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My previous blog post that revealed that around 70% of respondents in my recent survey found training (including e-learning) “unimportant” or only “somewhat important” has generated quite a bit of interest. Use Personal Knowledge Management (PKM) techniques as a continuous process of seeking, sense-making and sharing.
Informal Learning is Too Important to Leave to Chance Personal Learning Top Ten Reasons To Blog and Top Ten Not to Blog PKM and Personal Learning Personal Learning for Learning Professionals - Using Web 2.0 eLearning Resources Learning Management Systems - LMS Web 2.0 What is Rapid eLearning? Enterprise 2.0
Game-based Learning: recent readings (2) - Dont Waste Your Time , March 4, 2010 Even when I try and get on with something else, I keep finding excellent resources about game- and simulation-based learning. PKM: a node in the learning network , March 7, 2010. Creative Commons Use in For-Profit Company eLearning? Nothing new here.
This week was particularly rich in PowerPoint knowledge and resources. Jane Hart’s Annual Learning Tools Survey – I’m contemplating my entries for this year. Design Resources. 32 Resources for Free Stock Videos. PowerPoint-a-palooza. Free Posable PowerPoint People by Toby Hewitt ( @TweetinTobySays ).
The kids are back in school, trees are starting to change color, and it is time for Jane Hart’s Annual Learning Tools survey. Feedly is the hub for my personal knowledge management system (PKM). If you’re interested in digging in deeper, I curate a collection of PowerPoint resources over on Zeef. Here is my list for this year.
Explore Bloom’s Taxonomy Using this Interactive Resource! Vikas Joshi on Interactive Learning , April 22, 2010 Here is a useful interactive resource for course designers to review key ideas in Bloom’s Taxonomy. I’ve participated in this survey since 2007, and have already updated my personal list in her index.
That was one of the findings of my recent anonymous survey on how people learn best in the workplace, and even I was surprised by the results. But I think the biggest take-away from my survey is that we can no longer assume we know how people like to learn in the workplace nor how we think people should learn. What and who are we?
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