e-learning

Using MOOCs in Corporate Trainings

Many organizations offer prepackaged MOOCs, and this is a very good option for workplace skills, professional development, and other parts of a training program that don’t require company-specific content. The Saylor Foundation offers a Workplace Skills Program that includes courses in computer literacy, professional writing, and time and stress management.

To use these courses as part of a training program, simply have your employees take the courses online and then print out the certificates as proof of their completion – no additional training required.

Here are some other build-your-own-MOOC platforms to consider: Desire2Learn, ProProfs Training Maker, P2PU, and Google Course Builder (still in beta testing). You can also bypass the LMS altogether and set up the course as a wiki.

Another MOOC element that can be easily incorporated into a training program is working on collaborative documents to build an employee knowledge base. Many MOOCs have wikis that students can edit freely, which encourages them to share and collaborate. A wiki allows users to contribute their own knowledge and benefit from the knowledge of others, and the changes are instantaneous so there is no waiting for the system administrator to update the content.

If you are a Chief Human Resource Officer or a Chief Learning Officer, here are five questions to consider as you think about how MOOC’s can provide you the impetus to re-think and re-imagine your employer brand and corporate learning department.

How can MOOCs build the employer brand by offering consumer education? Your employees will be able to receive updated education from one of the most important universities in the world. Your employees will be at the same level in some topics.
What’s more important in learning: content or context? MOOCs’ universal nature is central to their existence. Bringing them into the company’s learning department inevitably means considering the context of training as well as the content.
How can data analytics help you improve your learning programs? MOOCs offer real-time analytics that reveal each learner’s progress and what formats work best for your learners. As big data sweeps the HR & Corporate Learning functions, more Chief Learning Officers need to be prepared to use data analytics to enhance the overall learning experience.
Can your company re-imagine the role of the learner? With MOOCs, the learner takes on a role more expansive than ever before, acting as teacher, learner, and peer reviewer.
Could verified certificates mean huge reductions to your executive education budget? Millennials, who are projected to be 50% of the global workforce by 2020, are demanding more opportunities for learning & development credentials. MOOCs offer that - at a price point of under $100 for each certificate. Based on Yahoo! and Coursera’s partnership to train and credential Yahoo!’s software engineers for a fee, this could become the “new normal” for employees pursuing continuing education. That in turn would lead to budget re-allocations regarding how companies spend their continuing executive education budgets.

However they do it, companies will have to adapt MOOC elements or risk falling behind. Because as historian Norman Davies once said, “The one certainty for anyone in the path of an avalanche is this; standing still is not an option.”

source> https://www.forbes.com/sites/jeannemeister/2013/08/13/how-moocs-will-rev...

http://www.yourtrainingedge.com/using-moocs-in-corporate-training-programs/

What are MOOCs - Masive Open Online Course

In short words: Is getting free education via online from institutions like Harvard, Stanford, and MIT.

MOOC Courses are based on video lectures, readings, and online discussions with the thousands of participants and instructors. Many courses also integrate social media like Twitter, Facebook, LinkedIn, and Google Hangout to enhance discussion.

Before Intel giant McAfee revamped its new-hire orientation, it was over 80 hours long and consisted of roughly 40 hours of pre-work, 5 days of on-site training, and a “robust” syllabus of post-work, meant to be completed at home. But as McAfee’s Senior Director of learning Lori Aberle says, “Once they leave the instructor-led class, that’s it, they’re done. Let’s face it, you will never get them back again!”

To fix its problem, McAfee turned to a concept sweeping the education scene: Massive Open Online Courses, or MOOCs. By using a tenet of MOOCs called “flipping the classroom,” which means that the majority of learning happens not with a professor lecturing the students but by giving students access to course materials and having them probe, discuss, and debate issues with fellow learners as well as the professor.

In a recent Future Workplace survey, completed by 195 corporate learning and HR professionals, 70 percent of respondents said they saw opportunities to integrate MOOCs into their own company’s learning programs. Even further, this sample of respondents made six recommendations for how MOOC providers could adapt to needs of corporations:

Meanwhile, options for online courses continue to multiply, especially for curious people who aren’t necessarily seeking a credential. For-profit Coursera and edX, the nonprofit consortium led by Harvard and MIT, are up to nearly 13 million users and more than 1,200 courses between them. Khan Academy, which began as a series of YouTube videos, is making online instruction a more widely used tool in classrooms around the world.

Source>

https://www.forbes.com/sites/jeannemeister/2013/08/13/how-moocs-will-rev...

https://www.technologyreview.com/s/533406/what-are-moocs-good-for/

What is e-Learning

What is e-Learning?

There are different ways to define e-Learning (also called eLearning, e-learning, Online Learning). One of the most popular is “Teaching or learning conducted via electronic media, typically on the Internet”.

Explaining, educating or sharing knowledge through the internet also include to have knowledge about how to deliver the content to your audience. Using Instructional Design techniques to create the content is really important. Instructional Design is the analysis of learning needs and systematic development of instructions. The learning content you will deliver to your audience, should have a purpose.

There are many different Instructional Design techniques/models like ASSURE, ADDIE, Spiral, Backward and some others. My favorite is the ADDIE Model. In this article, I will explain a little bit more about the ADDIE Model.

Before creating any type of content, I answer the following questions:

What is the purpose of the training?
What type of Audience will receive the training?
What is the expected result?
How will I deliver this training?

Once you get the answer to this questions, you can start creating your content. The ADDIE model focus on: Analysis, Design, Development, Implementation and Evaluation. By answering the previous questions, you are already in the Analysis phase.

This Analysis phase is the most important because you need to define who will be your SME (Subject Matter Expert), the person who will be your main contact, and who will answer all your questions regarding the material. This person is really important, as he/she will be your guide through the process.

It is crucial to meet with the initial requesters, and major stakeholders to discuss on the needs for training. During the interview, in order to gather much information as possible, include the following questions: What are the goals that they want to achieve? Why do they think the training is needed? What is the gap they are trying to close? What are the issues/difficulties they are facing and why do they think training is the solution?

The next step is move to the Design and Development phases. Most of the time, you will work on both at the same time. I recommend to record all the Design phase in a Word document or in a Google Doc, as you will need to do a lot of Question and Answer interaction.

Think about the areas of opportunity, issues or difficulties recently held, inaccuracy, processes or roles not yet standardized, common complaints received from internal and or external customers and training gaps. It is very important to clarify and understand the expectations. Why is this training required?

Having set the needs and the purpose, now it is time to set a general objective for the whole training plan. Review the Bloom´s Taxonomy table along with the stakeholder and SME, and discuss with them briefly on the importance of knowing the different levels of knowledge, as we need to set the phase in which the trainees are and where we would like to take them; this way we will be able to better understand and decide the kind of training material to develop for hitting objectives. Generally speaking, what would it be the main goal for developing this training? Learning objectives should have the following characteristics:

Specific: Clearly identifies a particular knowledge or skill that learners are expected to demonstrate following training.
Measurable: Knowledge or skill can be quantified through assessment.
Action-oriented (attainable): Active verbs are used to represent the behavior being measured.
Relevant: Knowledge or skill can be attained within the time, scope, and other conditions of training and relevant to the needs of the program and the learners.
Time-bound: Include the time-frame in which learners are expected to achieve objectives, usually by the end of training.

Next Step is Implementation.

Narration, video, animation and other multimedia, in combination with text and graphics, can increase understanding and enhance the learning experience. Engagement and repetition offered by using multimedia can help the learner to retain information. With a balanced mix of content through a variety of media formats, the learner’s motivation and attention also increases. Avoid a boring training experience!

And finally, the last step is Evaluation.

In the context of learning, a formative evaluation is one quality assurance check before a product is released to learners. Formative evaluation ensures that problems that can hinder learning are detected and corrected. Although some formative evaluations can be simple and informal, they can be quite effective. A formative evaluation is conducted during the design and development of a product. Because a formative evaluation is intended to improve a product before it is delivered, a mockup or prototype can be used to represent ideas before they are incorporated into a finished product.

Learning Assessments may be included on the training courses to make sure the objectives were accomplished by the learners. Mostly used when the level of knowledge that has been set is to comprehend and/or apply the new skills or knowledge acquired through the course.

If you have any questions regarding learning assessments and other e-Learning Techniques, please send me an email trough the contact form.

e-learning

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