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In the field of education in China, a large number of learning management systems have been deployed, in which vast amounts of data on learners and learning processes have been stored. How can one make use of these data? How can one transform the data into information and knowledge that inform decision-making in teaching and optimize learning? These questions have become a matter of concern for educators and learners. Learning analytics helps to unlock the value of the learning process data, so that the data can become an important basis for prudent decisions and process optimization. 'Learning analytics' was listed in the 2013 NMC Horizon Report as one of the emerging technologies that will have a great impact on learning, teaching and innovative research in higher education in two to three years. The report notes that learning analytics aims to decipher trends and patterns in the teaching and learning process from educational big data. In this paper, an online course on the Moodle platform is used for the research. The study examines reflection on online teaching and learning based on massive records of the learning process from the perspective of a tutor employing learning analytics. It is a brand new form of reflection on teaching and learning. The analysis of interactive course forums can help tutors to focus on key teaching and learning activities, and achieve more accurate analysis than with conventional face-to-face teaching activities. The research indicates that learning analytics is effective in supporting tutor reflection on interactive online teaching and learning.

This paper focuses on the integration of the learning objects and knowledge map as the learning sequence suggestion in the mobile learning environment and explains the technologies involved, the applications and the issues of usability, accessibility, evaluation and effectiveness. Mobile learning has open up new path for learning support and opportunities to reach wider audience (learner) for education. This research focuses on using the knowledge map to store the characteristics of each learning object via concept schemas and represent the corresponding learning accessibility in the mobile learning environment. The proposed architecture provides a medium for the learning accessibility of learners through mobile applications and wireless portable devices such as smart phones, PDAs and tablet PCs. The approach using the combination of "touch" and "observe" spatial learning objects provides an intelligent solution to creating, sharing and improving the efficiency of mobile learning. The proposed mobile learning environment architecture consists of knowledge map components mainly, navigation, concept schemas and learning object path. By using these knowledge structures, this study may enhance and enrich the concept and activity of adaptive learning in different individuals and communities. The spatial knowledge map constructed was useful in identifying the characteristics of the learning objects (e.g., learning object 1: lesson with navigating sentences, learning object 2: lesson with navigating sentence and code explanation, etc) and automatically matches the most appropriate learning contentand path suitable for learners. The architecture of the platform discussed in this study using the learning objects approach and knowledge map would facilitate a more widespread use of mobile learning, including courses or modules delivery of individualised learning path and learning style analysis.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Individual and organizational contributions help firms become learning organizations. Desired outcomes can be achieved through a focus on developing self-directed learning among employees and ensuring that important structures are in place, along with encouragement and guidance from leaders.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

A study of 285 employees in Dubai’s retail sector has shown how SHRM practices – talent acquisition, learning and development, and developmental pay - have a positive association with learning orientation. Meanwhile, the study also revealed that learning and development, and performance appraisal have a positive association with employees’ learning competence.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

As universities find new ways of implementing professional development programs (PDPs), very few scholarly studies have examined how teachers could advance their knowledge and skills through PDPs that are developed based on nonformal learning approaches. To address this knowledge gap, the current study examines how PDPs could be facilitated using nonformal learning approaches to enhance the current and future professional practice of teachers in a South African University.

Data for the current study were gathered using semistructured face-to-face interviews among 28 teachers who were purposively sampled from the university. The interview data gathered were analyzed using thematic analysis.

The four themes that emerged from the narrative data analyzed were: developing teacher professional practice through diverse nonformal learning arrangements; challenges associated with PDPs that are designed using nonformal learning arrangements; teacher rationale for participating in PDPs that follow nonformal learning arrangements and; the role of leadership in professional development. The findings reveal that nonformal approaches are used widely in the professional development of teachers and teachers have diverse reasons for joining PDPs. Further, leadership also plays a major role in the professional development of teachers.

When HEIs use nonformal learning approaches to facilitate PDPs, they could 1) enable teachers to easily transfer the knowledge they acquire from the PDPs to the teaching and learning setting and 2) create a situated learning environment where experienced teachers and other experts support the professional development of young teachers.

This paper presents original ideas on how nonformal learning approaches could be used to facilitate PDPs and to enhance the professional practice of teachers in HEIs.

The purpose of this paper is to inform readers about the use of gamification and active learning as effective learning methods, particularly in hybrid, diverse and global organisations.

This study takes an advisory approach based upon experienced delivery of blended learning and gamification in an human resources (HR), training and development environment.

The introduction of gamification and blended learning is like any other method of development. It is only as good as the planning. Gamification as a novel way of learning will not last the distance without setting objectives, planning how to reach them, evaluation and ongoing support for behavioural change.

To the best of the authors’ knowledge, this paper is the viewpoint of the author and has not been published elsewhere.

This viewpoint paper aims to explore the adoption of artificial intelligence (AI) in personalized learning for employees and its potential, challenges and ethical consideration to transform the landscape of employee’s performance improvement.

A review of relevant research papers, articles and case studies is done to highlight developments in research and practice.

Personalised learning powered by AI will transform employee education and training as AI evolves, helping individuals and organisations succeed in an ever-changing, knowledge-driven world. Concerns like data privacy, algorithmic bias and human engagement must be addressed to achieve ethical and fair implementation.

This paper discusses the overall influence of AI adoption on personalised learning for employees. It examines how AI technologies have the ability to disrupt traditional learning methodologies, modify organisational learning cultures and encourage an environment that fosters ongoing learning and innovation.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

This research paper uncovers the workplace learning experiences of Sri Lankan knowledge process outsourcing employees. Types of workplace learning embraced in by people with different characteristics, like tenure and age, were examined too. People with longer tenure engaged significantly in all forms of workplace learning: organization-wide learning, individual learning and learning from colleagues and leaders. Yet older employees reported learning less from colleagues and leaders, and did less self-initiated learning. Overall, improving the neglected arena of self-directed learning is where HR teams can add innovation value. The most common learning stream the respondents used was formal learning activity.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Peer groups have been established as one of the best tools for leadership learning for family business leaders. However, these groups remain underutilized because business leaders disengage and voluntarily create turnover from these groups. This study explores the perceptions of family business leaders concerning the usefulness, growth opportunities, and equity within peer learning groups to determine what factors impact retention in these groups.

Two surveys were administered to 321 family business owners and leaders through three large family business centers in different regions of the United States. Leaders were grouped into those who left versus those who remained in a peer learning group. Data were collected about their learning experiences and why they remained or voluntarily left a group.

Lack of equity was found to be the main determinant of turnover in peer learning groups. Peer learning groups need to consist of business owners along the same trajectory, career stage, and in similar stages of growing a family business in order to equally contribute to the group’s learning. Business leaders who are in peer learning groups they report as being equal also report that their groups are more helpful, trustworthy and create better-quality learning experiences.

Peer groups are important for peer-to-peer learning and continued education for family business leaders. Having a group of peers whom have dealt with similar issues can help business leaders overcome problems successfully. However, little research exists that examines what factors make these peer groups successful.

The intent of this paper is in readdressing Kolb’s work on learning styles and its relevance to the learning design process in online learning.

Not a research paper – viewpoint. No research has been conducted as such.

This paper introduces a number of learning design interventions aligned to Kolb’s learning styles inventory (LSI).

This paper is designed to assist practitioners (Learning Designers) design learning environments in consideration of Kolb’s LSI.

This is a viewpoint paper that revisits Kolb’s LSI.