13, Number 4
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For more information on our best-selling, award-winning books,
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for The HSA Lexicon.
to read our published articles.
to read the latest Ask Harold question and Harold's response
or ask a question of your own!
December 11-12, 2014
ASTD Telling Ain't Training Event, Atlanta, GA
For details about these events, click HERE
To learn more about engaging Harold Stolovitch to speak at
your organization, click HERE
Harold Stolovitch and Erica Keeps are Certified Performance
Technologists (CPT). The CPT designation is awarded by the
International Society for Performance Improvement (ISPI) to
experienced practitioners in the field of organizational performance
improvement, whose work meets both the performance-based Standards
of Performance Technology and application requirements. For
more information, visit www.ispi.org.
Craft, Technology or Science?
is very difficult to get consensus about what the field of learning
and performance is. There are those that would argue it is "science",
after all our field is based on scientific research and evidence.
Science is defined as the intellectual and practical activity encompassing
the systematic study of the structure and behavior of the physical
and natural world through observation and experiment. Others would
press for "technology" as the field is closely aligned
with engineering principles. Technology is the application of scientific
knowledge for practical purposes. "Craft" means making
something in a skillful way so it is easy to see where that connection
came from. And, then there are advocates of learning and performance
as "art," which is defined as the application of creative
skill and imagination.
How we look at or define our field makes for a great discussion
point. The lines are often blurred. One could make an argument for
science, technology, art or craft or any combination thereof. Our
Warholesque photo is simply a playful way of altering reality through
both art and technology.
In this issue, we include excerpts from the technology chapters
found in our second edition of Telling Ain't Training. We
see the use of technology as a means to an end. What do you think?
Erica and Harold
Makes for Quality Online Learning?
By Harold D. Stolovitch, Marc Rosenberg and
Erica J. Keeps
A constant theme that permeates most discussions of online
learning is that of quality. With any form of training, one
aspect of quality is that the training supports specific learning
and organizational objectives. After all, any course that
doesn't deliver this shouldn't be offered. For technology-based
learning, an important aspect of quality is its instructional
soundness and versatility. How do you maintain high-quality
learning effectiveness in a medium where no instructor is
present to answer questions or adjust the content based on
expressed learner interests? The short answer is through well-designed
instruction based on analyses that draw out, in advance, learner
and organizational needs.
Poorly designed online learning hurts quality. Even when
the technology works well, the screens are beautiful and exciting,
and a large amount of multimedia is available, if no meaningful
learning results from all of this, everyone's efforts - yours,
the learners and their managers - have been wasted. The careful,
systematic crafting of online instruction, complete with tryout
and revision cycles using real learners, is an essential characteristic
of quality online learning design.
Here are 10 ways to increase the probability of developing
high-quality online learning so that it produces desired results
right from the start. Click HERE
to continue reading.
Excerpts From Developing Human Capital: Using Analytics
to Plan and Optimize Your Learning and Development Investments
Bonnie Beresford, Gene Pease and Lew Walker
Bonnie Beresford, PhD, Director of Performance Strategy at
AMCI Global, along with co-authors Gene Pease and Lew Walker,
has shared her 20+ years of practical experience in applying
analytics to learning in her new book, Developing Human
Capital: Using Analytics to Plan and Optimize Your Learning
and Development Investments. Bonnie's work with both Fortune
500 clients and non-profits has been recognized by Chief
Learning Officer (CLO) and T+D magazines including
earning the Association for Talent Development's (ATD) "Excellence
in Practice Award" and three "CLO Business Impact"
awards on behalf of her clients. These and other case studies
throughout the text illustrate the practical application of
learning analytics. Click HERE
to read two excerpts from the book. The first describes the
importance of having a strategy and for measurement. The second
introduces the Measurement Map as a tool to both show
alignment to the business and to identify possible metrics
for evaluating impact.
Becomes the Association for Talent Development
By Tony Bingham, President and CEO of ATD
the ASTD 2014 International Conference & Exposition, the
ASTD Board of Directors and I announced that ASTD is changing
its name to the Association for Talent Development (ATD).
As I shared with our conference attendees, this change comes
after years of consideration of ASTD's brand, a thoughtful
review of changes in the profession and major trends impacting
learning, and a reflection on the positive and significant
impact of our members' work.
Since ASTD was founded in 1943, the impact and influence
of the profession has transformed dramatically. T&D professionals
are responsible for a wider scope, have a greater impact on
their organizations, and have become critical business partners.
What hasn't changed in 70 years is the purpose of the field-to
develop people: their knowledge, skills, and capabilities.
ASTD is changing to the Association for Talent Development
to demonstrate how this profession's work-and the impact that
our members and customers have-stretches beyond training.
Rest assured that training and development remains at the
core of ATD. Our service and commitment to the training profession
is stronger than ever. While we are excited about this bright
future, we are deeply appreciative of the 70-year history
that is the foundation of this vibrant and global community.
We will be implementing the change in our name and brand over
the next year. You'll continue to see changes to the website
and our products and services. We've also created a special
where you can find out more information about the change -
including a timeline that maps out when you will see certain
products transition to the new identity.
Together, we are creating a world that works better, and
we're excited to partner with you on this journey.
At HSA Learning & Performance
Solutions LLC, we've seen a lot over the years.
We know the business of learning. We know the role human
performance plays in business success. We know how to
uncover and address needs, then create appropriate solutions.
We pride ourselves on helping organizations achieve
high levels of performance - and success. HSA
is a leader in workplace learning and performance improvement.
Our proven learning and performance solutions have helped
maximize employee performance at hundreds of organizations
throughout the world. Our principals, Harold D. Stolovitch
and Erica J. Keeps, share a common passion - developing people.
Together they have devoted a combined total of over 80 years
to make workplace learning and performance both enjoyable
and effective. Their dedication to improving workplace learning
and performance is reflected in the workshops they run internationally
on training delivery, instructional design and performance
consulting. Together, they are co-editors of the first two
editions of the Handbook of Human Performance Technology
and co-authors of the best-selling, award-winning series of
books Telling Ain't Training - Updated, Expanded and Enhanced,
Training Ain't Performance, Beyond Telling Ain't
Training Fieldbook and Beyond Training Ain't Performance
Fieldbook published by ASTD Press. They are also co-authors
of the Wiley/Pfeiffer Learning & Performance Toolkit
Series. To learn more, click HERE.
www.hsa-lps.com email@example.com 310.286.2722