Training vs Talent Development-What's your take?

I have been giving some thought to talent development and wondering whether we place too narrow a focus when we talk only about training and development without the bigger picture of talent management. Share your thoughts on this article in the Huffington post on Talent Development
http://huff.to/1jtOoQl

Is ADDIE Worthless? Some further thoughts....

Source: ADDIE Must Die!

by David Grebow and Sue Fry

http://bit.ly/1QF0ILI

I haven't posted for quite some time but have been looking at some of your posts on the topic " Is ADDIE Worthless" and as I reflected on some of the contributions I started searching online for other discussions and blog postings on the topic. I came across this interesting one by Eric Lodor which asks the question Is ADDIE Dead?

You should also take a read of  the blog by David Grebow and Sue Fry ADDIE Must Die! 
Share your insights on the views of these authors as they relate to the topic Is ADDIE Worthless? You should also see to what extent what is being said is reflected in your experience developing a training intervention using ADDIE.

Universities should educate – employers should train : Share your Thoughts

"Our economic health depends on the critical thinkers our universities are graduating. The next generation of leaders in our knowledge-based economy will emerge from these institutions and can only truly be great if employers understand and value a university degree as a broad education, not specific skills training."Blouw, M. 2013

The above quote is taken from an article which looks at training and education and whether the role of training should be the responsibility of the employer while Universities should be expected to provide education. This is a continuation of the discussion on whose responsibility is training and what should be the role of the university. Also where does the learning organization fit in this scenario? Read the article at http://www.theglobeandmail.com/commentary/universities-should-educate-employers-should-train/article14078938/?goback=.gde_2774663_member_273013244#!
and share your views on whose responsibility is training?

Education, Training and Development (ETD): Global Trends

"Training is one of the most important functions in any organisation. You may have brilliant systems and technology in place, but if your employees are incompetent there is little hope for your company," writes Marius Meyer.  In the article Global Trends in Training and Development, Meyer makes the point that there is now more focus on ETD and there are identifiable trends and developments. Read Meyer's points at http://www.humancapitalreview.org/content/default.asp?Article_ID=29&ArticlePage_ID=54&cntPage=2
When you consider the points made by Meyer, are these really new global trends or just different ways of expressing things that have been happening for years? Share your views on this blog as you consider the points made by Meyer.

Is ADDIE worthless?

Source: http://favim.com/image/339524/

In ID circles there has been continuous discussion about the value of ADDIE, about whether it is a model or a framework and generally whether it is useful when designing learning. I see ADDIE as a framework or scaffolding which helps support the design and development of  teaching and learning. It is presented in a linear fashion but in practical terms it is never really implemented in a linear fashion. The following link gives an interesting perspective on ADDIE. I would be interested in hearing your comments in response to the information in the link:
http://elearningroadtrip.typepad.com/elearning_roadtrip/2009/08/what-is-it-about-addie-that-makes-people-so-cranky.html

Is Yours a Learning Organization?

"Organizational research over the past two decades has revealed three broad factors that are essential for organizational learning and adaptability: a supportive learning environment, concrete learning processes and practices, and leadership behavior that provides reinforcement. We refer to these as the building blocks of the learning organization. Each block and its discrete subcomponents, though vital to the whole, are independent and can be measured separately. This degree of granular analysis has not been previously available" This quotation was taken from the article "Is Yours a Learning Organization" available at http://hbr.org/2008/03/is-yours-a-learning-organization/ar/1.

This suggests that there must be some level of synergy between the three factors identified. Does this mean that the organization lacking one of the elements identified cannot be a learning organization? Are these the only factors that are essential to learning and adaptability? What about cultural factors, issues such as globalization? Post your views on the requirements for a learning organization and reflect on your own organization and any characteristics which contribute to it being a learning organization.