What Does the L&D CrystalBall Reveal?
人力资源的水晶球是怎么说的？
作者：Kirkpatrick Partners
Jim recently posted a thought-provokingquestion in our KirkpatrickEvaluation discussion group in LinkedIn. Looking into the proverbial crystalball of the training industry, what does the future look like?Jim最近在我们的领英柯氏评估讨论组里提出了一个引人深思的问题。如果我们来看看培训行业的预言水晶球，未来将是什么样的呢？An overwhelming number of responses focused on the application of technologyduring training programs. This ranges from short videos to complete web-basedtraining. L&D professionals are starting to see a shift in focus towardsgraphics and gamification over sound instructional design. 众多的回复都关注于培训项目过程中技术的应用。而所谓的培训项目既包括简短的小视频，也包括了完整的以网页为基础的培训课程。人力资源发展专家观察到行业的关注重点已经从合理的课程设计转移到了学习内容的图像化与游戏化。This is good news for L&D technology companies and instructional designerswho are technology savvy. However, it is not good news for those who are not.The technology trend can and will eliminate the need for many L&Dprofessionals.对于人力资源技术公司或是对专业技术极富洞察力的课程设计专家来说这是一个好消息。然而，对除此以外的人员，这种转变就不怎么友好了。这种技术向的重点转移将让许多企业不再过度需要更多的人力资源专家。With the increase in technology, Jim reiterates that we do not need to lose ourhuman factor. Technology is a tool to help with certain L&D functions;however, it is not capable of replacing human-based learning modalities andpre- and post-training support.对专业技术的要求提高，Jim反复重申这并不意味着我们就不再需要人员因素。技术只是帮助人力资源功能正常运转的工具；然而，技术无法代替以人为基础的学习模式，更无法提供训前及训后的人力支持。
So, how do L&D professionals maximize technology and involve themselveswith the business side without losing their human touch?因此，在这样的情况下，人力资源发展专家如何才能最大化地应用技术，并让自身参与到业务端的培训过程中，让培训不失去其人性化的一面呢？A blend of the approaches is the answer. We should be using all that technologyhas to offer. Involve yourself and L&D functions to maximize whattechnology can do. This ranges from gamification, simulation, dashboards andscorecards, to testing, surveys and audience response systems. However, we mustnever forget that the soul of evaluation comes from the human factor.针对于这个问题，回答就是混合式培训方案。我们应当恰当应用所有需要的培训技术。为最大化技术的成效，让自身与人力资源发展部门都参与进来。这包括了课程的游戏化、模拟开发、引导手册及得分卡的制作，一直到后期的培训结果测试、问卷调查及学员反馈系统设计等等。当然，我们必须牢记，评估的核心价值来源仍然是人员因素。
The human factor, which is the center of the New World KirkpatrickModel, involves a trusting partnership between L&D and the business. Engageyour human-to-human power and influence to drive more performance support,bridge building with supervisors and stakeholders, and higher-level,learning-based activities.
人员因素，也是新世界柯氏模型的中心。其中包括了人力资源发展部门与业务部门之间信任伙伴关系的建立。你需要将人对人的力量及影响力发挥到最大，提供最佳的业务表现支持，在主管、利益攸关方和高级、学习基础的活动之间搭建理解的桥梁。These are strategies and tools that will establish you as a valuable businesspartner rather than someone who conducts training programs. This is how youlead your organization to true results.懂得如何去有效地应用这些策略和工具将让你成为一位有价值的商业合作伙伴，而不是单纯的培训项目执行者。这也是如何改善组织业务结果的真正有效的途径。
