Let’s start with a silly question: why should organizations invest time and money (resources) in their individual employees’ learning? Well, the assumption is that this learning helps facilitate change and innovation so that the organization sustains a competitive advantage (see for example, Ropes & Thölke, 2010). Simply stated, the idea(l) is that individual learning leads to: a) improved organizational learning and b) higher individual performance which together positively impact organizational performance (1).
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