Performance improvement relies upon good communication throughout the analysis, intervention, implementation, and evaluation process. It is increasingly difficult to obtain meaningful feedback through surveys and focus groups rely upon a small sample. Often as a consultant, internal or external, you have no control over the sample participants. Blogs are a way to obtain information.
What we know is that corporations are beginning to mine blogs for valuable customer feedback and information. The role of blogs between employer and employee has potential for meaningful communication as well. The question posed is what roles can blogs fill in the human performance technology process? How can practitioners in the field of human performance improvement, human resources, and training proactively use blogging as a tool, resource, and intervention?