Well it is really then end of another year, being 24th December and all. From today I will be taking a break until 3rd Jan, our holiday house has no telecommunications, besides a basic GSM mobile network (not even GPRS), which is fantastic as it forces you to take a break.
Happy Christmas everyone and see you all in the new year.
Interesting item from NetDimenions, a Hong Kong based LMS vendor who has a blog.
The item was written by a guest author to their blog, Harold Jarche. Harold touches on some of the same topics as I have been thinking about recently.
Being an aussie guy, who has been known to enjoy a beer or two I hope it is not too late to ask Santa for a new esky.
Maybe we need a few of these in Australia?
It has taken me about a week to get around to reading this item on elearning by Amy Gahran (from EducationNiche). What struck me about it is Amy is almost talk about a sophisticated RSS environment for learning objects.
I have been thinking of how can we use RSS feeds to deliver learning content to users as required, maybe not even part of a traditional learning program just ad-hoc. For example I might subscribe to a feed on “Acme Sales Strategy” and then on an ad-hoc basis as content is created it would be delivered to me via the RSS feed. Integrated into the employee’s day to day desktop we would be getting close to Amy’s example:-
Getting a fast, clear, relevant overview of the new information, context about how it relates to things she already knows or does, and realistic interactive practice in finding and using the new information on demand.
Adding to this the ability to deliver podcast sessions for additional learning maybe interviews with successful sales people or discussions with the head of sales about our philosophy.
The thing with using RSS and such technology is if the content is not useful employees will unsubscribe giving the content developers a great feedback loop, it is useful more people will subscribe.
Ok, maybe she got them from Dr John, but I like her take on them.
In the spirit of “eat your own dog food” ask your most recent Gen Y recruit’s what they thought of your process. See how many of the 17 they talk about. Then change your process.
Another interesting piece of info from G’Day World on PowerPoints and Wiki spots in Australia. Mitch Denny on the back of Cameron’s rant (?) has started a Wiki to collect this information, if you know of any update the list.
Updated: Just realised the URL to Don’t Panic was buggered.
Caught up with Mick Stanic aka SplaTT for coffee @ Starbucks in Darling Harbour, first blogger I have met in person. If you don’t know Mick is one half of the G’Day World podcast.
I should of blogged about this yesterday, before he was on DSC and BBC now I just look like a groupie!
We chatted about lots of things, one common theme was how effective blogs are as a networking tool. Mick told me about his experiences in the US in Feb, where he found the contacts he had made online made his trip more than it already was.
Now looking down the barrell of some very new experiences within a new organisation I am starting to put together thoughts on how these tools might help me to become more effective in the new role. I will post more on this later.
After many weeks of interviews, tests and a lot of hard thinking I have quit my job. I will be joining WMC in late January, based in Melbourne. For our oversea’s reader’s Melbourne is about just over 1 hour’s flight south of Sydney.
I will no longer be working for a software vendor, back into the corporate world. My role will be to develop and implement strategies for people systems.
Over the next month or so we will be packing everything (once again) into boxes and going south.
This morning I have been reading an item written by Dr John Sullivan for Workforce and I agree with him to a point and this just could be a cultural difference (Australia v US) but I don’t know. If also could be because my brain is not thinking straight after spending most of last night awake with our sick son.
John’s final paragraph is right on the money:-
If your goal is to increase your company’s people productivity through the
effective use of human resources tools and strategies, it’s time to change the
DNA of human resources. It’s time to change human resources so that it focuses
on top performers and ensures that it spends most of its time and budget on
high-ROI activities. In brief, it’s time for human resources to become a profit
But I am not sure we need to be as cut throat and hard core as he is saying. Human resources is just that managing the human assets of the organisation for help facilitate a return on shareholder value. Humans are an asset and if they are not looked after they tend to “breakdown” in the same way as plant and technology.
Just don’t get me wrong we cannot continually protect poor performers and expect the organisation to be profitable in the long term. I feel there needs to be a balance and we need to support our top performers at least as well, if not better than the poor performers.
I think I will re-read this item after a good night sleep and see if is clearer.