Here are 25 Learning & Development posts (excepting all of my posts of course) over the last year.
- 9 Free Tools to build better e-learning
- Top 10 Videos that inspire us to rethink the way we learn
- 13 Tips to help you record narration like a pro
- What training costs: Converting content from ILT to WBT
- Top 100 eLearning items: eLearning Technology
- The 10 Commandments for eLearning
- Learning Strategies that you can use
- eLearning is not the answer
- The Myth of “Best Practices”
- ADDIE is Dead! Long live ADDIE!
- 7 invaluable thoughts about Film Making that apply to Instructional Design too.
- Principles of eLearning
- 50 Practical Tips & Tricks to build better eLearning
- 10 online icebreakers
- 10 Strategies for Integrating Learning and Work (part 1)
- Learning for the 21st Century
- Top 50 Mobile Learning Resources
- 12 eLearning Predictions for 2009
- Free eLearning Events
- Why you want to use scenarios in your eLearning
- Social vs. Not - Pictorally
- How Long Does It Take to Develop One Hour of E-Learning-Updated for 200
- Jane Bozarth: Better than Bullet Points
- Top tips for managing an e-learning project
- 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.
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.
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.
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.
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.
An individual with a professional certification brings credibility and expertise to the organization. But when you look closer, you’ll see that a certified individual brings a package of multiple competencies to the table. These competencies are important both in terms of ability to the job as well as long term benefit to the organization. Many times, a professional certification brings both expressed and implied competencies to your organization. If you are looking to bring in more people with a special designation or if you are considering sending your brightest through the program, be sure to examine the expressed competencies and determine what competencies you can imply. The CFA designation will provide your organization with a long list of expressed and implied competencies. Let’s discuss those in detail so that you can determine if the CFA designation competencies match those of your organization.