Books
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Writing Assessments to Validate the Impact of Learning
eBook written and edited by A.D. Detrick and Sharon Vipond, Ph.D. Published by the E-Learning Guild, 2016. Learning assessment is one of the toughest challenges facing learning and development practitioners. If we want our learners to solve ambiguous and complex problems, including those drawn from real life, we need practical forms of assessment that support higher-order thinking and problem solving. Writing Assessments to Validate the Impact of Learning contains resources for hands-on learning. You don’t need to know psychometrics or statistics to design a good assessment; you just need to follow some best practices. Click here to download the eBook. (NOTE: Must be an e-Learning Guild paid member to download.) |
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Learning Beyond the Classroom: Producing Competitive Business Results
Chapter: “Engagement Metrics: Using Behaviors to Optimize Results.” Edited by Dirk Tussing. Published by Executive Leadership Exchange, 2014. pp. 55-57. Learn best practices from the Executive Learning Exchange’s powerful network of learning and talent development leaders. What’s so powerful? We focus on business results, plain and simple. Since 2002 the Executive Learning Exchange thought leaders meet annually at a corporate university in the Chicago, IL, USA area for an intense, in-person action learning experience with a full-day of peer-collaboration. This collection of lessons learned is focused on Learning Beyond the Classroom and presented as brief essays by the most talented learning and talent development thoughts leaders. Each essay provides real-world tips and techniques that are sure to deliver immediate inspiration and guidance on the type of continuous learning that leads to business results. Click here to purchase the book through Amazon. |
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Big Learning Data
Chapter: “Avoiding The Dangers of Big Learning Data” Edited by Elliott Masie. Published by ASTD Press, 2013. pp. 55-66. In today’s wired world, we interact with millions of pieces of information every day. Capturing that information and making sense of it is the revolutionary impact of big data on business―and on learning. Thought leader Elliott Masie and Learning CONSORTIUM Members bring a powerful new book to the T&D profession. They provide a SWOT analysis of big data and implications for learning and development professionals. Big learning data is at your fingertips. You need to know why it matters. Click here to purchase the book through Amazon. |
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Continuous Learning: Delivering Consistent Business Results
Chapter: “Invite the Human Factor into Data Analysis: Moneyball and Plain Ol’ Money.” Edited by Dirk Tussing. Published by Executive Leadership Exchange, 2012. pp. 61-62. Learn best practices from the Executive Learning Exchange’s powerful network of learning and talent development leaders. What’s so powerful? We focus on business results, plain and simple. Since 2002 the Executive Learning Exchange thought leaders meet annually at a corporate university in the Chicago, IL USA area for an intense, in-person action learning experience with a full-day of peer-collaboration. This is our first printed collection of lessons learned focused on Continuous Learning and presented as brief essays by the most talented learning and talent development thoughts leaders. Each essay provides real-world tips and techniques that are sure to deliver immediate inspiration and guidance on the type of continuous learning that leads to business results. Click here to purchase the book through Amazon. |
Articles, Blogs & Interviews
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Interview: “Tap the Full Potential of Big Data in Learning”
by Andie Burjek Chief Learning Officer March 2016 The learning industry had a long history of inconsistent and intermittent data use, but that’s changed thanks to the surge of interest in, and the increasing availability of, big data. Businesses have been overcome by this dramatic change, and many don’t analyze results at all, said A.D. Detrick, learning measurement consultant, in an email interview. The solution? Businesses need to define a learning success via a measurable set of outcomes. “If we know whether or not there was a change in performance after the training, it opens up options about what to do with the data,” he wrote. “Without those outcomes, millions of data points just start to feel like noise.” Detrick talked to Chief Learning Officer about how learning leaders can effectively use data to analyze results and make meaningful changes in their learning strategy and in their business. Click here to read the article. |
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Interview: “Why data analysts are vital to corporate L&D”
by Jen Berg Xerox white paper January 19, 2016 The role of the data analyst is extracting and interpreting data to obtain constructive information, which is then used to formulate conclusions, predict outcomes, and support decisions. Data analysts don’t just measure and report on numbers; they see the trends and the big picture inside the data, and can explain them to others in easily understandable language. The value of such analysis is obvious, but in the learning space, “data analyst” is not a common title. It should be. This role is a critical one to any successful corporate learning and development program. Click here to download the white paper. |
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Blog Post: “Outrageous Conclusions in Big Data and Learning”
by A.D. Detrick Xerox ‘Simplify Work’ blog January 18, 2016 Learning professionals have been trying for decades to integrate personalized learning into instructional design. The concept of “learning personalization” is a powerful way to reach learners with the best learning tools available to them, based on their learning style. The challenge in the past was that despite our good intentions, we simply lacked the tools to implement those personalized elements appropriately. Enter big data and its incredible value for quantifying exactly how individuals learn best. Click here to view the blog. |
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Article: “Lessons learned when training is not aligned with business objectives”
by A.D. Detrick Training Industry Magazine 2015 Special Edition, “Perspectives on Training Outsourcing” pp. 18-19 The goal for companies is to build a partnership between training and the lines of business. If you are having difficulty finding the impact of your trainingprograms and its correlation with overlying business objectives, consider a deeper investignation or bringing in others to help determine the cause. It’s important to understand that a variety of factors commonly affect your overall business goals. Click here to download the issue. |