Six Sigma is a business management strategy which seeks to improve the quality of process outputs by identifying and removing the causes of defects (errors) and minimizing variability in the manufacturing and business processes. It uses a set of quality management methods, including statistical methods, and creates an infrastructure of people within the organization (“Black Belts”, “Green Belts”, etc.) who are experts in these methods. Each Six Sigma project carried out within an organization follows a defined sequence of steps and has quantified financial targets (cost reduction or profit increase).

In the book “Winning”, by Jack and Suzy Welch, they write that, “Nothing compares to the effectiveness of Six Sigma when it comes to improving a company’s operational efficiency, raising its productivity and lowering its costs. It improves design processes, gets products to the market faster with fewer defects and builds customer loyalty. Perhaps the biggest benefit of Six Sigma is its capacity to develop a cadre of leaders.” Read the rest…

This article was prompted by something in Elliott Masie’s newsletter last week (www.masie.com). He was providing “tidbits” from the annual Learning Trends conference. He said “Quiet on the e-Learning Brand: I realized that none of our main stage speakers and few of the breakout speakers used the word “e-Learning”. The discussions were clearly about leveraging technology for learning – from JCPenny using their cash registers to deliver video messages from the CEO to the Peace Corps using smart phones to display instructional videos in the field, but the “e-Learning” brand seems to be rapidly shrinking. Traditional branched CBT like modules seem to be growing mainly in the compliance arena, where more learner driven content formats are expanding in the performance arena. We have never seen more learning using technology for design, delivery or collaboration. But, the “e” is dropping away in the branding.”

This got my attention, because I’ve long been agitating for all of us to lose the “e”. Apart from the fact the “e-learning” has been imbued with some sort of mystery and special status, to my mind learning is learning. No-one makes a thing about instructor led training (ILT), unless they are competing against technology enabled learning. Read the rest…

By: Val Littlewood

So your company has invested in a learning solution. What should you expect from your learning provider?

Failure to plan is planning to fail.
—Unknown

All the preparation and groundwork completed during the initial stages of the consultation between your company and the learning provider will help to put in place a practical project plan for the successful implementation of the learning program.

Planning a customized e-learning program

a) Understanding the business context
The provider should take into account the strategic priorities of your business and create a customized learning pathway which is tailored to your unique training and skills requirements.

b) Appointing a project team
Your company and the learning provider should each designate members of a project team for ongoing liaison.

c) Setting program goals
The project team should set realistic goals. These will be measured and reviewed periodically once the learning strategy is implemented. Read the rest…

Interview with Nobahle Mali, Inside Sales Consultant, Laragh Skills

Nobahle has completed several e-learning courses and provides a learner’s perspective of the process.

Interviewer (I): Nobahle, what is your background in terms of education, previous jobs and experience?

Nobahle (N):  Circumstances prevented me from finishing High School. I worked in various restaurants and hotels, doing various fairly menial jobs. I then Joined Laragh Courseware as a cleaner.

I: Had you even been exposed to computers before joining Laragh?

N: No, my first experience with a computer was when I started doing stand-by reception work, and then I was promoted to my current position with Laragh Skills.

I: So it’s fair to say, you gained your computer skills by doing the online courses?

N: Yes

I: You have now done quite a few e-learning courses, covering desktop applications as well as business skills. What specifically do you like about learning this way?

N: Well, it’s very easy to access, and I find I really gain more knowledge and skills. I can redo anything I don’t understand – this is not an option with Instructor Led training (ILT). E-learning is always available for refresher training if I need it. I can do it as often as I like. Read the rest…

By: Paul Lawrence

Blended learning has been hailed in some quarters as having the potential to revolutionize training in the workplace.

Blended learning is frequently defined as a mixture of face-to-face instruction and computer-based instruction. Yet, that description is unhelpful at best and misleading at worst. A narrow interpretation of blended learning presents twin threats to the adoption of an effective workplace training strategy.

The first is from training providers who tack on added components to their preferred, primary format of learning delivery and pass off the repackaged result as ‘blended learning’. The second, arguably more counter productive interpretation, is the inclination by yet other providers to deploy the full functionality of integrated elearning including online resources, tools and courseware, combined with virtual online classrooms, forums and mentoring. This dazzling array of interactive learning options runs the greater risk of obscuring training imperatives and basic learning principles when there is no clear implementation plan. Read the rest…