Getting started with elearning

Transcription

1 Getting started with elearning Eight questions to consider Dorman Woodall, Solution Services Consultant February 19, Skillsoft Ireland Limited

2 Our Guest Speaker Today Dorman Woodall Solution Services Consultant Dorman has been in the learning industry for over 2 decades and is currently assisting our clients with their learning strategies. Based on his extensive experience, he has authored several white papers. His industry papers include: Getting Started with elearning SkillSoft Learning Growth Model The Eight Key Phases of Workplace Learning Blended Learning Strategies Skillsoft New Hire Training Program: A Case Study of Onboarding Sales Talent Evaluating elearning Solutions

3 Getting Started with Elearning White Paper Learning has changed a lot. Elearning is no longer only for just the large organizations Skillsoft has also learned and changed too People need to be reminded of the value of elearning White paper is available on our commercial website

4 ATD State of the Industry Report 2014 Good news. Since 2001 Classroom usage is down by 20% and still king. Elearning usage is up by 300% and now queen. Elearning is no longer thought of as new technology. It has proven to be more efficient and just as effective as traditional classroom delivery The huge investment by large organizations can now be leveraged by smaller or medium enterprises. Nothing can stop an idea whose time has come. Victor Hugo

5 Employee development is critical Using e-learning to drive prerequisite course work, we built a learning infrastructure on the foundation of what people need across our organization to do their job competently, with a strong bias towards simulation and experience based learning by doing model. Johnni Beckel Chief Human Resource Officer Ohio Health We have found on the few occasions when we have gamified a training program that we have much higher participation; this is something were considering doing more frequently in the future. Tracy Cote Senior Vice President, Human Resources, Genesys

6 The Best organizations invest more in people According to ATD (formally ASTD), U.S. organizations spending approximately $164.2 billion on employee learning in $1,300 $1,250 $1,200 $1,150 $1,100 $1,050 Average Investment Per Employee $1,296 7% more $1,208 Award-winning organizations invested an average of $1,296 USD per employee BEST winners are recognized for their efforts to nurture a learning culture and fuel business results Human capital investments are smart business decisions and positively correlated to: 1. Stock performance 2. Profitability 3. Employee retention $1,000 Consolidated Benchmarking Forum BEST Award Winners Sources: ASTD State of Industry Report 2014 & The New Economics of People & Profits McBassi & Company 2010

7 The Eight Questions for You to Consider #1 What is elearning? Understanding the Value #2 What benefits does elearning provide for my organization? #3 How does elearning reduce scrap learning? #4 How do I select the right elearning content? #5 Should I buy or build elearning content? Planning for Success #6 What is blended learning? #7 Which topics should I address first? #8 - How do I ensure the success of my elearning program?

8 Question #1 Understanding the Value What is elearning?

9 Definition: elearning The term elearning or technology-based learning is used to define a wide array of learning interventions provided by technology, which can include: Courses, videos, portals, live virtual classrooms, certified chats, assessments, job aids, practice labs, books, book summaries and audio books, articles, recordings, presentations, blogs, social networking, learning management systems and similar online resources.

10 Good elearning is Rich a collection of rich and varied learning resources that support a multitude of job roles, and imperatives. Ready available anytime, anyplace and anywhere a learner and web-linked device happens to be. Everywhere delivering content either synchronously (same time) or asynchronously (different time). Scalable the size of your audience can range from a single individual to a thousands of globally diverse learners. Flexible works just as well in a formal as it does in an informal or social setting and this is where most learning actually happens.

11 Question #2 Understanding the Value What benefits does elearning provide for my organization? 11

12 Primary Benefits of Elearning Lowers Cost of Delivery - elearning does away with the need for travel, allowing content to be easily shared across any organizations, large or small. Increases Retention the retention of content expands when elearning is blended into formal programs with other methods. Studies have shown elearning build greater retention in less time than classroom delivery. Transfers more learning into workplace elearning has a very high transfer to workplace productivity and an extremely low scrap rate compared to training delivered via traditional methods (classroom).

13 Wide range of elearning benefits Hard (Quantitative) Soft (Quantitative) Fuzzy (Difficult to measure) Increases: Sales Productivity Global Capability Customer service Agility & flexibility Employee loyalty Quality Content deployment Scalable content Output Availability Market share On-boarding content Recruitment & retention Green technology OTJ transfer Nurtures growth of High Potentials Reduces: Travel time & costs Development cycles Employee turnover Lawsuits Time away from work Scrap learning rate

14 Question #3 Understanding the Value How does elearning reduce scrap learning? 14

15 The elephant in the room Scrap $85.9 billion The elephant in the room is scrap learning. Lost Delivery 55% to 80% The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results, by Calhoun Wick and Roy Pollock 15

16 Tip of the Iceberg Scrap learning is only the tip of the iceberg What is hidden is the cost of lost performance which is many times greater than the cost of scrap learning and consists of the loss in productivity, time, revenue, and customers due to lack of transfer of learning into the workplace. The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results, by Calhoun Wick and Roy Pollock 16

17 Which factors influence scrap learning? Factor Organizations with high scrap Organizations with low scrap Metrics Delivery Prepare Support Transfer Reporting Value Use Smile Sheets (Level 1) as their primary measurement Deliver excellent face-to-face & virtual classrooms, but very little blending is being done Provide little pre-class support for learner by trainer or manager Have little or no post-class follow-on support, assets or coaching Believes only the manager controls the learner s transfer of skills into the workplace Unaware of their scrap learning rate and/or not motivated to reduce it Rarely, reports business impact or ROI to organizational leadership Consistently use reaction, learning, & behavior metrics (Levels 1, 2, & 3) Deliver blended learning that include classrooms and a large mix of modalities closer to the workplace Provide pre-class support for learner by both trainer and manager Routinely provide post-class follow-on support, assets and coaching Work in a partnership the learner and manager to support the transfer of learning into the workplace Aware of their scrap learning rate and make concerted efforts to reduce it Performs ROI studies routinely for strategic programs (Levels 4 & 5) 17

18 Elearning increases transfer of learning A majority (86%) of Skillsoft learners were able to apply what they learned within 6 weeks of the training. Skillsoft s scrap learning rate was 14% - far below the norm of 55% to 80%. 60% I was able to apply my training within 50% 50.2% 40% 30% 20% 24.8% 11.3% 11.8% 10% 1.9% 0% 1 Week 2-4 Weeks Employee Satisfaction 5-6 Weeks I haven t applied what I learned yet, but plan to in the future. I don t expect to use the knowledge/skills gained Source: Moving the Needle: How Skillsoft Impacts Performance of Individuals and Organizations 18

19 Question #4 Understanding the Value How do I select the right elearning content? 19

20 Characteristics of Right content include: Instructional content well-designed content based on adult learning principles and emphasizes problem solving, critical thinking, learner initiative, self-management and experiential learning. Informational content learning occurs informally, having quick, searchable access to a wide range of informational content wherever the learner is located is essential. Quality of content the content must teach and support the transfer of skills into the workplace. Avoid page-turners, poorly organized shovelware and never select content that doesn t teach or respect the adult learner. Blend and reinforce content - blending is a combination of formal, informal and social (collaborative) approaches or modalities that improve the effectiveness and efficiency of learning.

21 Creating increased performance Enlist greater manager support Blend formal, informal & social Reinforce learning Align learning Embed learning into the workflow Ensure quality content Source: Guide to Reducing Scrap Learning & Eight Phases of Workplace Learning 21

22 Question #5 Planning for Success Should I buy or build elearning content? 22

23 Decisions, decisions, decisions Buy or lease? lowest cost option and better way to maintain the currency of your elearning content Custom development? more expensive, look for customization options before you develop using inside or outside resources Build it yourself? use rapid development tools and leverage your subject matter experts. Same Unique Half of all learning within any organization is basically the same and other half is unique to that industry or the enterprise.

24 Question #6 Planning for Success What is blended learning? 24

25 Ebbinghaus Forgetting Curve Retention (%) 100 Immediate Recall Without context, 50% is forgotten in one hour Source: Herman Ebbinghaus, Memory: Contribution to Experimental Psychology, 1885/ min 1 hour 9 hours 80% is forgotten after 2 days 90% is forgotten after 31 days 20 2 days 6 days days Elapsed Days Since Event 25

26 The Rule 70% 20% 10% Informal Mostly Pull Social Formal Mostly Push Where are most L&D dollars being spent? 90% Non-formal learning Source: Morgan McCall, Robert Eichinger and Michael Lombard of the Center for Creative Leadership: 26

27 Segmenting the Blended Learning Process Where is the Value versus Spend? - Much of the value of blended learning comes from pre-work and follow-up segments, but most organizations invest disproportionately in the event itself. Value by Percentage Before 26% During the Event 24% Follow-up 50% 10% 85% Spent on the Event 5% Spend by Percentage Source: Extending Reach and Ensuring Effectiveness of Leadership Development: The Role of Technology-Based Learning, April 2010 & The Promise of Phase 3 by Jack Zenger, Joe Folkman and Robert Sherwin, T+D Magazine, January

28 Blending increases learner retention Before, during and after a formal event - A true blended solution includes online courses, online access to reference materials (books, white papers, job aids, etc.), instructor-led training, mentoring by seasoned experts and other information resources. Before During After Read a chapter in a book Complete assigned course Exercises using simulations View a video in a manager s meeting Meet with your coach Use job aid in workplace 28

29 Eight Phases Blending Model Mostly Formal Mostly Informal & Social Preparation Instruction Validation Transfer of Learning 1-Prepare Me Readiness Phase - Set expectations - Obtain commitment - Preparatory skills 2-Tell Me Presentation Phase 3-Show Me Demonstration Phase 4-Let Me Practice Phase 5-Check Me Assessment Phase - Assess learning - Reconfirm expectations - Begin knowledge & skills transfer into workplace 6-Support Me Assistance Phase 7-Coach Me Experience Phase 8-Connect Me Collaboration Phase Training checkpoint Mostly sequential Transfer checkpoint Mostly non-sequential

30 Question #7 Planning for Success Which topics should I address first? 30

31 Focus on Core Competencies Management and leadership skills General business and interpersonal skills IT and desktop skills Mandatory and compliance Professional and industry certifications Sales and customer Service New employee orientation

32 Question #8 Planning for Success How do I ensure the success of my elearning program? 32

33 Fundamental Building Blocks Engagement Alignment Adoption Value Value objectives defined upfront with stakeholder buy-in Annual success criteria is defined in order to deliver progress toward the value objectives Learning solutions aligned to enable value objectives Context is key (right people, right content, right time) Marketing of how learner performance expectations contribute to organizational value objectives Accessibility and visibility are vital Demonstrate impact against the value objectives Outcomes are optimized through the quality of engagement, alignment and adoption efforts Learning Culture 33

34 Thanks for Joining us today! Visit the Skillsoft Web Events Page on Dorman Woodall Director of Skillsoft Learning Skillsoft SkillSoft Ireland Limited