This statement highlights the need to assign a numeric or dollar amount to the learning and development outcome. Is this entirely fair? Should other more intangible factors also be taken into consideration? Just because someone might not gain a huge increase in pay does not mean they don't experience increased confidence, happiness, performance overall which still benefits the individual and the organization.

While I certainly agree that online learning tools are effective at mounting, monitoring, and providing questioning to online learners - is it actually effective at teaching the content? There is something to be said for the different types of learning preference styles (visual, auditory, kinesthetic) and I personally hate staring at a computer screen to learn content (I will even go out of my way to buy a paper copy of a book if I can). Do you think learning styles should be taken into account and attempt to include aspects from all types?

In another principle earlier this semester, we learned that learning and development can be effective at solving certain needs and one of the conditions was that learners would need to be motivated to learn. Do you think that this principle could connect with the idea that transformation can be painful in the sense that it may act to mediate this relationship? More simply put, do you think that the more motivated learners are, the less painful transformation will be and the easier time they will have at transforming existing assumptions?

It was previously mentioned that Blackboard was not a great option for the anecdotal notes as it was not designed to be used that way. In the end it ended up being rather awkward and convoluted for people to use. If it was such a negative experience for them to use the old alternative, why do you think it was so hard for them to switch to the new alternative? If the old alternative worked well for them and the organization simply wanted to move to newer software or something of that sort, I could understand how it might be difficult to transition but it sounds like no one was ever very happy with the old "solution."

This section makes it sound like learning and development is an entirely voluntary process. Would you agree that this should be voluntary for all employees? Of course employees should be allowed to sign up if they wish of their accord but, for example, would it also be effective to keep a knowledge and skills inventory of all employees so that when a learning and development solution is to be implemented, it is easy to identify which employees already have the knowledge/skills and which employees still need to develop them?