Building a learning management system for a corporate2

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  • 1. Building a Learning Management System for a Corporate Enterprise By Efrain Rivera
  • 2. Building a Learning Management System for a Corporate Enterprise ▪ Planning ▪ Assimilation / Research ▪ The Integration ofTheory ▪ Assessment Rubric or Evaluation ▪ Instructional Methodology –ADDDIE ▪ Integrity and Availability ▪ Structure
  • 3. Building a Learning Management System for a Corporate Enterprise ▪ Planning: – Planning for the instruction lesson, setting up the baseline objective toward the big picture/ planning with the end on mind the final objective / Establishing the needs of the students or client and the goals of the organization/ Instituting the outcome of the program with an end-insight / Finalizing the learning objectives.
  • 4. Building a Learning Management System for a Corporate Enterprise ▪ Assimilation / Research: – Assimilating the Learning or corporate standards previously mandate for the enterprise learning management system/ the assessment is based on the accomplishment of the objectives.The assessment account for the for the strategic preparation and development of the lesson /principal form to recognized what are the skillset that are going to be deliver or re-enforce throughout the lesson. Improvement-upgrading the principal objective.
  • 5. Building a Learning Management System for a Corporate Enterprise ▪ The integration of Theory: – Any LMS platform should integrate Active Theory concepts and principals, because they provide a wide range of factors that work together to impact the lesson in an activate way. In order to reach this outcome it is necessary to produce and integrate certain objects to the lesson such as experiences, knowledge, skills and physical products that relate to HUMAN ACTIVITY, which is mediated by artefacts or the delivering tools of learning. (LMS systems) Activity Theory also mediated by the organization or community, which imposes rules that affect activity.
  • 6. Building a Learning Management System for a Corporate Enterprise ▪ Assessment Rubric or Evaluation: – It needs to be based on the collect baseline of data-the previous lesson, provide evidence of perform lesson. The assessment should meet the learning threshold, this can be determine by whether or not, the training or instruction is appropriate, with an appropriate response, prioritize needs, obtain stakeholder or client commitment and comments, and determine evaluation criteria. – The assessment is a great opportunity to make recommendations for solution: analyzing the correct uses of education resources versus management problem. This is supportive by objectives that are appropriate and sequential in their difficulty and progression. In the assessment you can establish specific, measurable, attainable, relevant and time-bound (SMART) objectives. These objectives fall within 3 domains affective, cognitive, and behavior.
  • 7. Building a Learning Management System for a Corporate Enterprise ▪ Instructional Methodology-ADDIE Instructional Design Model: – The ADDIE method provide a step-by-step architectural process for the LMS and IDS lesson. – The ADDIE method is the roadmap of learning. For the user the ADDIE method integrates or the learning needs and learning objectives into one roof. – The ADDIE method is the effective tool to create effective eLearning or Online learning modules. – ANALYSIS / DESIGN / DEVELOP / IMPLEMENT / EVALUATE – The ADDIE method established to important these premises: – The ADDIE model is an effective method that provide the user and outcome, which if she or him can measure it he or she can see it!
  • 8. Building a Learning Management System for a Corporate Enterprise ▪ Instructional Methodology-ADDIE Instructional Design Model: The ADDIE method provide a step-by-step architectural learning process for the LMS and IDS lesson. – 1) What do the people need to learn? – 2) Did people learn what they needed? – 3) What are the business needs driving this training project or training module? – 4) Intended training audience? – 5) Defining success of the learning program? – 6) What does the potential audience already knows? – 7) What resources are available?
  • 9. Building a Learning Management System for a Corporate Enterprise ▪ Instructional Methodology-ADDIE Instructional Design Model: The ADDIE method provide a step-by-step architectural learning process for the LMS and IDS lesson. – These premises are guided questions that guide the Instructional Design Specialist in the development of all instructional design courses! – The ADDIE model provides an instructional flowchart for 3 important areas: – 1. The business goals you want to achieve – 2. The material that must be taught in the lesson or the instruction – 3. The learners’ current capabilities – The ADDIE model provide a major role assurance of the learning process and help understand the client’s current training situation.
  • 10. Building a Learning Management System for a Corporate Enterprise ▪ Structure: – The integrity and availability framework should need to match the SMART objectives, sequential to the learning objectives. The ISD process should also consider elements such as time, topic, content, delivery method, evaluation method, the set-up, needs, and identified the delivering platform. The overall planning and learning approach needs to realistically!
  • 11. Building a Learning Management System for a Corporate Enterprise Training Course Functions & Roles Sales Tracking Performances Products and Services Assessment and Evaluation HP / PMP Progression on the Learning Compliances & Ethics To Examine Knowledge or Skills Quality Control Certifications, Meeting andTraining Sections Ethics Assignments,Quizzes andTests Cybersecurity Other Purposes ITTraining and Certification Others Functionalities In order to establish a new learning management system for a corporate enterprise the training course functions and roles need to be determine first.
  • 12. Building a Learning Management System for a Corporate Enterprise ▪ Measurement andAssessment: – Subjective vs. Objective Measurement: – Subjective: as opposed to objective performance evaluation of creative and performance. Subjects solved a creative real-effort task. Essay exams and other written assignments are common subjective measures and need interpretation. – Objective: objective measure helps communicate.There is more control in the objective measure. Multiple choice tests are common objective measures and does not need interpretation. – Formative vs. Summative Assessment: – Formative assessment is done on an ongoing basis to determine if changes should be made at the course or program level in an almost immediate manner. Formative support the course adjustments in order to achieve course requirements and improve learning. – Summative assessment allows us to determine if our overall student learning outcomes have been achieved at the end of a course or program. Support the need for skills to eventually be meet and end-of-program or course.
  • 13. Building a Learning Management System for a Corporate Enterprise TED video about Creative and Innovation in the Learning and Education Fields. http://www.ted.com/talks/ken_robinson _says_schools_kill_creativity.html Questions ? Or Comments?