Full Colour Analog How can I record from the HDMI output on my laptop?
Well, it's not for pirating purposes. It's just that I make games, and for some reason even my best screen recording software seems to be lagging, so I am thinking that maybe I can just put it full screen (which would stretch the image), and record it to something. I thought a DVD recorder, but recording from HD sources supposedly is not allowed by copyright laws. I wouldn't mind scaling the image down to 480p or some low resolution and recording it on DVD, but how do I go about converting this HD image to an analog signal?
Note: I would like to be able to record component, as the color is brighter and more accurate. resolution is not too much an issue, as these videos just go to YouTube anyway
I'll go with S-Video, or even analog video if I have to, but I prefer component. I also prefer DVD recording, as I can just use a few +RW discs, ripping and erasing them every time.
Quite a few issues here.
I have yet to see any device that has an HDMI input for recording. That and one of the major reasons for HDMI was anti-piracy and therefore i would assume would block most recorders anyway.
If you could convert to component,(which will be tough and expensive) recordering to a DVD recorder would not be to difficult. That being said I dont know how much lag you will have between the comp and the TV going through another device.
You can buy a straight video capture card that has component video, again expensive( $500 range) and go that route.
Really using one of the recorders provided by one of these websites is going to be your best bet.
1700mw FULL COLOR ANALOG DMX512 ILDA DJ Laser Stage Light Projector $4288
United Colours of Learning
Organisational performance hinges on team work. The stronger the work teams, the more successful an organisation. Yet, when it comes to learning and development, all the focus is on individuals. Almost every training initiative is concerned with enrolling individuals into courses, monitoring their progress and assessing their skills and competence levels post training. This has prompted a new school of thinkers to ask, “If organisational performance is about team performance, then shouldn’t training focus more on team learning than on individual learning?”
Some argue that groups of individuals with the same job profile or from the same department enrolled together for a course or a workshop is analogous to team learning. However, team learning in its true sense is leveraging the dynamics of a social network to enhance learning. This week’s mailer looks into how different team learning is from individual learning.
Marked difference
Organisations are constantly grouping and regrouping their employees into work teams depending on tasks and situations. Another grouping criterion that is considered is an individual’s competence and experience. This helps form well-balanced teams. With the numbers in place, now is the time to assess and address the team’s learning needs. The typical approach is to push individuals into pre-determined courses to teach them skills and competencies that would be required in their new roles. But this is not what team learning is. Here are a few things that organisations must know:
Time and tests: The ideal time to enrol a team for learning is when it is newly formed. Let us take an example of a team of 20 formed to work on a new business process. A preliminary assessment must be made as a first step to enrolling this team for a learning initiative . The objective is to help the training department identify the skills available within the team and highlight its key areas of improvement. For instance, the assessment reveals that three team members had earlier worked as project leads and two others have relevant experience having worked on similar projects before joining the organisation.
So with five members fairly conversant with project management skills, it is not necessary to run a full-fledged module on it. A short module, catering to the basics and run on the lines of a refresher should suffice. Thereafter, those with prior experience can be asked to coach or mentor others.
Teachers within: Borrowing from the concept of ‘cooperative learning’ team members too can benefit from teaching each other. Here is how the process works. Complex learning content is broken into small modules and each individual within the team is assigned one module that he has to learn in detail. Next, the team gathers either online or face-to-face. After a brief overview of the entire content, each individual is asked to share his learnings when his module comes up for discussion. This approach makes individuals accountable for their own learning as well as effective knowledge transfer.
Evaluation: In team learning initiatives, assessments are conducted to evaluate a team’s readiness to perform a task. Assessments are usually in the form of simple exercises where teams have to demonstrate certain key skills. Evaluating the team as a whole encourages members to leverage each other’s strengths and underplay individual weaknesses to maximise team performance.
In-built accountability: In team learning, team members are made accountable for each other’s performance in an explicit way. Every individual’s experience and skills are publicised with the intention of making the team aware of the Subject Matter Experts among them. These experts are then expected to `upskill’ others to their level of competency. For instance, someone with project planning skills will be responsible for passing on his expertise to those without this competency.
Learning can be enhanced through leveraging the benefits of social networking by getting team members to coach each other, and share experiences and expertise. Employees work interdependently and their success is directly proportionate to the team’s success. Therefore, team learning is the only way for a natural progression in that direction.
