Serious trouble. Difficulty. Deep doo doo. Why do I think this? Here’s just a sampling.
This: The next shooting is happening soon. This online course isn’t helping. The Washington Post, by Dan Zak. December 3, 2015.
Quote>>>”Mass shootings, in the parlance of Human Resources. Part of work. Part of life. America, 2015.” – Dan Zak
A reporter notes his experience taking a Homeland Security / FEMA online course called “Active Shooter: What You Can Do.” It’s a printable, one-hour self-paced course with T/F questions (which most people could easily answer without taking the course) and narrated “video” presentations with photos/text/transcript. There is a final exam and links to supplemental content. The course is typical of the type of courses one creates using rapid eLearning development tools. Stock photos are predictable –keys in doors, a woman cowering behind a desk, fist bumps for working together, etc. There are many statements that are obligatory: i.e., “Call 911 when it is safe to do so!” (Gee, thanks. I would not have thought of that but for this course.) I’m not being irreverent on the topic, the fact that we need a course because we (in the US) have so many active shooter incidents is appalling and tragic, but I am being irreverent about the online course. While I imagine the course is part of a larger plan for the organization–real drills, planning, etc., what irks me is that this >>read/listen to narrated text with stock photos/click next/take an exam/read some more<< model might be the only contribution L&D made or paid someone else to make. The way I see it, L&D consistently under-delivers–the curse of developing “easy” compliance training. It bleeds to other areas. If I’m right, L&D is in trouble. I do apologize for singling out this one course but they are a dime a dozen.
This: Align L&D to the Broader Organization, Bersin by Deloitte (my new employer) by Dani Johnson. December 3, 2015.
Quote>>>”…business leadership has completely lost confidence in L&D.” – Dani Johnson
Dani Johnson, VP, Learning & Development Research, writes about hearing how “L&D is not keeping up with the needs of the business, how employees are turning to outside sources to spend their developmental hours, and how business leadership has completely lost confidence in L&D. She says L&D, as a function, is in crisis mode. Dani has some great observations and advice for organizations to get on the right track (it’s all about alignment).
And this: On alignment and more…an eLearning Guild – Adobe Systems study I co-wrote with Sharon Vipond before leaving the eLearning Guild revealed some dismal findings.
Many organization say they are failing to meet their learning challenges…
- 25% Unable to justify their current learning investment
- 41% Unable to tie learning outcomes and activities to their business objectives
- 52% Unable to keep their learners fully engaged and motivated to actively participate in learning
- 67% Unable to determine the impact of learning on their employee’s performance
What other industries would say these percentage are acceptable. They’re not.