September / October 2011

By Gail Dutton

Technology By Andrew B. Wolff, PhD, L&D Educational Methods Leader, PricewaterhouseCoopers

By Margery Weinstein Coming up with the latest and greatest learning curriculum for employees year after year can be overwhelming—especially if you work for a small or mid-size company with minimal resources. Fortunately, there is a burgeoning trend that three-time No. 1 Top 125er PwC is helping to “open” up. In creating PwC Open University, the professional services firm has opened up its vault of training materials, including 150 courses, a growing number of which are CPE accredited.

By Tim Hagen, President, Sales Progress

By Peter Post, Director, The Emily Post Institute It’s happened over and over again:

By Roy Saunderson, President, Recognition Management Institute Are we ready to train employees through iPods? Some organizations already do so with great success. Yet there are important principles to consider in getting mobile learning right. In the fast-moving world we live in, we stay connected through a growing number of mobile devices we’re glued at the hip to. Now imagine having training follow you around and be available whenever you are ready to learn.

By Bob Pike Which is more important to the training and performance professional: speaking or listening? Please…right now…before you read on…think of your answer in this moment…then write it down. Have you done that? I hope so. You’ll gain more from this article if you did.

By Tony O’Driscoll, Executive Director, Center for Technology, Entertainment, and Media (CTEM), Duke University’s Fuqua School of Business For the last 35 years, the training community has toiled tirelessly to better understand how to maximize human performance. During that time, we have learned a lot about what works—and what doesn’t—when it comes to leveraging human capital to drive business results.

By Neal Goodman, Ph.D., President, Global Dynamics, Inc. All too often, companies invest in the professional development of their workforce only to lose that investment after employees leave (or when they simply forget what they learned). According to Ernst & Young, 44 percent of employees are “poor or very poor” at transferring knowledge.