Learning Analysis and Design

Learning Analysis and Design

Whenever I hear a conversation about HR metrics as it relates to learning results, I want to first ask: How are you handling your analysis of the problem that implied you should use learning as the primary solution? And, if you did use a learning solution, how was your solution designed? Listen to a great conversation that Pat Sharp (a fellow Global Talent Advisor blogger) and I had about this very issue.

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With over 30 years involved in the business of learning, Gertrude Mandeville has had the opportunity to work with myriad of learners— health care professional, teachers, engineers, trucking, insurers, accountants and even traditional undergraduate – just to name a few. As a result, she has a unique perspective on the effectiveness of most existing learning models and how as learning professionals, traditional L&D must move from order takers to consultative role so we can begin to have influence on our organization’s future. This requires use of techniques such as visual planning and analysis that is efficient, effective and leads to optimal learning analytics – moving away from outdated analytics. In 1997, Ms. Mandeville launched TechComm Partners which incorporated in 2007 as TechComm Partners, Inc. In 2010, she began to re-brand the company as TCP Learning Powered by TechComm Partners, Inc.

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