Human Capital Development   & Future Learning for BCA               Djadja.Sardjana, S.T., M.M.                Djadja@coml...
Human Capital & Role of HRM               Djadja.Sardjana, S.T., M.M.                Djadja@comlabs.itb.ac.id             ...
BASIC CONCEPT     Education:                                     Human     Knowledge                                      ...
Human Capital Concept                                                                 A unique resource that              ...
Human capital consists of:                                       Information                   Information-              M...
New Imperative for HRM                             BUILD                           STRATEGIC                           CAP...
BUILD STRATEGIC CAPABILITY       Strategic capability is the capacity to create value based          on the intangible ass...
EMPOWERING                               LEARNING    HUMAN CAPITAL                             ORGANIZATION         LEADIN...
EXPAND BOUNDARIES     FROM:     Traditional operational focus within     the context of a single organization.     HRM is ...
Human Resource Management            New Roles                          Rapid                   Human                     ...
Corporate as Learning                 Organization                   Djadja.Sardjana, S.T., M.M.                    Djadja...
PERUSAHAAN SEBAGAIORGANISASI PEMBELAJARAN            Organisasi yang     memberdayakan manusia di              Tempat dima...
TUJUAN ORGANISASI               PEMBELAJARAN         Memberikan kesempatan            terus memperluas                    ...
KARAKTER SDM YANG KOMPETEN DLM   ORGANISASI PEMBELAJARAN     “ Continuous learning can be enhanced when  people are proact...
MODEL DASARORGANISASI PEMBELAJARAN             ORANG                               ORGANISASI                      PEMBELA...
MODEL DASAR PEMBELAJARAN                         Individual LearningMenggambarkan perubahan keahlian, knowledge, perilaku ...
TUJUAN PEMBELAJARAN                       TUJUAN                KEPERCAYAAN              KETERAMPILAN                Komun...
HUBUNGAN KEPRIBADIAN,TINGKAH LAKU & HASIL KERJAKEPRIBADIAN    KEPRIBADIAN   BAKAT        TERAMPIL                        P...
KOMUNIKASI UNTUK KEBERHASILAN                                 VISI&MISI                                NILAI-NILAI        ...
TUJUANPemenuhan                                                     Lingkungan yang kondusif   Prestasi                   ...
Bagaimana TI Membantu Belajar ?       (Horton, Designing Web-Based Training, Wiley, 2000)       Modus Belajar             ...
Bagaimana TI Membantu Belajar ?       Modus Belajar                      Dukungan TI   Menyimak                    Tour vi...
Bagaimana TI Membantu Belajar ?     Modus Belajar                         Dukungan TI  Mendiskusikan ide            Mailin...
Bagaimana TI Membantu Belajar ?       • Penggunaan perangkat keras         komputer       • Pemanfaatan jaringan komputer ...
The Success of e-Learning                Djadja.Sardjana, S.T., M.M.                 Djadja@comlabs.itb.ac.id             ...
5 C of Successful E-Learning          Implementation1. Context    –        experiences, motivation, att             itude ...
5 C of Successful E-Learning         Implementation3. Champions   –     Establish central support         structures to re...
5 C of Successful E-Learning        Implementation4. Capacity Building     – Educators need to upgrade skills (ICT       l...
Communities of PracticeConnected Communities of Practice needed for Spec Adoption                         Research       C...
Learning Trend in The Future               Djadja.Sardjana, S.T., M.M.                Djadja@comlabs.itb.ac.id            ...
Changes of Learning Concept11/05/2012   Presentasi e-Learning LCF 2012-   31                     Djadja Sardjana
Learning 2.011/05/2012     Presentasi e-Learning LCF 2012-   32                       Djadja Sardjana
Traditional vs Innovative Training11/05/2012     Presentasi e-Learning LCF 2012-   33                       Djadja Sardjana
The 70:20:10 phenomenon                    Challenges in Life and Work               70%Feedback, mentors                 ...
Trends Stimulating               Innovation in the               “Classroom”a forecast for the executive on Human Capital ...
Leadership development is the biggest    expenditure in training budget                                 % of Budget for Le...
Trendsa forecast for the training market 11/05/2012   Presentasi e-Learning LCF 2012-                      Djadja Sardjana...
HR must be driven by                          organizational challenges & needs                                           ...
Good talent is hardto find…and retain.                                                                                 Tod...
Diversity is redefined.                                     Diversity is about                            age, culture, pe...
Leadership developmentis a top priority.                Top              Priority:                                “Leaders...
NEED:11/05/2012             Leadership at all levels                   Presentasi e-Learning LCF 2012-   42               ...
11/05/2012   Presentasi e-Learning LCF 2012-   43                     Djadja Sardjana
Innovation                               Creativity             are critical leadership qualities11/05/2012          Prese...
Face-to-face training             reigns….               58%               of training is               face-to-face.11/05...
…Yet E-learningEXPLODES                              E-learning will see                              the strongest       ...
Coaching market isgrowing.11/05/2012   Presentasi e-Learning LCF 2012-   47                     Djadja Sardjana
Informal learning             becomes mainstream11/05/2012     Presentasi e-Learning LCF 2012-                     48     ...
Clients and CompetitorsLeverage Social NetworkingIn addition to the popular social networking  sites such as Facebook and ...
Mobile Learning is                   on the Move     C C L   D A S H B O A R D11/05/2012                       Presentasi ...
From Formal to Extended  ACCESSIBILITY                                Learning                        {unique pedagogy}+  ...
Concerns…11/05/2012     Presentasi e-Learning LCF 2012-   52                       Djadja Sardjana
Case Study: IBM                 Djadja.Sardjana, S.T., M.M.                  Djadja@comlabs.itb.ac.id               http:/...
Case: IBM Basic Blue• Challenge:     – Train managers scattered around the       world     – (IBM has more than 30,000 man...
IBM Basic Blue for Managers• Survey:     – Preference for classroom based learning over       online learning• Interview: ...
Case: IBM Basic Blue• Conditions for learner acceptance  – Relative advantage  – Compatibility  – Complexity  – Trialabili...
Case: IBM Basic Blue     •       Advantage:             – Concise and practical content             – Easy and Instant acc...
Case: IBM Basic Blue• Simplicity     – Formative evaluation on usability and       navigations     – No plug-ins     – Mod...
Case: IBM Basic Blue• Observability     – Initial focus on everyday practical skills     – Reflection on learner their own...
Case: IBM Basic Blue• Strategies used:     – Community of practice (workshops)     – Online communication & collaboration ...
Case: IBM Basic Blue• Results:     – More than 4,000 managers have completed       the training     – Basic Blue won a 200...
Back-up               Djadja.Sardjana, S.T., M.M.                Djadja@comlabs.itb.ac.id             http://vizualize.me/...
SimulationNational Seminar on E-Learning:University of Indonesia, 28 & 29          August, 2006
SimulationNational Seminar on E-Learning:University of Indonesia, 28 & 29          August, 2006
SimulationNational Seminar on E-Learning:University of Indonesia, 28 & 29          August, 2006
SimulationNational Seminar on E-Learning:University of Indonesia, 28 & 29          August, 2006
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  1. 1. Human Capital Development & Future Learning for BCA Djadja.Sardjana, S.T., M.M. Djadja@comlabs.itb.ac.id http://vizualize.me/ptSH5Fdeoa11/05/2012 Presentasi e-Learning LCF 2012- 1 Djadja Sardjana
  2. 2. Human Capital & Role of HRM Djadja.Sardjana, S.T., M.M. Djadja@comlabs.itb.ac.id http://vizualize.me/ptSH5Fdeoa11/05/2012 Presentasi e-Learning LCF 2012- 2 Djadja Sardjana
  3. 3. BASIC CONCEPT Education: Human Knowledge capital & Skills NEW CHALLENGES NEW IMPERATIVES Human Economic resource growth LENGNICK - HALL:11/05/2012 Presentasi e-Learning LCF 2012- ”HRM IN THE KNOWLEDGE 3 Djadja Sardjana ECONOMY”
  4. 4. Human Capital Concept A unique resource that distinguishes it from other Knowledge, skills, abilities, and organizational resources and experience unique to an provides the basis for other individual employee. forms of competitive advantage.11/05/2012 Presentasi e-Learning LCF 2012- 4 Djadja Sardjana
  5. 5. Human capital consists of: Information Information- Motor skills gathering skills processing skills Communication Social skills Experiences skills Values, beliefs, and Knowledge attitudes11/05/2012 Presentasi e-Learning LCF 2012- 5 Djadja Sardjana
  6. 6. New Imperative for HRM BUILD STRATEGIC CAPABILITY MANAGE EXPAND ITS NEW ROLES BOUNDARIES11/05/2012 Presentasi e-Learning LCF 2012- 6 Djadja Sardjana
  7. 7. BUILD STRATEGIC CAPABILITY Strategic capability is the capacity to create value based on the intangible assets of the firm. It will make the difference in which firms succeed and which fail. Structural Capital is Relationship Capital is the Human Capital is the organizational interpersonal connections know-how, skills, and architecture and across members of the firm capabilities of managerial processes and relationships with individuals in an that enable HC to create others to provide organization. market value. cooperation/collaboration. Technical Cellular Trust, consumer loyalty, co- skills, innovativeness, structures, information production activities, and leadership systems, organizational licensing agrrement. competencies. cultural, dec making processes. e-Learning LCF 2012- Presentasi11/05/2012 7 Djadja Sardjana
  8. 8. EMPOWERING LEARNING HUMAN CAPITAL ORGANIZATION LEADING MANAGINGC IMPROVINGE MOTIVATINGO COUNSELING E COACHING • HONESTY M TRAINING • TRUST P MENTORING • TRANSPARANCY L • LOYALITY & INTEGRITY O • COMMITMENT Y • CONTINUOUS IMPROVEMENT E Presentasi e-Learning LCF 2012- E11/05/2012 8 Djadja Sardjana
  9. 9. EXPAND BOUNDARIES FROM: Traditional operational focus within the context of a single organization. HRM is thought of as an internal business function. Expanding its boundaries beyond the firm to suppliers, distributors&customers. Play new roles to provide superior value for customers and powerfully leverage strategic resource. Use their expertise to help their organization influence the behavior of customers, employees of supplier firms, and individuals in firms TO GET: Competitive human resource in the knowledge economy.11/05/2012 Presentasi e-Learning LCF 2012- 9 Djadja Sardjana
  10. 10. Human Resource Management New Roles Rapid Human deployment capital specialist steward Relationship Knowledge builder facilitator HRM HCM11/05/2012 Presentasi e-Learning LCF 2012- 10 Djadja Sardjana
  11. 11. Corporate as Learning Organization Djadja.Sardjana, S.T., M.M. Djadja@comlabs.itb.ac.id http://vizualize.me/ptSH5Fdeoa11/05/2012 Presentasi e-Learning LCF 2012- 11 Djadja Sardjana
  12. 12. PERUSAHAAN SEBAGAIORGANISASI PEMBELAJARAN Organisasi yang memberdayakan manusia di Tempat dimana orang secara dlm maupun di luar organisasi terus menerus menemukan untuk belajar dan terus bagaimana Ia mengkreasikan menerus mentransformasikan kenyataan dan bagaimana dirinya agar lebih baik mengubahnya. (Senge,1990) (Marquardt, 1996). Visi LO adalah sebagai unit .. Is an organization that yang paling efisien dalam facilitates of all its melakukan proses adaptasi.. members, continuously and “Always in the right place at consciously transforms itself the right time to take and its context (Pedler et.al. advantage of enviromental 1997) change.”11/05/2012 Presentasi e-Learning LCF 2012- 12 Djadja Sardjana
  13. 13. TUJUAN ORGANISASI PEMBELAJARAN Memberikan kesempatan terus memperluas dimana pola berfikir baru kapasitasnya untuk maupun perluasan pola menciptakan hasil yang berfikir dipelihara diinginkan; Membuat orang secara Disertai aspirasi kolektif berkelanjutan bagaimana yang disusun bebas; belajar bersama- sama.11/05/2012 Presentasi e-Learning LCF 2012- 13 Djadja Sardjana
  14. 14. KARAKTER SDM YANG KOMPETEN DLM ORGANISASI PEMBELAJARAN “ Continuous learning can be enhanced when people are proactive, reflective and creative in their learning.. Through action and reflection , people process what they perceive when they learn”~ Watkins & Marsick, 1993 Rasa ingin Dapat tahu yang Pemaaf Kebersamaan dipercaya besar (forgiveness) (togetherness) (trusted) (curiosity) 11/05/2012 Presentasi e-Learning LCF 2012- 14 Djadja Sardjana
  15. 15. MODEL DASARORGANISASI PEMBELAJARAN ORANG ORGANISASI PEMBELAJARAN PENGETAHUAN TEKNOLOGI11/05/2012 Presentasi e-Learning LCF 2012- 15 Djadja Sardjana
  16. 16. MODEL DASAR PEMBELAJARAN Individual LearningMenggambarkan perubahan keahlian, knowledge, perilaku dan Sistem nilai yang diperoleh pegawai melalui belajar mandiri, instruksi via teknologi, pencerahan dan observasi. Team Learning Menggambarkan peningkatan keahlian, pengetahuan dan kompetensi yg dapat di dalam kelompok melalui proses pengambilan keputusan, refleksi, umpan balik dan membuat perubahan untuk mengadaptasi perubahan. Organization Learning Menghasilkan peningkatan kemampuan intelektual dan produksi melalui komitmen terus menerus yang terjadi via pencerahan yang dibagi , pengetahuan dan model mental.11/05/2012 Presentasi e-Learning LCF 2012-Djadja 16 Sardjana
  17. 17. TUJUAN PEMBELAJARAN TUJUAN KEPERCAYAAN KETERAMPILAN Komunikasi KELOMPOK Rencana / Org INDIVIDU TANGGUNG Sinergi MAWAS KARAKTER JAWAB Integritas DIRI Kedewasaan Kepedulian sosial STRUKTUR DAN SISTEM11/05/2012 Presentasi e-Learning LCF 2012- 17 Djadja Sardjana
  18. 18. HUBUNGAN KEPRIBADIAN,TINGKAH LAKU & HASIL KERJAKEPRIBADIAN KEPRIBADIAN BAKAT TERAMPIL PERILAKU HASIL KERJA GIAT PRESTASI KEBERHASILAN KEPRIBADIAN MINAT, SIFAT GAIRAH, NILAI11/05/2012 Presentasi e-Learning LCF 2012- 18 Djadja Sardjana
  19. 19. KOMUNIKASI UNTUK KEBERHASILAN VISI&MISI NILAI-NILAI TUJUAN STRATEGI MOTIVASI TENTUKAN KEJELASAN HUBUNGAN & YANGDORONGAN MANAJER JELAS TERBUKA HUBUNGAN KONSISTEN KERJA SDM SDM YAKIN AKAN11/05/2012 KEMAMPUAN Presentasi e-Learning LCF 2012- Djadja Sardjana 19 SKRG / YAD
  20. 20. TUJUANPemenuhan Lingkungan yang kondusif Prestasi Kondisi kerja (sarana dan Pengakuan prasrana) Pekerjaan M Kebijaksanaan (gaya Kemajuan O kepemimpinan / Toleransi) Tanggungjawab T Birokrasi (organisasi / sistem Aktualisasi kerja / pendelegasian / umpan I balik) Kelangsungan hidup V Hubungan kerja A Rekruitmen / penempatan / diklat S Nilai-nilai / norma kelompok I Gaji / insentif SUMBER DAYA MANUSIA11/05/2012 Presentasi e-Learning LCF 2012- 20 Djadja Sardjana
  21. 21. Bagaimana TI Membantu Belajar ? (Horton, Designing Web-Based Training, Wiley, 2000) Modus Belajar Dukungan TI Mendengarkan Web cast, video/audio conference, sekuen presentasi Mencari saran Mailing list, e-mail, chatting, e- video/audio conference, on-line on- mentoring Membaca Browsing Internet, buku on- on- line, perpustakaan digital Memperhatikan Sekuen presentasi, movie, presentasi, papan tulis on-line on- 11/05/2012 Presentasi e-Learning LCF 2012- 21 Djadja Sardjana
  22. 22. Bagaimana TI Membantu Belajar ? Modus Belajar Dukungan TI Menyimak Tour virtual, diskusi on-line on- Menerima kritik Diskusi on-line, video/audio on- conference, mailing list, on-line on- mentoring Memodelkan Simulasi, game on-line, on- kegiatan role-playing on-line role- on- Eksplorasi Eksperimen virtual, simulasi 11/05/2012 Presentasi e-Learning LCF 2012- 22 Djadja Sardjana
  23. 23. Bagaimana TI Membantu Belajar ? Modus Belajar Dukungan TI Mendiskusikan ide Mailing list, video/audio conference, chatting, diskusi on-line, forum kolaborasi on- Mempraktekkan Eksperimen virtual, test on- on- line, game pembelajaran Meneliti Tutorial on-line, perpustakaan on- digital, WWW11/05/2012 Presentasi e-Learning LCF 2012- 23 Djadja Sardjana
  24. 24. Bagaimana TI Membantu Belajar ? • Penggunaan perangkat keras komputer • Pemanfaatan jaringan komputer (termasuk Internet) – Sumber informasi E-Learning – Sarana komunikasi • Penggunaan perangkat lunak untuk beragam keperluan 11/05/2012 Presentasi e-Learning LCF 2012- 24 Djadja Sardjana
  25. 25. The Success of e-Learning Djadja.Sardjana, S.T., M.M. Djadja@comlabs.itb.ac.id http://vizualize.me/ptSH5Fdeoa11/05/2012 Presentasi e-Learning LCF 2012- 25 Djadja Sardjana
  26. 26. 5 C of Successful E-Learning Implementation1. Context – experiences, motivation, att itude and expectations regarding eLearning of the main stakeholders (e.g. faculty, students, deans, bo ards)2. Contiguity – Logical flow of content. – Iterative flow of content11/05/2012 Presentasi e-Learning LCF 2012-Djadja Sardjana 26
  27. 27. 5 C of Successful E-Learning Implementation3. Champions – Establish central support structures to reduce technical aversions and challenges for the individual – Cooperation within/among departments – Resource support11/05/2012 Presentasi e-Learning LCF 2012-Djadja Sardjana 27
  28. 28. 5 C of Successful E-Learning Implementation4. Capacity Building – Educators need to upgrade skills (ICT literacy) – Institution provide training to equip educators with new pedagogical styles5. Change – Technological change – Create innovation in pedagogical style & instructional design11/05/2012 Presentasi e-Learning LCF 2012- 28 Djadja Sardjana
  29. 29. Communities of PracticeConnected Communities of Practice needed for Spec Adoption Research Communities Domain Applied Research Supporting: and/or of Practice Development Use of LT for Learning -Learning Providers Learning Learning Formative -Learning Designers Research Providers Evaluation - System Developers Development of ‘Content’ Feedback to Hypermedia & Learning Formative Collaboration Designers Evaluation - Spec Developers Development of Systems ICT System Formative Development Developers Evaluation Enhancement of Standards Specification Standards Formative R&D Developers Evaluation11/05/2012 29
  30. 30. Learning Trend in The Future Djadja.Sardjana, S.T., M.M. Djadja@comlabs.itb.ac.id http://vizualize.me/ptSH5Fdeoa11/05/2012 Presentasi e-Learning LCF 2012- 30 Djadja Sardjana
  31. 31. Changes of Learning Concept11/05/2012 Presentasi e-Learning LCF 2012- 31 Djadja Sardjana
  32. 32. Learning 2.011/05/2012 Presentasi e-Learning LCF 2012- 32 Djadja Sardjana
  33. 33. Traditional vs Innovative Training11/05/2012 Presentasi e-Learning LCF 2012- 33 Djadja Sardjana
  34. 34. The 70:20:10 phenomenon Challenges in Life and Work 70%Feedback, mentors Coursework and coaching and Training20% 10%11/05/2012 Presentasi e-Learning LCF 2012- 34 McCall, Eichinger, and Lombardo CCL Djadja Sardjana
  35. 35. Trends Stimulating Innovation in the “Classroom”a forecast for the executive on Human Capital 11/05/2012 Presentasi e-Learning LCF 2012- 35 Djadja Sardjana
  36. 36. Leadership development is the biggest expenditure in training budget % of Budget for LeadershipIn 2010, Developmentleadership 33% 35development 30accounted for 25 21% 24% 22%22% of the 20 17% 15organization’s 10total training 5budget. 0 2006 2007 2008 2009 2010 11/05/2012 Presentasi e-Learning LCF 2012- 36 Source: Bersin & Associates, Djadja Sardjana Corporate Learning Factbook, 2011
  37. 37. Trendsa forecast for the training market 11/05/2012 Presentasi e-Learning LCF 2012- Djadja Sardjana 37
  38. 38. HR must be driven by organizational challenges & needs Organizational Needs- Driven HR Integrated Talent Management Strategic HR Personnel Department • Differentiate & Segment Talent • Plan for the Future • Globalize the Workforce & HR • Integrate with the Work of the 11/05/2012 Organization Presentasi e-Learning LCF 2012- 38 Djadja SardjanaSource: Bersin & Associates – Enterprise Learning and Talent Management 2011
  39. 39. Good talent is hardto find…and retain. Today’s workforce has “fewer technical and professional skills than in previous Source: Bersin & Associates – Enterprise Learning and Talent Management 2011 decades”11/05/2012 Presentasi e-Learning LCF 2012- 39 Djadja Sardjana
  40. 40. Diversity is redefined. Diversity is about age, culture, personality, skills, training, educatio nal background and life experiences. …………………… Diversity among viewpoints leads to innovative thinking.11/05/2012 Presentasi e-Learning LCF 2012- 40 Djadja Sardjana
  41. 41. Leadership developmentis a top priority. Top Priority: “Leadership development—is vital to succession” Leadership Development Leadership at all Levels 11/05/2012 Presentasi e-Learning LCF 2012- 41 Djadja Sardjana
  42. 42. NEED:11/05/2012 Leadership at all levels Presentasi e-Learning LCF 2012- 42 Djadja Sardjana
  43. 43. 11/05/2012 Presentasi e-Learning LCF 2012- 43 Djadja Sardjana
  44. 44. Innovation Creativity are critical leadership qualities11/05/2012 Presentasi e-Learning LCF 2012- 44 Djadja Sardjana
  45. 45. Face-to-face training reigns…. 58% of training is face-to-face.11/05/2012 Presentasi e-Learning LCF 2012- 45 Djadja Sardjana
  46. 46. …Yet E-learningEXPLODES E-learning will see the strongest growth (15%), especially for lower leader levels in the organization.11/05/2012 Presentasi e-Learning LCF 2012- 46 Djadja Sardjana
  47. 47. Coaching market isgrowing.11/05/2012 Presentasi e-Learning LCF 2012- 47 Djadja Sardjana
  48. 48. Informal learning becomes mainstream11/05/2012 Presentasi e-Learning LCF 2012- 48 Source: Bersin Djadja Sardjana & Associates, 2009
  49. 49. Clients and CompetitorsLeverage Social NetworkingIn addition to the popular social networking sites such as Facebook and LinkedIn, organizations are beginning to implement enterprise social networks 11/05/2012 Presentasi e-Learning LCF 2012- Djadja Sardjana 49
  50. 50. Mobile Learning is on the Move C C L D A S H B O A R D11/05/2012 Presentasi e-Learning LCF 2012- 50 Djadja Sardjana
  51. 51. From Formal to Extended ACCESSIBILITY Learning {unique pedagogy}+ All are measured and driven by standards -In classroom & blended classrooms -LMS/VLE, moderated environments Extended Learning {multiple access points} = Adaptive MobilityTM -Web portals and Web 2.0 tools that are a part of measured success Environments ACCESSIBILITYCONTENT PEDAGOGY Multiple devices and environments-Formal curriculum -Mobile devices-Textbooks and educational content -PC & Online in distracted learning-Online courseware environments (all times except when in- Assessments class or in formal systems)- Mandated content -Social networks LEARNER CONTEXT CONTENT PEDAGOGY -Formal learning Environment / Content Aware -Prepared for the environment -Review, Reinforce & Self-assess -Minimal distraction -Learning accompaniment, not replication of formal content -Smaller nuggets of learning consumption -Utilize device and environmental features LEARNER CONTEXT Formal -Inherently distracted environments -“Learning Moments” are small and Learning grabbed as possible -Use as needed to learn betterEnvironments 11/05/2012 51 Presentasi e-Learning LCF 2012- Djadja Sardjana 51
  52. 52. Concerns…11/05/2012 Presentasi e-Learning LCF 2012- 52 Djadja Sardjana
  53. 53. Case Study: IBM Djadja.Sardjana, S.T., M.M. Djadja@comlabs.itb.ac.id http://vizualize.me/ptSH5Fdeoa11/05/2012 Presentasi e-Learning LCF 2012- 53 Djadja Sardjana
  54. 54. Case: IBM Basic Blue• Challenge: – Train managers scattered around the world – (IBM has more than 30,000 managers in more than 50 countries).11/05/2012 Presentasi e-Learning LCF 2012- 54 Djadja Sardjana (Lewis & Orton, 2000)
  55. 55. IBM Basic Blue for Managers• Survey: – Preference for classroom based learning over online learning• Interview: – Online: Cognitive based development – Classroom: Behavioral skills• Decision: – Hybrid model11/05/2012 Presentasi e-Learning LCF 2012- 55 Djadja Sardjana
  56. 56. Case: IBM Basic Blue• Conditions for learner acceptance – Relative advantage – Compatibility – Complexity – Trialability – Observability (Rogers, 2005)11/05/2012 Presentasi e-Learning LCF 2012- 56 Djadja Sardjana
  57. 57. Case: IBM Basic Blue • Advantage: – Concise and practical content – Easy and Instant access – Allow more higher order classroom discussion (experiential learning, case studies) • Compatibility – Standard interface (Just content change) – Apply same language (Terminology) and practices11/05/2012 Presentasi e-Learning LCF 2012- 57 Djadja Sardjana
  58. 58. Case: IBM Basic Blue• Simplicity – Formative evaluation on usability and navigations – No plug-ins – Modular content chunking• Trialability – Allow free access with no personal tracking (Safe and comfortable)11/05/2012 Presentasi e-Learning LCF 2012- 58 Djadja Sardjana
  59. 59. Case: IBM Basic Blue• Observability – Initial focus on everyday practical skills – Reflection on learner their own learning (increase awareness)11/05/2012 Presentasi e-Learning LCF 2012- 59 Djadja Sardjana
  60. 60. Case: IBM Basic Blue• Strategies used: – Community of practice (workshops) – Online communication & collaboration – Simple web design with allowing self-pacing – Interactivity (simulations & learning-by-doing) – eMentoring – Online self-assessments and feedback11/05/2012 Presentasi e-Learning LCF 2012- 60 Djadja Sardjana
  61. 61. Case: IBM Basic Blue• Results: – More than 4,000 managers have completed the training – Basic Blue won a 2005 American Society for Training & Development "Citation" Award – The program is expected to save IBM more than $150 million in 201511/05/2012 Presentasi e-Learning LCF 2012- 61 Djadja Sardjana
  62. 62. Back-up Djadja.Sardjana, S.T., M.M. Djadja@comlabs.itb.ac.id http://vizualize.me/ptSH5Fdeoa11/05/2012 Presentasi e-Learning LCF 2012- 62 Djadja Sardjana
  63. 63. SimulationNational Seminar on E-Learning:University of Indonesia, 28 & 29 August, 2006
  64. 64. SimulationNational Seminar on E-Learning:University of Indonesia, 28 & 29 August, 2006
  65. 65. SimulationNational Seminar on E-Learning:University of Indonesia, 28 & 29 August, 2006
  66. 66. SimulationNational Seminar on E-Learning:University of Indonesia, 28 & 29 August, 2006

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