Logistics: Hashtag Put your questions in the panel, we’ll answer all of them after the webinar
what is tin can 5-10 minutes (poll question: are you familiar with Tin Can) ---spec overview ------replacement for SCORM ------emerging, but very rapid adoption ------learning solutions anecdote ------1.0 due out in a couple weeks We’ll do a very quick overview of what it is going to enable, for more detail see a recorded webinar Summary is that it removes constraints of SCORM and enables us to use modern technologies for training
This is where we’re going to focus this webinar, what are the new possibilities enabled by Tin Can?
important point, learning record stores are based on activity streams, can represent any kind of activity whether it is learning specific or not
Diagram 1 – LMS as magical cloud of learning that learners enter into This is our corporate view of learning What percentage of what you’ve learned in your life comes from an e-learning course in your LMS? <1%?
Diagram 2 – LMS as magical cloud, but user goes to other places for learning Blogs, articles, youtube, schools, seminars, conferences, peers, books This learning happens, it is the majority of how/where people learn, but we don’t have any visibility into it, we don’t track it Learning happens at the point of need, in many contexts What good is a learning system if it only captures a miniscule fraction of what we’re learning
Diagram 3 – LMS functionality box Content Delivery Tracking User and Group Management Course Management Preferences Authentication Repository Sequencing Individual Reports Scheduling Authorization Search Group Reports Assessment Blended Learning Social Learning Classroom Management Certification Regulatory and Compliance Tracking Business Process Modeling Virtual Collaboration Grade books Evaluation Surveys Enrollment Announcements Authoring
Diagram 4 –Same LMS functionality box plus show broken connectors to HR Systems, Business Intelligence Systems, Reporting Systems we're seeing trend of learning management systems morphing into other systems, or being subsumed by larger enterprise systems, that's because learning is just one piece of the puzzle
Diagram 5 – highlight Content Delivery and tracking from diagram 3
Diagram 6 – same as Diagram 5, but arrows labeling them “Learning Record Store (LRS)” and “Training Delivery System (TDS)” With Tin Can we can separate these components, the LRS and TDS
Diagram 7a – just two bubbles, one labeled LRS and the other TDS Introducing the LRS and TDS centralized components to allow learning data to be collected from anywhere and formal training to be accessed from anywhere These are emerging tools in the marketplace. We don’t know exactly what their full set of features will be yet, but the concepts are gaining momentum.
Diagram 7b – LRS and TDS bubbles, now surrounded by many of the other LMS feature bubbles and also HR, BI, Reporting, etc all the other junk in an LMS can be best of breed components bolted on Inherently open for integration with HR Systems, Business Intelligence Systems, Reporting Systems Ever wanted to just mix and match parts of different LMS’s and systems? We’re starting to be able to do that. Is there a better social network than what is in your LMS? What about content management system? What about reporting? Search? Industry specific regulatory management? tin can is inherently open data that goes into the LRS can be read by any other system through an open prototcol we going to see an explosion of tools capable of interacting with this data Let’s look at some new models
Diagram 8 Incoming data Traditional Tin Can model – LRS is central repository of data coming in from many learning sources Note that data can really come from anywhere
Diagram 9 Outgoing data LRS can send data that it receives from all these sources to many places, including an LMS. More interestingly, a specialized reporting tool. AICC example.
Diagram 10, 8&9 together, myriad of sources flowing to many places
Diagram 11 – take Diagram 10 and add job performance data coming in and business intelligence coming out
Poll Question: How many of you work at organizations with more than one LMS?
Diagram 13 What that might look like in practice
Diagram 14 – a real world example Vandy: -Using LRS as center of architecture -Previously many LMS’s, transition from LMS being the center to LMS being one source of learning data -Data to come in from many other places -Independent reporting tool possibilities -Tying learning outcomes to organizational pillar goals
Note periods and question marks. Technology is enabling new models
Diagram 15 – PDL LRS in employer 1 bubble LRS in employer 2 bubble LRS in school bubble Elective informal learning experiences All feed into PDL Can we represent different views of the data to different audiences (or should that be a separate diagram?) We’ll need to think about this one some
The technology is here for this new model? Are we ready for it? my contention: on balance, the value of the incoming data outweighs the cost of sharing outgoing data sharing should be the norm. just like their resume, the learner owns the data about their experience As employer, I care more about person’s desire and ability to learn than about experience on resume
big questions: how do you decide what training is proprietary? how much do you trust data from external systems? tin can enables signing for validation of the system at least, one step better than a resume at least do you report failed outcomes on a personal learner's transcript? can a learner remove bad outcomes from his/her profile?
Pause, that’s a lot to throw at you. Now, going to go back and consider this diagram some more. We can track data from a lot of learning sources now. Really need to broaden our approach, Take a more comprehensive look. Learning happens everywhere, now we can track it, but do we want to? How much is too much? What do we care about? What are the key learning events that lead to significant outcomes? Can we prove correlation or just causation? Methodology for figuring this stuff out. Industry needs a whole new set of thought models and best practices, need to get much more strategic
--some examples of the social-type learning tools that aren't traditional page turners, ---any tool can now be turned into an e-learning authoring tool ---use whatever modality is best for the instruction, then retrofit some tracking. ---Wordpress example.
--actual system usage, look at how people are using systems, (engineering software case study), assessments done in the process of conducting the work can your assessment system be actual job performance? that is a lot more accurate than a multiple choice test. with software this is easy, but anything can make statements, most of our work is being controlled by digital devices, especially when you consider that we have our mobile phones on us all the time, lots of things can make statements, some ideas: ---GPS device in a car that reports on safe driving ---point of sale system that reports on selling activity we can assess our competency and deliver learning just in time
outcome analysis - tie in to actual P&L, improved software usage cut down on tech support tickets or resulting in producing engineering drawings 10% faster. Safe driving reduced accidents and cut insurance premiums. improved selling techniques resulted in 15% more up-sells netting $XX of additional sales learning becomes a strategic function Broaden your horizons – this is how heros are made
consider feedback loops for associating this continuous assessment data with the training data as we iterate on and improve our training, does it affect outcomes?
Favorite example of broadening horizons Many new things they’re doing, but one simple example QR codes example, scavenger hunt for new hire training, but same QR codes link back to just in time training information later on What I like: Using simple, existing technology (QR codes, mobile devices) Combining performance support with training Intersection between the real world and virtual world
big questions: privacy, big brother, knowing you're being tracked. in employer context, well established precedent for this kind of thing, outside corporate, it's a different story. Methodology for designing feedback loops, proving causation, deciding what to track
LMS vendors have a big choice to make? Do they want to be consumers of all statements? Do they want to be the LRS with sophisticated analytics bolted on? Or, do they want to be specialized deliverers of training for specific models and niches and publish statements. We're starting to see different vendors adopt both of those models. The LMS isn't dead, but it will be different and there will be a lot of new options on the market very soon. I don't know what the market will look like, but I do know that it will be different. We’re excited to be working on some projects with innovative organizations putting some these things in place.
Will answer questions asynchronously if we don’t get to all of them here. Tincanapi.com – other webinars, newsletter, blog
Презентация новой спецификации Tin Can API от производителя - 15.04.2013.
Connecting Learning Experiences —#TinCanAPIRethinking Learning Systemswith Tin CanMike Rusticimike.email@example.com * @mike_rusticiTwitter Hash Tag: #tincanapihttp://tincanapi.comCC image by @boetter on flickr
Connecting Learning Experiences —#TinCanAPIA Quick RefresherCC images by curimedia, velkr0 and mikecogh on flickrMobile SimulationsEducational GamesPerformance SupportReal World Activities Offline AccessInformal LearningAnalytics /ReportingData Portability
Connecting Learning Experiences —#TinCanAPILayer 1: Use any training modalityMobileSimulationsEducational GamesOffline AccessReal World ActivitiesPerformance Support
Connecting Learning Experiences —#TinCanAPILayer 2: Everything is Learning
Connecting Learning Experiences —#TinCanAPILayer 3: Free the Data
Connecting Learning Experiences —#TinCanAPIFive Key EnablersCC image by Richard-G on flickr
Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems
Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems2. Capture learning data from any system
Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems2. Capture learning data from any system3. Learning doesn’t have to originate in an LMS
Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems2. Capture learning data from any system3. Learning doesn’t have to originate in an LMS4. Correlation of general activity with learning data
Connecting Learning Experiences —#TinCanAPICC image by Richard-G on flickr1. Transfer of data between learning systems2. Capture learning data from any system3. Learning doesn’t have to originate in an LMS4. Correlation of general activity with learning data5. Specialized analytics
Connecting Learning Experiences —#TinCanAPIThe World Today
Connecting Learning Experiences —#TinCanAPIThe Real World
Connecting Learning Experiences —#TinCanAPIOur Learning Systems Today
Connecting Learning Experiences —#TinCanAPIOur Learning Systems Today
Connecting Learning Experiences —#TinCanAPIMoving to an LRS-centric architecture
Connecting Learning Experiences —#TinCanAPIWhere else?• Talent management systems.• Compliance or regulatory tracking.• Directly with a regulatory body?• With past or future employers?• With the learner?• ….wait, what did he just say?
Connecting Learning Experiences —#TinCanAPIIn your opinion, when a companyprovides training to an employee,should the company own all informationpertaining to the learner’s completion ofthat training?
Connecting Learning Experiences —#TinCanAPIDo you think that your company wouldbe willing to share non-confidentialtraining data about departingemployees if it also meant that it couldreceive the same data about incomingemployees?
Connecting Learning Experiences —#TinCanAPISources of Learning Data
Connecting Learning Experiences —#TinCanAPIWhere does real learning happen?• Web page visits• Accessing help systems• Knowledge bases• Posts to internal social networks or forums• Performance support tools• Many more, think through your organization,broaden your horizons