Wired to Learn: How New Technologies Are Changing L&D Delivery


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This presentation explores the demographic and technology trends that are shaping the modern workforce - and how companies deliver learning and development.

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Wired to Learn: How New Technologies Are Changing L&D Delivery

  1. 1. Donna L. RhodeProgram DirectorUNC Executive DevelopmentWired to LearnHow New Technologies areChanging L&D DeliveryWired to Learn:Donna RhodeProgram DirectorUNC Kenan-Flagler Executive DevelopmentMay 1, 2013How New Technologies are Changing L&D
  2. 2. Topics for Today• Trends that are shaping the workplace• How these trends impact e-learningenvironment• Considerations for introducing emergingtechnologies into an organization
  3. 3. • Seven billion people– 1.7 billion between the ages of 15 and 30.5• Developing countries growing twice as fast as the U.S.and the European Union• Competition now includes companies halfway aroundthe worldWorkplace 2020 - Global
  4. 4. Multigenerational Workplace
  5. 5. Multigenerational WorkplaceThe workforce is in a word…Silent Generation LoyalBaby Boomers CompetitiveGeneration X Self-reliantGeneration Y ImmediateGeneration Z Connected
  6. 6. 2010 Multigenerational Workplace5%37%22%36%0%Silent GenerationBaby BoomersGen XGen YGen Z
  7. 7. 2015 Multigenerational Workplace5%34%23%39%1%Silent GenerationBaby BoomersGen XGen YGen Z
  8. 8. 2020 Multigenerational Workplace5%22%20%50%7%Silent GenerationBaby BoomersGen XGen YGen Z
  9. 9. The Impact of Millennials & Gen Z
  10. 10. Inter-connected & Hyper-connected
  11. 11. Tech Trend: Mobility0%10%20%30%40%50%60%70%80%90%100%mobilephonesmart phone tablet ereaderMobile UsageMobile Usage
  12. 12. Tech Trend: Mobility
  13. 13. L&D Implications: Mobile(m)Learning• Advantages:– Extended reach…remote and undeveloped areas– Accessible in “just-in-time” bites– Cuts down on materials costs• Considerations:– Plethora of devices– Difficult to track usage– Security of devices– Cost of development, support, integration
  14. 14. Tech Trend: Telecommuting“To become the absolute best place to work,communication and collaboration will be important, sowe need to be working side-by-side. That is why it iscritical that we are all present in our offices. Some ofthe best decisions and insights come from hallwayand cafeteria discussions, meeting new people, andimpromptu team meetings. Speed and quality areoften sacrificed when we work from home.”
  15. 15. Tech Trend: Telecommuting
  16. 16. L&D Implications: Telecommuting• Advantages:– Already a practice– Employee engagement regardless of work location– Decreased costs– Reduced carbon footprint• Considerations:– Accessibility and security– Overcoming barriers to collaborate– Reductions of informal learning / hallway talk– Risk of distraction
  17. 17. Tech Trend: Social Media
  18. 18. L&D Implications: Social Media• Advantages:– Easy engagement– Democratizes information– Tribal knowledge• Considerations:– Level of transparency– Shift of ownership & control– Oversight & compliance– Volatility as technology (and tastes) change quickly
  19. 19. Tech Trend: Everything On-Demand
  20. 20. Tech Trend: Everything On-Demand
  21. 21. Tech Trend: Everything On-Demand
  22. 22. L&D Implications: On-Demand Learning• Advantages– Right info at right time at right place– Library of resources– Cost reduction• Challenges– Organizing the “learning library”– Oversight, control, and security– Ownership: centralized or decentralized
  23. 23. Technology / e-Learning Trends“The desire for cost effective, flexible L&D delivery plus themassive amounts of digital information produced daily plusthe rise of social networks and social media plus theproliferation of mobile web users all combine together tocreate the technological advances being seen in the e-learning environment.”(Source: Malamed, 2012)
  24. 24. Personal Learning Environments
  25. 25. Blended LearningBlendedLearningFace-to-facelearningSelf-pacedlearningOnline,collaborativelearning
  26. 26. Flipped Learning
  27. 27. Example: MBA@UNC
  28. 28. Example: Cisco Sales Associates Program• Business Issue: Need to cut expenses while remainingattractive place of employment to early-in-careerprospects• Solution: Redesigned Sales Associate trainingprogram to be delivered virtually• Result: Cut overall training costs by 24% and decreasedrequired training staff by 40%• Additional Benefits:– Reduced time to productivity– Increased enthusiasm– Enhanced image
  29. 29. Example: Cisco Global Sales Meeting• Business Issue: Need to cut expenses while motivatingsales force• Solution: Moved annual global sales meeting to virtualplatform• Result: Reduced expenses by ~80% for pure virtual modeland ~60% for hybrid model• Additional Benefits:• Minimized sales reps time away from customers• Quality of message improved in the virtual environment (increase incontent scores)• Proof point for the power of Cisco Collaboration solutions at scale
  30. 30. MOOCSchool as aServiceFor-Profit Non-ProfitTraditionalSchoolsNon-UniversityVenture-Backed• Coursera• Udemy• UdacityUniversity-Backed• EdX• 2U• Embanet• Bisk• Colloquy• AmericanHonors• AcademicPartnerhips• Everspring• Deltak• Blackboard• Pearson• LearningHouse• Minerva• Capella• Universityof Phoenix• DeVry• Bridgepoint• AltiusEd• UniversityNow• StraighterLine• UMUC• DrexelOnline• Universityof Florida• Kelley• Ivy League• Top-TierSchools• StateSchools• CommunityColleges• PowHow• Lynda• KahnAcademy• CodeAcademy• Knewton• Chegg• Kno• Inkling• Everfi• GrockitWhich Solution to Use?
  31. 31. Considerations• Learning is the objective!• Consider the culture• Change management is critical• Partner heavily• Expect failures along the way• Provide value-added resources• Blend whenever possible• Consider costs…may not need a “Cadillac”• Have fun!
  32. 32. In Conclusion…• Technology is transforming the TL&D field, allowing forhighly personal and interactive learning experiences tobe delivered electronically• HR and talent management professionals should:– stay well-informed of these advances– consider how these advances can be used to enhance theirorganization’s learning culture
  33. 33. SourcesAdkins, S. (2011 April). The US collaboration-based learning market: 2010-2015 forecast and analysis. Ambient Insight.Retrieved from http://www.ambientinsight.com/resources/documents/ambientinsight-2010-2015-us-collaboration-based-learning-market-executiveoverview.pdf.Adkins, S. (2012 February 8). Investment in learning technology reaches $784.2 million in 2011. Ambient Insight. Retrieved fromhttp://www.ambientinsight.com/news/investment-inlearning-technology-reaches-784-million-in-2011.asp.Adkins, S. (2011 June). The US corporate market for self-paced eLearning products and services: 2010-2015 forecast. AmbientInsight. Retrieved from http://www.ambientinsight.com/resources/documents/ambient-insight-2010-2015-us-corporate-elearning-marketexecutive-overview.pdf.Anderson, C. (2012 August). CLO Survey: Learning and development budget and spending intentions, 2012-2013. IDC.com.Retrieved from http://www.idc.com/getdoc.jsp?containerID=236340.ASTD (2012). The Global Workplace. Alexandria, VA: American Society for Training and Development.ASTD (2012). Mobile Learning: Delivering Learning in a Connected World. Alexandria, VA: American Society for Training andDevelopment.Athey, J. (2012 March 22). 4 trends in online training and e-learning in 2012. TrainingIndustry.com. Retrieved fromhttp://www.trainingindustry.com/learningtechnologies/articles/4-trends-in-online-training-elearning-in-2012.aspx.Davis, N. (2012 October 10). Thought leaders forecast 2020 workplace. SHRM Online. Retrieved fromhttp://www.shrm.org/businessleadership/articles/pages/thought-leadersforecast-2020.aspx.Fiehl, S. (2012 January). Integrating social media, workplace learning and e-learning for development of soft skills. Global Focus06, Special Supplement.Greer, T. (n.d.). Ambient Insight reports resilient US eLearning market. Ambient Insight. Retrieved fromhttp://www.ambientinsight.com/news/ambient-insight-2010-2015-uselearning-market.aspx.
  34. 34. SourcesKoops, W., VanderVleuten, C., DeLeng, B., Oei, S., & Snoeckx, L. (2011). Computersupported collaborative learning in themedical workplace: Student’s experience on formative peer feedback of a critical appraisal of a topic paper. Med Teach, 33 (6),318-323.Harward, D. (2011 December 9). Key trends for 2012: New era of personal learning is transforming the training industry.TrainingIndustry.com. Retrieved from http://www.trainingindustry.com/articles/10-trends-for-2012.aspx.Hastings, R. (2012 August 29). Multilingual skills, cultural understanding rise in importance.SHRM Online. Retrieved from http://www.shrm.org/hrdisciplines/diversity/articles/pages/multilingual-skills-culturalunderstanding.aspx.Keskin, N. & Metcalf, D. (2011 April). The current perspectives, theories and practices of mobile learning. TOJET, 10, 2.Malamed, C. (2012 January 17). Learning technologies: Transforming your workforce (Webcast). TrainingIndustry.com.Retrieved from http://www.traininindustry.com/webinar/learning-technologies-transforming-your-workforce.aspx.PRWeb (2012 September 8). The global workplace presents challenges for learning and development. Yahoo! News. Retrievedfrom http://www.yahoo.com/global-workplacepresents-challenges-learning-development-160043367.Stahl, G., Koschmann, T. & Suthers, D. (2006). Computer-supported collaborative learning: An historical perspective.Gerrystahl.net. Retrieved from http://gerrystahl.net/cscl/cscl_English.pdf.Ward, T. (n.d.) Employee social networking—Sabre Town case study. Prescient Digital Media. Retrieved fromhttp://www.prescientdigital.com/articles/intranet-articles/employeesocial-networking-case-study/.