5 December 2008 conVerge 08 E-learning goes mainstream From e-learning to e-performance Clint Smith Director LearnWorks

Overview The rising tide of e Getting blended Getting integrated Getting results e

The rising tide of e

Getting blended

Getting integrated

Getting results

And how much e is happening?

E-learning uptake is on the rise Source: Australian Flexible Learning Framework, Benchmarking Survey 2007 41%

Uptake of e-learning by provider type

Uptake of e-learning by provider type

Uptake of e-learning by state/territory 2008 54%

Uptake of e-learning by state/territory

And e-learners just wanna do more business

Speaking of business …

Main findings …

Where are you up to? Business case, exploring options Just starting, pilot courses Many courses, more to do Main delivery mode

Over next 5 years?

So what’s so good about e? Reach remote locations Reduce costs Train more in shorter time Provide evidence of due diligence Work at own pace Fills gaps from lack resources

Getting blended

Blended e-learning Individual solutions: range of tools to fit the purpose, combining types, building the repertoire of delivery options Types of corporate e-learning E-training Self-paced, individual computer-based training (courseware, LMS) Blended learning Individual e-training + face-to-face in groups Facilitated online Instructor-led groups (LMS, virtual classroom) Informal learning Supported web-based collaboration (Web 2.0)

A nd the models…

a nd more models…

The Aussie cookbook flexiblelearning.net.au/designing What e-learning strategies are available? What do they look like? How can you use them in training? What are the main delivery options for e-learning? How do you design an e-learning course?

Recipes for blending

Some benefits from blended, facilitated e-learning (from workshop responses in 4 states and territories) High retention and completion Variety of content Wider range of tools Wider reach/markets (flexible, accessible) Wider range of clients eg cater low SDL skills Online learning-to-learn skills Highly individualised support Strong peer-to-peer support Ongoing communication (community of practice)

High retention and completion

Variety of content

Wider range of tools

Wider reach/markets (flexible, accessible)

Wider range of clients eg cater low SDL skills

Online learning-to-learn skills

Highly individualised support

Strong peer-to-peer support

Ongoing communication (community of practice)

Getting integrated

Getting strategic

RPL (eg TAFE VC tools) Portals (staff, student) Project management (eg SharePoint) Assessment (eg Swinburne STELLAR) CRM Getting more infra

RPL (eg TAFE VC tools)

Portals (staff, student)

Project management (eg SharePoint)

Assessment (eg Swinburne STELLAR)

CRM

Some homework? Contribute to… Hey provider dude, what cool digital-savvy services have you got for me: before I enrol when I enrol before the course during the course at the end of the course beyond the course Chill, take your time: I got 5 seconds Clint’s Little Red Book of Digital (Learner) Rights

Hey provider dude, what cool digital-savvy services have you got for me:

before I enrol

when I enrol

before the course

during the course

at the end of the course

beyond the course

Chill, take your time: I got 5 seconds

At your e-service Linda Mitchell, ATC Sunshine

E-service levels

Managing clients (CRM)

Tracking your business

Getting results

Help them select courses Provide ratings on courses Provide a certificate Run a frequent learner rewards program Reward managers Provide guided tour (of courseware/system) Provide a demo Promote (newsletters, articles, rewards) Provide learner support Use multiple techniques 10 tips to recruit e-learners That is, information , incentives and advice promote bribe cajole

Help them select courses

Provide ratings on courses

Provide a certificate

Run a frequent learner rewards program

Reward managers

Provide guided tour (of courseware/system)

Provide a demo

Promote (newsletters, articles, rewards)

Provide learner support

Use multiple techniques

How do you get learning to work? Meta-analysis of research assessing value of training Wilson Learning ILDP Forum, Sydney 2008 Learner readiness Organisational characteristics Assess Prepare Learn System Measure impact Align org objectives

How do you get learning to work?

Meta-analysis of research assessing value of training

Strategies to develop learner readiness - % improvement in outcomes motivate to use 10–49% motivate to learn 8–42% link to career 5–57% build self-efficacy (belief in ability) 5–25% Getting learning to work Michael Leimbach

Strategies to develop learner readiness - % improvement in outcomes

motivate to use 10–49%

motivate to learn 8–42%

link to career 5–57%

build self-efficacy (belief in ability) 5–25%

Strategies in design of the delivery - % improvement in outcomes realistic practice 10–22% goal setting 7–18% reviewing (tips, reminders) 10–12% Getting learning to work Michael Lembach

Strategies in design of the delivery - % improvement in outcomes

realistic practice 10–22%

goal setting 7–18%

reviewing (tips, reminders) 10–12%

Organisational characteristics - % improvement in outcomes manager support 10–67% clear job relevance 8–37% work/learning culture 5–20% Getting learning to work Michael Leimbach

Organisational characteristics - % improvement in outcomes

manager support 10–67%

clear job relevance 8–37%

work/learning culture 5–20%

Models for learner support in e-learning What can you do to ensure learner readiness in e-learning? What e-learning delivery and management practices increase completion and impact? What methods and tools are most effective for learner support? How much support is enough (cost-benefit)?

Models for learner support in e-learning

What can you do to ensure learner readiness in e-learning?

What e-learning delivery and management practices increase completion and impact?

What methods and tools are most effective for learner support?

How much support is enough (cost-benefit)?

Three stages of support Industry Integration Project before during after stage recruit support apply purpose UPTAKE COMPLETION IMPACT result, measure transfer of learning

Learning transfer tools e-learning plus e-performance

Friday 5s forthill.com

Clint Smith Director LearnWorks performance design services [email_address] 03 9528 5337 0410 569 386 skype clintos2