Some of the steam has gone out of e-learning. Organizations have experienced problems with technology, variable content, poor course take-up and even greater drop-out. The problem is that what appeals to the organization, a mass training and development medium that can be used to train everyone at once, is at odds with - or at least ignorant of - t
Some of the steam has gone out of e-learning. Organizations have experienced problems with technology, variable content, poor course take-up and even greater drop-out. The problem is that what appeals to the organization, a mass training and development medium that can be used to train everyone at once, is at odds with - or at least ignorant of - tHinweis: Dieser Artikel kann nur an eine deutsche Lieferadresse ausgeliefert werden.
Howard Hills has been applying technology to learning since 1972 in a career that has spanned banking, training consultancy, defence research, aerospace, nuclear industries, naval service and project management. He now provides coaching and training for internal training teams in e-learning, its design, development, implementation and benefit extraction. Howard is author of Gower's Team-Based Learning and applies the principles in this book with work teams to improve their performance. He is an MBTIâ¿EUR¿¢ practitioner and has carried out extensive research into the relationship between personality and learning.
Inhaltsangabe
List of Figures List of Tables 1. Perspectives on Learning 2. Internet Growth and the Impact on Learning 3. The Case Against e-Learning 4. Observing Learners 5. Personality and Learning 6. Using Personality in e-Learning Choices 7. From Theory to Practice References and Other Reading Index
List of Figures List of Tables 1. Perspectives on Learning 2. Internet Growth and the Impact on Learning 3. The Case Against e-Learning 4. Observing Learners 5. Personality and Learning 6. Using Personality in e-Learning Choices 7. From Theory to Practice References and Other Reading Index
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