OpenElms: open source LMS, CMS and content

I stumbled upon OpenElms.com, another site where you can download an open source learning platform. So far, nothing special. This one calls itself 'open source e-learning for business', and I didn't try the product but from the demo it seems to do the job. Although it's open source, they really want you to do business with them too, reading between the lines, but who can blame them? :-)

Anyway, what I find refreshing about this offer is that you don't only get an open source LMS and LCMS with rapid authoring tool for it, but also a selection of ready-made content on various topics that you can then customise to your needs. I like the marriage between open source technology with open source content, and wish openelms all the best with their business model.

Brain Rules

Brain Rules for Presenters

View SlideShare presentation or Upload your own. (tags: reynolds garr)


Mike suggested me this book and site: brainrules.net. It offers 12 rules for the brain. Learning professionals should know a bit on how the brain works and in what conditions it works best.
And very cool presentation too... I ordered the book, I'll read it in November (yes, you need to plan these things :-) )

Companies say: who's wants a lobotomy?

This is how a lot of companies act lately:

"Hi young graduate, would you like to come and work for us? You get a nice car, a laptop, a challenging environment and lots of growing opportunities. The only thing we ask for in return is you have a lobotomy."

Now honestly, would you consider? And this is in fact how too many are welcoming the new generation in our organizations. I'm talking about all those policies to ban social networking and instant messaging from the workplace "because they hurt productivity". That is not wise. Here's why: people entering the workforce are used to finding the answers they need via their network. Your brain is what is inside your own head PLUS what your contacts know. And in a world of constant change and information overload, that is actually the best you can do. Half of your knowledge or more is in your network. So, cut that off at the office, make sure that you only can rely on the stuff in your own head, and you might as well get a lobotomy. It reminds me of the times companies didn't want to allow Internet access to their employees "because it hurts productivity". It doesn't, and IM or social network sites don't either. In fact, you would do well to implement it within your organisation. Get it or don't get it.

From hard to soft skills

Shifting from hard to soft skills in the future (yes, that's you generation Y!)

• From knowledge to learning
• From routine to creativity
• From following rules to breaking rules
• From experience to innovation
• From specialization to generalization
  
• From keeping the order to managing the chaos
• From stability to the power to surprise
  

Source: Copenhagen Institute for Future Studies

CLO Magazine: outsourcing on decline,

From this edition of the (free) CLO magazine, I remember:

Training Outsourcing on the Decline: (probably US only, not sure?)

• Decisions to outsource rests mainly on whether the needed volume and quality of training can be supported by internal staff.
• The most important activities, according to CLOs, in the learning function are: custom content design, training delivery, strategy development, program oversight and learning technology management. Reporting and measurement came 6th.
• The most outsourced activities, according to the same CLOs are: custom content development, training delivery, learning technology management, and only small portions of all the rest.
• It seems that companies are using external training providers primarily for activities that are important but do not require the transfer of management authority.

IOL: Determining the impact of Learning

• Like metrics for learning or not, but you need to justify it somehow to upper management. Total students trained or course smileys says little on impact.
  
• ROI is often designed too complex but might work.
• Another way is to go for the 'Impact of Learning' or IOL instead of the Return on Investment (ROI)
• There are these three basic steps to IOL as a way to demonstrate the value of learning: insight - individual - impact
• And I still would like to see a complete example before I'm intelectually capable of understanding this approach

Creative destruction in the learning industry

• Disposable technology demands faster and more relevant learning than what can be designed and delivered using old ADDIE methodologies of yesterday. (Connie Twynham)