I liked the way that the assumption tripped lightly off John's tongue: "I am assuming here that there’s near-ubiquity in the provision of registration, tracking, measurement, aggregation of data for performance analysis purposes". Of course all companies want to promote useful informal learning (if it's not at the cost of productive work), but the real Holy Grail is finding a demonstrable link between what has beeen learnt by an employee and performance improvement. Or should we also promote performance evaluation (which means salary increases) based on data from social networks?