luplup

Delivering an excellent solution be it for business improvement or organizational development is not just about having an excellent intervention. It is about having an intervention or change plan.

—— By rapidbi

不管是为了改善经营还是组织发展而是制定的方案，重点不在于有很好的培训或其他干预机制，重点在于有完整的变革管理计划。因为变革不可能通过几次培训而达成。

luplup

"the difference between education and training". My take on that has always been that "training" should ideally be aimed at immediate, performance-based use, while education more broadly and abstractly was aimed at some unspecified future use.

—— Education v. Training | bozarthzone | Jane Bozarth | June 05, 2009

教育和培训的区别：在理想中，培训是为了解决当前的绩效问题；而教育则更宽泛更理论，为了将来的不确定之用。

这样看来，我们现在的很多培训实际上多应该归于教育。在眼下的经济形势中，企业还会“为了将来的不确定之用”而投资吗？

melearning

技能演练活动在课堂结构所占比重不超过20%，且课程知识点数量与技能工具比例严重失调。当培训管理者关注点从“课堂效果”转移到“行为改善”上，培训师普遍做出适应性的调整，但无法提供与课堂知识点数量匹配的技能演练工具。

—— 在线学习与课堂培训从对立走向融合 | 教学设计实践探索 | edark | 2009-05-27

melearning

Consider a high-powered new sales training program Bersin & Associates evaluated for one of the world’s fastest-growing technology companies. The program includes technical education, performance support, a series of communities of practice and a heavy focus on management coaching. These learning approaches come together to form an integrated, high-performance sales development program designed to bring formal, informal and self-directed learning together.

—— The Beginning of a New Era | Chief Learning Officer | Josh Bersin | June 2009

有效的学习项目是要在一长段时间内提供不同的方式让学员持续学习。我们可以借鉴一下上述科技公司的销售培训项目，融合了正式、非正式以及自主学习方式，包括技术教育、绩效支持、CoP以及管理教练。

luplup

Changing behaviour is one of the main reasons for having a learning & development function. The experts in changing behaviour are marketing people. L&D can learn a lot from marketing...

—— Learning & Skills group conference review | Learning Conversations | Mark | 09/06/09

的确，L&D应该向市场部门学习，市场营销不就是让消费者接受新理念、购买并使用相应产品，继而新的行为模式也就产生了。铺天盖地的营销潜移默化的影响着我们的生活。

luplup

# Bottom-up initiatives often fail when they become too popular as the infrastructure is not there to handle them.
# Top-down initiatives often fail because end-users do not buy-in to them.

出处同上。

我们现在的培训项目大多数是自上而下的，由高层倡导，下面的人被动接受。这样的项目失败的原因在于培训接受者通常没有动力去做改变，也看不到如果改变了能得到什么好处。企业学习专家建议自下而上的举措，这样的项目主动权在员工一方，他们的积极性会很高，但在多层级式的组织架构当中又会处处碰壁。

luplup

改版了就不能贴图了？再试试

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来源于：
The Problem of Content - Part 3 - We’re Ready To Be Producer, Director, Actor, and Audience, Mr. Deville… |  Bersin & Associates | David Mallon | 2009 9 10