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Modernize Corporate Training: The Enterprise Learning Framework | - 0 views

  • In the mid 1990s we entered what I call the “blended and informal learning” era.  Organizations realized that “e-learning” was not as all-powerful as we once imagined, and the concepts of blended learning began.   Many companies actually “reopened” and “reinvested” in their classroom programs again.  I wrote The Blended Learning Book in 2004 and it continues to be highly relevant today.   As organizations adopted more and more blended learning concepts and the internet became more widely available, we realized that the many of original concepts of e-learning (replacing instructor led training) were incorrect:  what we really needed to do was create a “new” learning experience on the web, one which included both formal (structured) programs as well as a wide variety of informal (unstructured) forms of content.  
  • Google, of course, forced this evolution upon us.  Employees and young workers, used to “googling” any problem they wanted to solve, no longer wanted to sit through long, formal online programs unless they were very entertaining.  Today, in fact, according to Basex research published in May of this year, 28% of all employee work is wasted by people multi-tasking between email, google, and various other forms of “informal learning.”  The same research also found that the average employee visits 45 websites every day!
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  • This pattern of behavior (and availability of technology), of course, has been further enhanced by the availability of social networking, which led us to the fourth phase shown above.  Today’s employee has access to formal training, overwhelming amounts of other information, and actual human beings online.  Adding this all together, the corporate learning landscape has undergone a dramatic change.  Now, when someone needs to “learn” something, we must consider the various ways they can gain these skills or information:  they can go to a class, they can take an online course, they can look up support information on the web, they can read a book, or they can find someone who knows what to do and get help.  And we, as L&D professionals, must “formalize” this informal learning environment and make sure we align our investments toward talent management and the needs to build deep levels of skill.
  • This shift has created tremendous challenges for the corporate training department.  Our research shows that 68% of knowledge workers now feel that their biggest learning problem is an “overwhelming volume of information.”   This information exists in many formats, it is often out of date, and they are not sure how to find what they need.  In some sense the need for “formal” training is greater than ever (you can make sure you get the right information presented in the right way).  Yet in fact, now corporate training professionals must grapple with a whole new set of issues:  how do I create a complete “learning environment” (not a learning program) which supports this new world of formal and informal learning?
  • And the shift has impacted our profession as well.  Our research members now tell us that the biggest help they need is not in developing new content, but rather building the organizational learning culture and understanding the new skills and disciplines they need to be effective.
  • As you can see, the framework is multi-faceted.   If you would like to walk through it in detail, I encourage you to read our in-depth whitepaper.  Briefly, the framework has six main areas:   Learning Programs (the solution-oriented training solutions you deliver), Audiences and Problems (a clear segmentation of your audiences and their specific needs), Learning Approaches (the four ways in which learning solutions are developed and delivered), Learning Disciplines (the things you as an L&D professional must now know to stay current in this area), Tools & Technology (the vast array of technology you can rely on to build and deliver these solutions),  and Learning Culture (the underlying business processes, management processes, and talent management programs which support enterprise learning).
alex yu

Distance Learning Courses and Adult Education - The Open University - 0 views

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    free online learning connect with others
leo bnu

Omeka | Project - 0 views

  • Omeka: Serious Web Publishing
  • How Might You Use Omeka? Scholars: Use Omeka to publish an essay or digital dissertation, share primary source collections, and collaborate with others in the creation of digital scholarship. Features you might like: design themes, exhibit builder, tagging, dropbox plugin, iPaper plugin, geolocation plugin. Examples: Digital Worcester, Euclid Cooridor, Experiencing Medieval Places
  • Librarians: Use Omeka as the publishing tool to complement your online catalog or launch a digital exhibit. Features you might like: Dublin Core metadata standards, W3C and 508 compliant, extensible and customizable item fields, RSS/Atom syndication, MyOmeka plugin, data migration tools (coming soon). Examples: Photographs by Homer L. Shantz, Eminent Domain, Upper Ringwood Library Collection.
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  • Educators: Use Omeka to build inquiry-based tasks for students, to create lesson plans with accompanying primary sources, or build learning modules with your team. Features you might like: design themes, exhibit builder, MyOmeka plugin, blogging plugin, iPaper plugin, tagging. Examples: Laurel Grove School Teachers Workshop, Making the History of 1989.
leo bnu

Twitter Tips: for Teachers & Educators | eLearning Blog // Don't Waste Your T... - 0 views

  • Twitter Tips: for Teachers & Educators
  • Enhance the classroom experience. Yes, that even means letting your students online with laptops and other devices when they’re in your classroom. Use a hashtag and ask your students to use it on each tweet; this means you can easily collate tweets together at the end of the alloted task/activity/time. Read this: Twitterati in the academy Read this: Professors experiment with Twitter as teaching tool Read this: Twitter Conference Ideas : eLearning Technology Bring student ideas, reading, emotions, etc into your world. Whether Twitter is used in the classroom or just around each timetabled seminar/lecture time, Twitter and it’s use can add value to the contents or your teaching, and you’ll end up learning from your learners.
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