ePortfolios for Employability and Human Capital Development - WPLAR 2012


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  • About Learning Agents About Don Presant
  • Employer managed Human Capital tool… like ePortfolio, but without learner ownership Bell, Alcan
  • Digital identity…. How many are on Facebook How many use YouTube…have uplopaded? Anyone can be a publisher
  • Organizational ITC systems: LMS, corporate eRecruitment, HR systems and Job Banks
  • Ie NOT an educational institution…community-based learning funds are flowed to this committee for projects annually Coordinated by Industry Training Partnerships, Manitoba Competitiveness Training and Trade – Sandi Howell
  • 3,000,000 citizens ePortfolio for the country Start in HS, take through life
  • Like Careers Wales Online, eFolio Minnesota Inspiration from MOSEP
  • Research project funded by HRSDC Learning Agents partnered with Learning Innovations Forum (LIfIA) (Kathryn Barker, int’l authority on ePortfolio) Other partners: FuturEd in BC EMCN in Alberta Learning Agents in Winnipeg CME Ontario NSCC (portfolio college) in the Maritimes
  • We presented to them pretty much what we presented to you…then asked their opinion Pre-employment Gap analysis and goal setting Learner-controlled skills and knowledge building (learning portfolio) Track skills improvement over time (e.g. English) Confidence builder Job interview preparation Networking tool Recruitment More than a resume, less than an interview (pre- or post-interview resource) Video interviews with potential employers, shrinks time and distance (e.g. while overseas) Digital evidence to support claims Secure validation of certifications Can be compatible with internal HRIS functions Employee Development / Performance Management Reduced training costs through skills and knowledge recognition Individualized training based on competencies (better ROI) Transparent management tool for employee development Employee participation ~ motivation (promotion of lifelong learning) ISO 9000-2000 compliance ( Both a product AND a process for continuous improvement ) Talent Management / Succession Planning Internal promotion vehicle (“look inside first” ) Identify and track “High Potentials” Knowledge Management tool for employee departures Workforce adjustment tool Both a product AND a process for continuous improvement   (Additional workplace benefits from RRC-PLAR Summer Institute 2006) Provides a tool for promotion and reassignment of staff Recognizes that the workplace offers valuable learning and training Allows for more cost-efficient training (eliminates duplication) Engages workers in training by validating what they already know Helps to develop pre-qualified pools of workers Provides a resource for regulatory compliance Encourages the development of workplace partnerships Assists with compensation rating and other forms of recognition Additional from Ken Kowalski “ PLAR and HR Practice – Making the Connection” June 2006 Increases workforce self-esteem Builds an inventory of talent Focuses learning dollars on critical corporate competencies
  • Employers were quite positive…
  • So employers could be convinced… “ Make eP mandatory” sounds odd, but it puts all employers on the same level
  • However this idea reflects a growing movement in technology generally… ePortfolio doesn’t have to be one big thing, can be an aggregate made up of pieces of other systems, e.g.: Learning Management System Job Referral Service Credential information Multifunctional, flexible, can serve needs of different communities, stakeholders Enables customization to particular needs
  • Like functional skills... 17 page reports 300+, more coming In 1994, Human Resources and Skills Development Canada launched a national research study, the Essential Skills Research Project (ESRP), to examine how the essential skills were used in various jobs. More than 3,000 interviews have now been conducted across Canada with people working in some 180 occupations. The ESRP initially focused on occupations requiring a secondary school diploma or less and on-the-job training.
  • ePortfolios for Employability and Human Capital Development - WPLAR 2012

    1. 1. Employability ePortfolios with Mahara A Community-Based Solution for Adults WPLAR July 26, 2012Don Presant
    2. 2. Human Capital Technology • eSourcing/eRecruitment tools – Résumé Importing/Exporting/Searching – Assessments & Applicant Screening – Applicant Tracking Systems (ATS) • Onboarding (orientation) tools • Performance/Talent Management Systems – Workplace learning, human capital development • Human Resource Management Systems (HRMS/HRIS)Adapted from http://www.recruitersnetwork.com/software/index.htm
    3. 3. EmployersHuman Capital Management
    4. 4. Web 2.0, social software“Publish yourself” Sarah Stewart http://www.youtube.com/watch?v=-t2dXPb9Wc8&feature=related Theo Ramsey http://www.youtube.com/watch?v=oT1XYjZcmck
    5. 5. Sourcing - just use Google?Sourcing on a BudgetGlenn Gutmacher 2007 Arbita02
    6. 6. Mining the Internet Arbita01 p2
    7. 7. Changing models of learning Bersin & Associates © July 2009 Bersin03 p4
    8. 8. One page version… http://www.jiscinfonet.ac.uk/infokits/e-portfolios
    9. 9. ePortfolios and resumes (Courtesy FuturEd)
    10. 10. Benefits of “e”• Information Management capabilities – Collecting, archiving, making different versions• Integration with Internet skills – Online research: documents, networks – Internet literacy• Easy to share – “one to many”, digital copies, links to specific pages• Collaboration – Easy to add comments, edit, mentor, coach• Measurement – Link to frameworks, rubrics, track learning over time• Easy to illustrate/demonstrate with multimedia• Can integrate with other ICT systems• Builds personal network, grooms digital identity
    11. 11. Applications for Adults• Pre-employment – Getting hired• Workplace development – Career advancement, performance management• Recognition of Prior Learning – Challenge for credit• Continuing Professional Development• Knowledge portfolios• Life portfolios
    12. 12. Career Portfolio ManitobaCurrent stakeholders: WEM & WPLAR• Nonprofit partnerships of Government, Business and Labour• WEM: workplace education in Essential Skills• WPLAR: workplace Recognition of Prior Learning wem.mb.ca wplar.ca
    13. 13. Regional solutionsInspiration for Manitoba
    14. 14. Vision for Career Portfolio ManitobaCareer development for life• For all Manitobans• Learner owned• Lifelong• Lifewide: home, community, school, work...• Based on (not restricted to) Essential Skills• Built through partnerships of stakeholders, with WEM and WPLAR as “anchor tenants”• Globally aware, locally relevant
    15. 15. RESEARCH PROJECT ePortfolio for SkilledImmigrants and Employers Pan Canadian Employer Focus Groups Jan-Feb 2006
    16. 16. Benefits of ePortfolio• Pre-employment• Recruitment• Human Capital Development – Employee Development – Performance Management – Talent Management – Succession Planning
    17. 17. Employer feedbackePortfolio as a tool to describe skills and knowledge• Majority in favour – “digital matching service, living document, screening tool, digital evidence of credentials and experience”• Benefits: – Accessible documents of work accomplishments vs. credentials – Pre-employment bridging tool, linked to LMI – Help standardize the language of competencies• Acceptance Factors – Accuracy, consistency, ease of use• Potential Issues – Time for creation and processing, privacy, content maintenance, system integrity, overall responsibility...
    18. 18. Employer feedbackOn the advisability of a broad ePortfolio system• Good timing – Rising skills shortages, immigration levels• Current examples – Job Banks and PSC system• Benefits – Good potential: niche sectors, skill sets, countries – Transparent tool for diversity and equity – Early adopters could have hiring advantage – Ease/improve recruitment, reduce wrong hires• Potential Barriers – Cost, regulatory body acceptance/validation, privacy, ownership, process inertia, consistency
    19. 19. Employer feedbackOn the advisability of a broad ePortfolio system• Acceptance Factors – Simplicity, accessibility, usefulness as a screening tool, trust, confidentiality, standards, integration, flexibility, extensibility, government support, marketing, training• Solutions – Fit eP into existing interviewing and hiring practices – Incremental approach with action research to measure benefits – Make eP mandatory (!) with allowed exceptions for inclusiveness
    20. 20. Featured elements• Portfolio building course – Video tutorials, support• Templates – Pages (soon collections) • Job Match Summary• Fictional exemplar• Extensive use of Web 2.0 – YouTube, Screenr, LinkedIn… – Embed.ly as the glue
    21. 21. Don Presantdon@learningagents.ca Twitter: donpresant Skype: dpresant
    23. 23. The “Mahoodle” ecosystem INSTRUCTOR LED Export artefacts (learning products) “Single Sign On”Submit for recognitionLinks to artefacts & views;assignments, evidence for outcomes USER DRIVEN
    24. 24. The “Mahoodle” ecosystemBlended learning•Synch/asynch, in class/online•Exposition•Assess for comprehension•Build knowledge INSTRUCTOR LED Export artefacts (learning products) s ct fa te “Single Sign On” ar er h Submit for recognition Ot Links to artefacts & views; assignments, evidence for outcomes USER DRIVEN Mahara tools: Blog, forum, views Human capital Collect, Select, Reflect… Employability Networks Artefacts, commentary, dialogue Skills transfer Peers, mentors KSA asset building Other Web 2.0 tools:
    25. 25. Showcase and assessment
    26. 26. Lifelong journey ownership“Small pieces, loosely joined” Government Student Information Records Portals Employer HR LMS Management Moodle, Systems D2L, etc. Online Localized Credential ePortfolio Labour Market Verification Information Web 2.0 YouTube Job Boards, LinkedIn Recruitment Twitter… Sites Online Personal Mentoring Networks, Services Communities
    27. 27. On the horizon• Self directed course, mobile access• Spin-offs• Open Badges
    28. 28. Useful links• Career Portfolio Manitoba – http://careerportfolio.mb.ca – http://bit.ly/eP_example• Workplace Education Manitoba – http://wem.mb.ca• WPLAR – http://wplar.ca• Mahara User Group Canada – http://mahara.org/group/view.php?id=1008• This presentation – http://bit.ly/aaeebl2012_dp
    29. 29. Adults in TransitionUse cases• Immigrants• Twenty-somethings• Return to workers• Displaced workers• Career shifters• Mature workers
    30. 30. Different learning needs ofadults?• Relevance• Assessment, accreditation• Intervention window• Urgency• Vulnerability
    31. 31. Canada’s Essential SkillsContextualized by workplace occupation…1. Reading text2. Document use3. Writing4. Numeracy5. Computer skills6. Oral communication7. Thinking skills – Problem Solving, Decision Making, Critical Thinking, Job Task Planning and Organizing, Significant Use of Memory, Finding Information1. Working with others2. Continuous learning
    32. 32. Essential Skills ePortfolioProgram overview• Adapt an existing paper curriculum• Leverage the “e” factor• Embed authentic ICT skills – Useful software, accessible hardware – Digital identity literacy