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  • One goal is to create discipline specific curriculum/learning tracks that align to our core business needs, and issue validated digital credentials for completing those tracks. Another goal is to understand what skills an employee already has so we know very concretely what learning track they need to be on. Lastly, we want to increase the visibility of our expertise, and social sharing of badges can help.
  • All learning tracks can be found at http://www.razorfishuniversity.com/learning-tracks/
  • One question I am often asked is regarding the PBL. Every discipline specific track has a PBL. PBL stands for problem or project based learning. It’s up to your discipline lead or manager to determine what the PBL should be.
  • Razorfish university slide_share

    1. 1. © 2014 Razorfish. All rights reserved. Confidential and proprietary. RAZORFISHUNIVERSITY.COM GOING GLOBAL
    2. 2. © 2014 Razorfish. All rights reserved. Confidential and proprietary. INTRODUCTION
    3. 3. © 2014 Razorfish. All rights reserved. Confidential and proprietary. WHAT IS RAZORFISHUNIVERSITY.COM? • A learning management system; employees can access learning tracks, modules and videos • An event management system; employees can register for workshops and webinars • A badging system; digital badges and credentials validate employee skills and experiences • A social network; access to messages, forums, profiles, groups, file management and feeds 3 Enables more productive reviews with your manager and provides you with greater control over your professional development. Empowers managers to recommend training programs for employees, track progress and gain a clear view of who’s who in the organization. Helps HR make more intelligent investments in learning and development and deliver more impactful programs. Benefits for HR Benefits for People Managers Benefits for Employees
    4. 4. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 4 CAPABILITIES USER DASHBOARDS EMPLOYEE PROFILES DIGITAL BADGING EVENT REGISTRATION CALENDAR SYNC TRACKING & REPORTING USER GROUPS INTERNAL MESSAGING COURSE RECOMMENDATIONS LEARNING TRACKS CONTENT TYPES COURSES LESSONS QUIZZES BLOG POSTS PAGES DOCX, XLSX, PDF & PPTX VIDEOS EVENTS BADGES FORUM POSTS SURVEYS STATS 1396 USERS AND COUNTING 737 BADGES AWARDED 100+ VIDEOS 46 LEARNING TRACKS 40 COURSES 63 LESSONS 40 GROUPS
    5. 5. © 2014 Razorfish. All rights reserved. Confidential and proprietary. LMS TRACKING WITH AN LMS + LRS Goal Capture and understand informal and external learning experiences for applications employees are already using including SharePoint and Yammer. Approach Leverage Experience API connectors to connect existing systems and applications to report learning data to Wax LRS. Wax LRS is a Learning Record Store based on the Experience API. 5 Content Activity LRS The Old Way The New Way I did this I did this I did this I did this
    6. 6. © 2014 Razorfish. All rights reserved. Confidential and proprietary. MEASURE ACHIEVEMENTS & LEARNING EVERYWHERE 6 Custom Real Time Reports API Experience Tracking
    7. 7. © 2014 Razorfish. All rights reserved. Confidential and proprietary. WHAT THIS MEANS TO LEARNING & DEVELOPMENT 7 Track learning wherever it happens… …better understand competences and business impacts.
    8. 8. © 2014 Razorfish. All rights reserved. Confidential and proprietary. BADGING & CREDENTIALING
    9. 9. © 2014 Razorfish. All rights reserved. Confidential and proprietary. WHAT ARE BADGES? Wikipedia Digital badges or digital credentials are a validated indicator of accomplishment, skill, quality or interest that can be earned in various learning environments. MacArthur Foundation Digital badges are an assessment and credentialing mechanism that is housed and managed online. Badges are designed to make visible and validate learning in both formal and informal settings.
    10. 10. © 2014 Razorfish. All rights reserved. Confidential and proprietary. HOW WE USE BADGES Employees earn badges for… Attending workshops & webinars Helping to develop training programs Completing learning tracks This helps us to… Identify knowledge Measure participation Reward engagement Plan future investments
    11. 11. © 2014 Razorfish. All rights reserved. Confidential and proprietary. Understanding employee skills (and gaps) Employees earn digital badges for completing Razorfish University assessments. Razorfish University partners with other institutions, like General Assembly and The Knowledge Engineers, to craft real-world challenges for badging credentials. Badges earned from Razorfish University and other institutions are displayed on Razorfish University employee profiles. Employees can share their credentials to social networking sites like Facebook and LinkedIn. FUTURE OF BADGING AT RAZORFISH
    12. 12. © 2014 Razorfish. All rights reserved. Confidential and proprietary. LEARNING TRACKS
    13. 13. © 2014 Razorfish. All rights reserved. Confidential and proprietary. WHAT ARE LEARNING TRACKS? Learning tracks are where employees can see curated blended training recommendations based on a topic, project or discipline. Employees are linked to their discipline-specific learning track based on their profile. When the employee completes the learning track they earn a digital credential (badge).
    14. 14. © 2014 Razorfish. All rights reserved. Confidential and proprietary. A step is any requirement that validates learning. For example, completing or participating in an onsite workshop, offsite workshop, certification program, or elearning course are learning track steps. As an employee completes the steps in their track their progress is made visible via a green checkmark. If the same step exists in a separate learning track they will also see a green checkmark in that track. Once they complete all the steps in a learning track a badge appears on their profile. WHAT ARE STEPS?
    15. 15. © 2014 Razorfish. All rights reserved. Confidential and proprietary. TYPES OF LEARNING TRACKS Learning tracks can be created for a discipline, project, or general topic in order to establish knowledge expectations and validate competencies. Discipline • Discipline-specific • Based on career progression • Level/role based expectations Project • May pertain to more than one discipline or level • Designed to quickly get team up to speed Topic • Applicable to multiple disciplines, roles and levels • Typically a soft skill or software training
    16. 16. © 2014 Razorfish. All rights reserved. Confidential and proprietary. SCREENS 16
    17. 17. © 2014 Razorfish. All rights reserved. Confidential and proprietary. ONLINE COURSES 17
    18. 18. © 2014 Razorfish. All rights reserved. Confidential and proprietary. MY HOME DASHBOARD
    19. 19. © 2014 Razorfish. All rights reserved. Confidential and proprietary. DOCUMENTS 19
    20. 20. © 2014 Razorfish. All rights reserved. Confidential and proprietary. PROFILES & GROUPS
    21. 21. © 2014 Razorfish. All rights reserved. Confidential and proprietary. WORKSHOPS & WEBINARS 21
    22. 22. © 2014 Razorfish. All rights reserved. Confidential and proprietary. VIDEOS 22
    23. 23. © 2014 Razorfish. All rights reserved. Confidential and proprietary. LEARNING TRACK 23
    24. 24. © 2014 Razorfish. All rights reserved. Confidential and proprietary. MEMBERS DIRECTORY
    25. 25. © 2014 Razorfish. All rights reserved. Confidential and proprietary. GOALS FOR 2015 & BEYOND
    26. 26. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 26 Improving accessibility and reporting In April 2014 we rolled out razorfishuniversity.com to the US east region and quickly reached 400 active users. As of September 2015 we have over 1500 users. To support the global rollout we made improvements in web hosting, dashboards and reporting.
    27. 27. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 27 Using badges to enhance employee skills profiles Badges are used across many organizations to verify formal and informal learning. By displaying badges earned both inside and outside Razorfish on employee profiles we will gain access to a more complete picture of employee skills and competencies.
    28. 28. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 28 Using assessments to challenge employees and verify skills Adding assessments to Razorfish University will allow us to understand the impact of Razorfish University programs. We will work with internal and external SMEs and vendors to craft real- world challenges and online assessments for Razorfish University.
    29. 29. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 29 Providing self-guided and guided learning content Razorfish University currently offers 60 modules and 120+ videos. We have access to 2,000 more modules that have been aligned to competencies, and the ability to pull in videos from YouTube. We need resources in each country to identify / add localized content.
    30. 30. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 30 Workshops by request with on-demand alternatives In 2015 we switched to a “by request” model for workshops. In addition to responding to requests for and information about in- person workshops, local HR or should ensure that in person workshops are promoted alongside digital alternatives.
    31. 31. © 2014 Razorfish. All rights reserved. Confidential and proprietary. RAZORFISH UNIVERSITY INITIATIVES Beyond the Platform
    32. 32. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 32© 2014 Razorfish. All rights reserved. Confidential and proprietary. MAKER MONDAYS • Maker Monday is an Emerging Experiences initiative led by Chuck Fletcher, Technology Director, in partnership with Razorfish University. It provides employees an opportunity to learn maker techniques and tools, like soldering and Arduino. After successfully piloting in NY, Chuck and team will take Maker Mondays on the road summer ‘15 starting with ATL & SF.
    33. 33. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 33© 2014 Razorfish. All rights reserved. Confidential and proprietary. RAZORFISH + GENERAL ASSEMBLY • In 2015 Razorfish, led by Reva McEachern, Sr. Mgr. Learning Design & Technologies, joined forces with General Assembly on a global initiative straddling HR, L&D and Recruiting. It includes working with GA on an industry-wide tech credential, private recruiting engagements, employee discounts to GA classes, and a co-produced classes and workshops series. 33 Credentialing Network Razorfish will help craft challenge based assessments to verify tech skills alongside General Assembly and other employers in order to create an industry standard for tech credentials and a talent pipeline Co-Produced Classes Razorfish & GA commit to developing and promoting co-produced classes and thought leadership. Razorfish has option of providing an instructor or providing training for someone at GA to be the instructor. Outcomes & Hiring Engagements Razorfish will attend GA's hiring events where we have hiring needs We’ll host 1 studio tour per 4-6 months and receive personalized candidate recommendations Employee Discounts 10% Tuition Credit toward GA’s part time, fulltime, and online circuits programs 20% discount on GA classes, workshops, and events 3 month free trial to Front Row
    34. 34. © 2014 Razorfish. All rights reserved. Confidential and proprietary. 34© 2014 Razorfish. All rights reserved. Confidential and proprietary. CAREERLABS • From March – April 2015 L&D, OD and HR collaborated to bring CareerLabs back to life. RazorfishUniversity.com served as the hub for event registration and information. In addition, all recorded events have been posted to Razorfish University where employees can easily access, rate, comment and share.
    35. 35. © 2014 Razorfish. All rights reserved. Confidential and proprietary. CONTACT: FOR QUESTIONS REGARDING RAZORFISHUNIVERSITY.COM CONTACT REVA MCEACHERN, SR. MANAGER LEARNING DESIGN & TECHNOLOGIES REVA.MCEACHERN@RAZORFISH.COM

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