After these successive waves of the ‘latest thing’ in organisational learning, which are we supposed to use? The answer: all three, according to Jason Corsello, who blogs as the Human Capitalist. This integrated approach to learning provides one place for users to find what they need, from courses to RSS feeds to expert fellow workers and beyond. The aim is not to impose learning as an external process but where possible to make it a natural part of working life.

How a focus on performance is driving integrated learning
The ‘third generation’ of learning systems implementors
Why rumours of the death of the course are greatly exaggerated
Working with systems already in place
Dealing with “why don’t we just put it on SharePoint?”

P2: Integrated learning at work

Ed Scruton, Talent Development Operations Manager, Telefonica UK

The promise of integrated organisational learning is rich: individual learning needs analysis, access to courses, performance assessment and collaborative activity all in one place. But is it actually possible to achieve all this? According to Ed Scruton, it is. Working with a range of vendors, and integrating their offerings through web objects, he has enabled access to a sophisticated academy for his 4,000 UK retail staff. The apparently single system not only provides access to a range of learning but has been used to inculcate a new attitude to learning and knowledge sharing in the company.