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Dear Nikhil,
That's a good suggestion. We should integrate usage and learning to maximize the benefits. Consider the incremental difference in knowledge gained, which may not have occurred without these discussions. However, quantifying this impact could pose a challenge. I will begin with a small sample size.
Thank you once again!
From India, Mumbai
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That's a good suggestion. We should integrate usage and learning to maximize the benefits. Consider the incremental difference in knowledge gained, which may not have occurred without these discussions. However, quantifying this impact could pose a challenge. I will begin with a small sample size.
Thank you once again!
From India, Mumbai
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Dear (Cite Contribution),
Thank you for pointing this thread to me. As Tiffany Fairy rightly points out in the link that you gave above, definitions of these terms keep changing over time. Hence, I accessed and read the contents and other links given in that blog. For example, 10 Strategies for integrating learning and work at 10 Strategies for Integrating Learning and Work (part 2) « Performance X Design
As John Foster says in his contribution to the discussion in the above mentioned website, we need to consider learning at three levels: Individual, team, and organisation. In my opinion it is very difficult to vlidate social learning in an enterprise platform. Let me give a simple example from interactions with a person at CiteHR. Please see the comments by Purva (Catalyst777) at https://www.citehr.com/399630-mba-help.html
If Purva was a member of an organisation, how could the organisation measure the benefit accrued by Purva interacting with me through CiteHR and by email? Did only Purva gain benefit or did I gain, too? How could one measure the gain that I got? Would not my gain beneficial to other students who interact with me through CiteHR and thus contribute to the community? Even if only a handful of students emulate Purva and desist from buying assignments/projects would it not be of benefit?
Finally, how can one assess the benefit of social learning/community of practice meetings held once a month by like minded people in Kyoto, Japan. Please see https://www.citehr.com/398410-execut...details-2.html
Ay my wont, I have raised a lot of questions and given links to generate debate. I am sorry if I have not answered your question.
From United Kingdom
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Thank you for pointing this thread to me. As Tiffany Fairy rightly points out in the link that you gave above, definitions of these terms keep changing over time. Hence, I accessed and read the contents and other links given in that blog. For example, 10 Strategies for integrating learning and work at 10 Strategies for Integrating Learning and Work (part 2) « Performance X Design
As John Foster says in his contribution to the discussion in the above mentioned website, we need to consider learning at three levels: Individual, team, and organisation. In my opinion it is very difficult to vlidate social learning in an enterprise platform. Let me give a simple example from interactions with a person at CiteHR. Please see the comments by Purva (Catalyst777) at https://www.citehr.com/399630-mba-help.html
If Purva was a member of an organisation, how could the organisation measure the benefit accrued by Purva interacting with me through CiteHR and by email? Did only Purva gain benefit or did I gain, too? How could one measure the gain that I got? Would not my gain beneficial to other students who interact with me through CiteHR and thus contribute to the community? Even if only a handful of students emulate Purva and desist from buying assignments/projects would it not be of benefit?
Finally, how can one assess the benefit of social learning/community of practice meetings held once a month by like minded people in Kyoto, Japan. Please see https://www.citehr.com/398410-execut...details-2.html
Ay my wont, I have raised a lot of questions and given links to generate debate. I am sorry if I have not answered your question.
From United Kingdom
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Dear (Cite Contribution),
Greetings.
Traditionally, we discuss the ROI mostly towards the “financial” benefits.
Today, business leaders and technologists also consider ROI as the “non financial” benefits of investments.
Financial Benefits include impacts on the organization's budget and finances, e.g., cost reductions or revenue increases.
Non Financial Benefits include impacts on operations or mission performance and results, e.g., improved customer satisfaction, better information, shorter cycle-time. Investing on training soft-skills is a great new initiative.
After reading your thread a new paradigm meaning can be given to ROI as Return On Initiatives.
Thank you for your 'initiative'.
Regards
AVS
From India, Madras
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Greetings.
Traditionally, we discuss the ROI mostly towards the “financial” benefits.
Today, business leaders and technologists also consider ROI as the “non financial” benefits of investments.
Financial Benefits include impacts on the organization's budget and finances, e.g., cost reductions or revenue increases.
Non Financial Benefits include impacts on operations or mission performance and results, e.g., improved customer satisfaction, better information, shorter cycle-time. Investing on training soft-skills is a great new initiative.
After reading your thread a new paradigm meaning can be given to ROI as Return On Initiatives.
Thank you for your 'initiative'.
Regards
AVS
From India, Madras
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In my experience, programs that cannot show any return in a work (or even life outside of work) situation feel like a waste of our time. The trouble is that too many people think ROI is only a financial measure. Ask yourself, what return are we gaining from taking our valuable time to do this? I define social learning as "Participating with others to make sense of new ideas."
When participating with others--learning together--the return almost always comes in the form of feeling better about our colleagues and increasing what we know and can do as a group. So rarely today can any one person alone know enough to meet the needs of the people who we serve. Does that have a financial payoff? Yes! It also often increases morale, our feelings about our workplace and our colleagues, which decreases turnover costs...another financial return that comes from a non-financial return.
Then there is an increase in knowledge from learning socially. In my experience that's usually
From United States, Staunton
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When participating with others--learning together--the return almost always comes in the form of feeling better about our colleagues and increasing what we know and can do as a group. So rarely today can any one person alone know enough to meet the needs of the people who we serve. Does that have a financial payoff? Yes! It also often increases morale, our feelings about our workplace and our colleagues, which decreases turnover costs...another financial return that comes from a non-financial return.
Then there is an increase in knowledge from learning socially. In my experience that's usually
From United States, Staunton
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