We all want to create the best learning experience for our learner, but there are more ways of doing this online than ever before. In this session we’ll look at alternatives to the standard 30 minute e-learning module and how we can encourage our learners to take more responsibility for their own learning.
Phew – that’s lucky as most of this session is focused on how we can use informal learning more in the workplace. Number of reasons… cheaper – immediate – quicker :: surely these are all things we would like at work also? Currently in work we tend to focus on formal training whether this is classroom based learning or traditional style e-learning modules. Yet when we’re at home most of us prefer informal – can we translate this into the workplace?
Have you bought one recently? We used to all own A-Zs, getting anywhere without one was pretty impossible. I have this very one shown and I can honestly say it has moved from my bookshelf for a good few years. So what do I/we use instead. First there was the AA route planner, then Google maps (especially on iphone - how cross are iphone 5 users that they have lost one of the phones best features) and SatNav
If you go a more informal route you may need to train your learners to take more responsibility for their own learning and help them get to grips with the tools that can help them do this.
Google :: YouTube :: Wikipedia :: Forums DLE – can use for FAQs :: Ask your networks (friends on facebook or colleagues on linked in) :: Professional information websites (might be a newspaper or a company site) :: Blogs DLE using webpage
In this session I want to show you some alternatives, but before I do let’s consider one of the largest barriers I here to this more learner led approach and that’s but it’s compliance training. “they have to do it, I have to prove they have done it” actually you don’t you need to prove they understand what they need to and know what they need to do so I think all this can apply as much to compliance training as any other type. You might just need to follow it with a quiz or a questionnaire.
Both LP and external
Knowledge bank – RCT great example - this is also an example of self-service just-in time learning (like the 5-10 min modules to avoid call to finance)
The Behavioural Competency Area is like I said perhaps a little more self-directed. As an organisation, we are moving towards using Role Profiles rather than job descriptions and person specifications during recruitment. These role profiles are based around behavioural competencies (of which there are 12) and technical competencies. In Personal Performance & Development Reviews, we are also expecting employees to set objectives around the behavioural competencies. The behavioural competency framework area has been put together so that people can access some form of development in the competency areas if they are not able to attend face to face training, or perhaps find that face to face training is not perhaps for them. The idea is that ultimately, people don’t have to be told by their manager to access the resource and that people can dip into it when they want and begin to take their learning into their own hands a bit more. The area directs individuals towards online modules they can complete, other electronic resources (useful websites, articles etc) and then overviews of relevant face to face courses they might wish to attend in order to become competent at that particular level. Bearing in mind that there hasn’t been a mass amount of promotion around this I have just run a report and was pleasantly surprised – across level 1’s of the 12 competencies there have been 40 enrolments, across the level 2’s there have been 15 enrolments, 14 enrolments across the level 3’s and 5 across the level 4’s.
Start http://www.khanacademy.org/math/arithmetic/multiplication-division/v/basic-multiplication Finish with “Campbell’s”
Looking at Learning Differently
If you are at home and you want tolearn something, what do you do?Go on a training courseTake an e-learning moduleUse the Internet