The
linearity and causality implied within the taxonomy (for instance,
the assumption that passing a test at Level 2 will result in improved
job performance at Level 3) masks the reality of transferring
training into measurable results. Many factors enable — or hinder —
the transfer of training to on-the-job behavior change, including
support from supervisors, rewards for improved performance, culture
of the work unit, issues with procedures and paperwork, and political
concerns
Nuts and Bolts: How to Evaluate e-Learning by Jane Bozarth : Learning Solutions Magazine - 3 views
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Robert Brinkerhoff takes a systems view of evaluation of training, believing it should focus on sustained performance rather than attempting to isolate the training effort:
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learn best from the outliers
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Daily Kos: UPDATED: The HB Gary Email That Should Concern Us All - 0 views
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According to an embedded MS Word document found in one of the HBGary emails, it involves creating an army of sockpuppets, with sophisticated "persona management" software that allows a small team of only a few people to appear to be many, while keeping the personas from accidentally cross-contaminating each other. Then, to top it off, the team can actually automate some functions so one persona can appear to be an entire Brooks Brothers riot online.
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Using the assigned social media accounts we can automate the posting of content that is relevant to the persona.
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There are a variety of social media tricks we can use to add a level of realness to all fictitious personas
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