Archive for skill development

upcoming industry conferences and events 2009-2010

Posted in Uncategorized with tags , , , , , , , , , , , , , , , , , on February 18, 2009 by ruyoung

Bridging the Gap: Serious Games to Game-Based Learning
Feb 19, 2009
Toronto, ON, Canada

Campus Crisis Simulation: Improving Campus-Wide Response to an Emergency
Feb 25-27, 2009
Irvine, CA, USA

Hybrid Learning: Instructional and Institutional Implementation
Feb 27,2009
ONLINE WEBCAST

Faculty Development in Blended/Online Learning
Mar 2-4,2009
Denver, CO, USA

Financial Information for Continuing Education Decision-Making
Mar 9, 2009
ONLINE WEBCAST

E-learning and language…the spirit of the age
Mar 14-15, 2009
Cairo, Egypt

Game Based Learning
Mar 19-20, 2009
London, London, United Kingdom

Globally Competitive Education – the need for enlightened leadership and system
Apr 2-4, 2009
Jabalpur, India

Language Education Today: between Theory and practice
May 8-9, 2009
Timisoara, Romania

Community Engagement and Service: The Third Mission of Universities
May 18-20, 2009
Vancouver, BC, Canada

The Creative Skills Training Council Internationale 2009
May 26-29, 2009
Melacca, Malaysia

Educating Youth for Citizenship: East and West
Jun 1-3, 2009
Beijing, China

European College Teaching & Learning Conference
Jun 8-11, 2009
Prague, Czech Republic

EEEL 2009 – International Conference on e-Education and e-Learning
Jun 24, 2009
Paris, France

EDULEARN09 (International Conference on Education and New Learning Technologies)
Jul 6-8, 2009
Barcelona, Spain

EC-TEL 09- Fourth European Conference on Technology Enhanced Learning
Sep 29-Oct 2, 2009
Cannes, France

Global Education Network (GEN) Conference
Oct 8-10,2009
San Diego, CA, USA

Edge 2009: Inspiration and Innovation in Teacher education
Oct 14-16, 2009
St. John’s, NF, Canada

mLearn 2009 – 8th World Conference on Mobile and Contextual Learning
Oct 26-30, 2009
Orlando, FL, USA

2nd Paris International Conference on Education, Economy and Society
Jul 21-24, 2010
Paris, France

Advertisements

training and development in a recession

Posted in Uncategorized with tags , , , , , on January 28, 2009 by ruyoung

in the midst of downsizing, layoffs, and stimulus packages the training industry needs a reminder of just how crucial the right kind of training is necessary to survive the current downturned economy.

the canadian management centre will host a free webcast titled training and development in a recession: what smart organizations do to survive in challenging times. 12:00pm to 1:00pm est.

the free webcast, promising prescriptive wisdom and proactive actions, will focus on:

  • Results of AMA and Ken Blanchard Company research on the effects of downsizing and the impact of training upon organization performance
  • “non-negotiable” skills/competencies that are critical to organization survival
  • Key insights into successfully managing through difficult change
  • Justifications for increased spending on training in lean times

though this is free, registration is required.

training a large portion of federal budget

Posted in Uncategorized with tags , , , , , on January 27, 2009 by ruyoung

the canadian federal budget was tabled by jim flaherty today. between training and employment insurance there is about $1.8billion earmarked, laid out as:

Enhancing the Availability of Training

Budget 2009 will create more and better opportunities for Canadian workers through skills development by:

  • Increasing funding for training delivered through the Employment Insurance program by $1 billion over two years.
  • Investing $500 million over two years in a Strategic Training and Transition Fund to support the particular needs of individuals who do not qualify for EI training, such as the self-employed or those who have been out of work for a prolonged period of time.
  • Providing $55 million over two years to help young Canadians find summer jobs.
  • Supporting older workers and their families with an additional $60 million over three years for the Targeted Initiative for Older Workers and expanding it to include workers in small cities.
  • Responding to skilled labour shortages with $40 million a year to launch the $2,000 Apprenticeship Completion Grant.
  • Providing $50 million over two years for a national foreign credential recognition framework in partnership with provinces and territories.
  • Investing an additional $100 million over three years in the Aboriginal Skills and Employment Partnership (ASEP) initiative, expected to support the creation of 6,000 jobs for Aboriginal Canadians.
  • Investing $75 million in a two-year Aboriginal Skills and Training Strategic Investment Fund.

now, the majority of that is for EI, which i won’t deny is necessary, however, they only program in this list that isn’t exactly new is the strategic training and transition fund. this is key so that self employed individuals and others who do not qualify for EI can get some support, and $500million is a fair chunk of change.

the entirety of budget has come under scrutiny by the members of the pending coalition government. the next few weeks will be key to whether this funding for training and small businesses will surface in time to make a difference in our economic slump – or at least a difference that doesn’t leave very deep scars.

comparing adult learners in knowledge-based economies

Posted in Uncategorized with tags , , , , , , , , on July 8, 2008 by ruyoung

a report from statistics canda contemplates the findings of a study of adult learners between canada, united states, norway, and switzerland.

each country reported nearly or more than 50% of the adult population enrolment in organised forms of adult learning during the year preceding the interview. most said it was for job-related reasons and a very small percentage had been engaged in adult learning for personal reasons.

“The dominance of work-related reasons for participating remains unchanged over a person’s entire working life. It is notable, for example, that close to 90% of Canadians with job tenure of more than 21 years who reported participating in an organized form of adult learning in 2002 did so for job-related reasons, a percentage that is similar to employees who had been in the job for between one and five years.

These results suggest that a large proportion of Canadians are active participants in what is now commonly referred to as the ‘knowledge-based economy’ and are ready to upgrade their skills in order to improve and/or maintain their prospects in the labour market. At the same time, it is becoming rare for Canadian adults to engage in organized learning activities primarily for personal reasons or study for the sake of study.”

it is also worth noting that more than 50% of interviewed learners from all four countries reported that they received financial support from their employer, however learners from the european countries were more still likely to engage in education and training even when unemployed compared to the north american learners interviewed.
graph
the report also contemplates the impact of job and workplace characteristics on adult learning as well as skills match-mismatch and participation in adult learning, but concludes that “it is worth noting that employer support for training favours high-skill workers in jobs with high skill requirements. That raises the question, then, of how best to create education and training opportunities for those in need of skills upgrading.”

the value of learning

Posted in Uncategorized with tags , , , on January 29, 2008 by ruyoung

sometimes someone else writes it precisely the way i would have like to write it myself. this is true in the case of today’s t+d blog entry, the value of learning, so i’ll just copy and paste:

According to the USA Today, the U.S. economy has taken over as the chief concern of Americans, overtaking the war in Iraq. And for that reason, the strategic value of workplace learning is growing in importance.

The slumping economy is forcing companies to find ways to get more out of their employees, and to do that, companies must place a high value on performance and learning. High-performing companies develop their own talent through training and skill development. What better way to show the true value of learning than to develop future leaders within your workforce, link learning to the company’s business strategy, and drive performance to a higher level.

So, do you have an effective performance management process in place? Does it prove valuable to C-level executives?

The economy is forcing companies to make changes quickly. Don’t wait until it’s too late to make your employees high-performing workers.

well said.