“Character is what you have left when you’ve lost everything you can lose.“

Here are 25 Learning & Development posts (excepting all of my posts of course) over the last year.

1. 9 Free Tools to build better e-learning
2. Top 10 Videos that inspire us to rethink the way we learn
3. 13 Tips to help you record narration like a pro
4. What training costs: Converting content from ILT to WBT
5. Top 100 eLearning items: eLearning Technology
6. The 10 Commandments for eLearning
7. Learning Strategies that you can use
8. eLearning is not the answer
9. The Myth of “Best Practices”
10. ADDIE is Dead!  Long live ADDIE!
11. 7 invaluable thoughts about Film Making that apply to Instructional Design too.
12. Principles of eLearning
13. 50 Practical Tips & Tricks to build better eLearning
14. 10 online icebreakers
15. 10 Strategies for Integrating Learning and Work (part 1)
16. Learning for the 21st Century
17. Top 50 Mobile Learning Resources
18. 12 eLearning Predictions for 2009
19. Free eLearning Events
20. Why you want to use scenarios in your eLearning
21. Social vs. Not - Pictorally
22. How Long Does It Take to Develop One Hour of E-Learning-Updated for 200
23. Jane Bozarth: Better than Bullet Points
24. Top tips for managing an e-learning project
25. The Standalone LMS is Dead

There are many more, but these 25 impacted my view of eLearning and hopefully will influence yours.

It’s important to examine the competencies you would like to see in your organization and compare them to the competencies that a professional certificate holder can bring. But when we analyze competencies, we need to look at both expressed and implied competencies. The expressed competencies are those that are stated in the program, and may be technical or functional in nature. The implied competencies are the ones that are not stated by the program and take some inference to determine. In other words, these are the competencies that the certificate holder will most likely have because he or she went through the program successfully. Also keep in mind that you’ll want to look for competencies that are not only technical and functional, but also related to leadership and management.

The PRM certification brings numerous expressed competencies to your organization’s collective table. The successful completion of the program means that a person is well versed in risk management theory as well as practice, through the mathematics of risk management. The certificate holder must also have the ability to apply theoretical knowledge, as the exam tests application of knowledge, conduct, and ethics through case studies. The expressed competencies in the PRM program are mainly technical and functional in nature. Continue reading this post…

It’s very difficult to ensure that the individuals you hire into your organization have a recognized standard of knowledge, experience, and competency. You can certify internally, but this type of program does not have much meaning outside of your organization. That’s why it’s necessary to look for external certification sources. And in the case of risk management, the three certifications are highly visible, recognized, and set standards that will most likely improve your organization. Let’s look at how the PRM, FRM, and ERP standards look, and then discuss how those standards might impact your organization.

First, the Professional Risk Manager certification from PRMIA seems to have a high level of recognition throughout the industry. PRMIA defines its certification as the “benchmark” in global risk management. To begin with, the organization gives partial credit toward certification if you hold another designation, such as Actuarial Fellow, Actuarial Associate, or Chartered Financial Analyst (CFA), to name a few. Continue reading this post…

Becoming a certified professional in any field can be a rigorous process. Some designations require classroom study and preparation, while others simply require that a designee pass an exam based on his or her knowledge. Curriculum is also important, but also based on the field. If the field is a dynamic one, such as the financial industry, then a curriculum should be dynamic to match the field. In terms of the risk management certifications, both PRMIA and GARP offer self study programs, designed to be “at pace” with the individual. But both organizations offer examinations that are rigorous and that will test the ability and knowledge of the candidate.

The PRM program is comprised of four exams. As we discussed, PRMIA does not require that a candidate take all four exams at one time, nor does the organization require that the exams be taken in a specific order. PRM Exam I covers theory related to finance, as well as financial instruments and markets. In Exam II, the candidate will need to understand the mathematics that accompanies risk measurement. Exam III is a test of common practices in the risk management filed, and exam IV covers professional standards, conduct, ethics, and bylaws as set by PRMIA. Continue reading this post…

Professional certifications are important to both the individuals that obtain them as well as the organizations in which those individuals work. In the financial field, personnel involved in risk management can obtain several important certifications from two major international groups. In today’s uncertain financial environment, professional certifications can go a long way to calm investors and regulators, as well as restore faith in the financial system in general.
Continue reading this post…

There are numerous benefits to both the organization and the individual in relation to the CFA designation. We have discussed many of these benefits, but let’s take a look at the benefits that the organization can gain and utilize if you are looking to bring in CFA charterholders. Keep in mind that you may also be considering moving some of your existing associates through the CFA designation, so all of the organizational benefits we are discussing would apply in either situation.

First, let’s examine the overall organizational benefit, the level playing field. Every organization looks for this leveling in terms of departments or individuals. Where it’s applicable, the CFA designation serves as a “leveler”. For example, you may place the designation as a preference in hiring. As other associates begin to leave the applicable areas, the new hires with CFA designations will take their places. Continue reading this post…