Extracto de 
http://www.togetherlearn.com/wordpress/2009/04/08/informal-learning-20/
The next generation of e-learning has already been defined by the learners. It is small pieces, loosely joined. Much of it is user-generated, such as explanatory videos on You Tube. It is conversations on blogs and Twitter. Wikis are thrown up quickly by a project team, without asking permission from the IT department.
This is why we need a different framework for organizational learning. Learning is now the work, it is not an add-on to support the business. That means that learning has to be integrated into the work. Top-down formal structures won’t be able to keep up with work-driven needs. The new e-leaning is much more informal, collaborative and self-directed. Organizations today needs structures to support, not direct, this change.
Extracto de http://www.jarche.com/2009/04/push-the-reset-button/
Organizational learning and human performance need a great reset as well.
Here’s what I see for the great learning reset:
Learning has to become part of the organizational and individual DNA and during a reset that may require learning specialists, but in the long run the learning function should be absorbed. That leads to the future role of the “learning specialist”. I would say it is to continuously make yourself redundant. Teach people how to fish and move on to the next challenge. If you’re maintaining a steady state, such as developing courses as requested, then you’ve failed in integrating learning into the work.