Dear Readers,

As the year comes to a close, one cannot help but look forward optimistically to 2007 plans and beyond.

Training, as a profession, is vital to every organization. It is where people, technology, strategy, leadership, content and purpose all intersect.

The articles selected for this month’s issue provides some fresh ideas and perspectives on how to blend an organization’s training and learning needs with new ways to not only create and deliver training – but sustain its value to the organization for the long term.

After all, it is not enough to run training like a business; training has to be run for the business.

Learning Strategy Master Plan
By Mark Harrison

Once you have achieved effective and efficient alignment, the job is only half finished. There are many instances in which organizations have built up a highly responsive and effective learning and development operation only to take their eye off the ball. This can happen through complacency, or more often, because it was reliant on a limited number of key players making it all work. The key is to build in sustainability into the whole learning and development infrastructure. 

In this, the final of four Insight Briefings, we look at the main characteristics (identified by ASTD) that are consistently present in the most successful learning organizations. Learn More

Creating Interactive, Engaging and Effective E-Learning Through Patterns
By Prashanth Prabu

The popularity of e-learning courses continues to grow as companies seek solutions to provide quality training to an increasingly dispersed workforce. Many chief learning officers cite e-learning as a cost-efficient solution for employee education, and while the cost savings are apparent through reductions in expenses — ranging from travel to testing supplies — many organizations also are realizing that the creation of an interactive, engaging and effective e-learning experience can be time-intensive and expensive.
 Learn More 

On Demand is in Demand: Using Technology to Train 
By Margery Weinstein

While you may fancy yourself a training superhero, ready to swoop down and save your workers in their hour of need, you may want to consider on-demand learning as an alternative to becoming omnipresent. Getting answers to your questions right when you have them is ideal, and it's more important now than it's ever been that solutions be readily available. Learn More 

Establishing an Effective Cross-Cultural Training Program and Measuring the Benefits
By John G. Schieman
 
We live in an age of globalization. Corporations are outsourcing manufacturing and services around the world to wherever it makes sound economic sense. Fortune 500 companies increasingly rely on international teams to "get the job done." Many of these teams are virtual, with members never meeting face-to-face, making it extremely difficult to establish relationships and build trust.   Learn More

Keeping a Staff Motivated Through Training and Development
By Jeffrey L. Bodimer

When you think about training, you think about the reasons why you train someone. Those reasons can range from a new-hire needing training on how the department and/or company operates, to introducing a new concept to a workgroup or a new computer system. Whatever the reason for conducting a training session, it is important for a company to develop a comprehensive, ongoing and consistent training program. This training program will be essential in keeping your staff motivated about learning new concepts and keeping your department profitable.  Learn More

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