Author: Mark Salisbury
iLearning stands for innovative learning, not to be confused with eLearning. Perhaps the "i" dates the book. It was published in 2009. If my memory serves me right, there was a time (after the iPod I suspect) when everything cool had to start with an "i".
This is perhaps the most thorough attempt at merging the HR and L&D tradition with Knowledge Management and Organizational Learning, a clear attempt to innovate. At the same time, it heavily relies on or is built around a very process oriented approach that leaves little freedom to the learner. It is directed at HR and training professionals.
What I would want to see is HR/Training departments that allow and promote more independent and flexible learning approaches for individual employees, helping employees to develop Individual Learning Plans that fit within a broader Personal Knowledge Management strategy. The capacity of individuals to think in terms of their own personal knowledge base and how to develop and nurture that knowledge base would serve as the springboard for improved knowledge flows within teams and at the organizational level. I'm convinced it's that gap, that missing element of KM and Organizational Learning strategies, that would make the most difference if it were to be tackled more effectively.
- Articulate the differences (if any) and connections between Personal Learning Environments, Individual Learning Plans and Personal Knowledge Management.
- Develop an approach for integrating a knowledge dimension (seeking, articulating and sharing) in individual performance evaluations.
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