The Learning and Development Landscape - Michael Rochelle ALIGN 13

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Michael Rochelle, Chief Strategy Officer at Brandon-Hall Group, discuss the learning landscape at BizLibrary's Annual Conference - ALIGN. View the video recording here: http://youtu.be/dvQfRHCGtAU

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The Learning and Development Landscape - Michael Rochelle ALIGN 13

  1. 1. About Brandon Hall Group A preeminent research based advisory and analyst firm. Covering topic areas that provide strategic insights for executives and practitioners that are responsible for learning, talent, growth, and business results within their organizations. Our focus is on ensuring continuous business performance. • Established in 1992 • Nearly 200,000 subscribers • Over 10,000 clients globally • Memberships and Research “We provide insight, objectivity, and personalized support”
  2. 2. The Modern Workforce 2018 U.S. Workforce Forecast • Asians 5.6% • Hispanics 17.6% • African American 12.1% • Caucasian 79.4% U.S. BLS, 2018 Forecast Bureau of Labor Statistics US, 2010
  3. 3. Workforce Demographics Tomorrow
  4. 4. Location Profiles = Context Reinforce the classroom in a personal way Role Title Strengths Learning Path Experience
  5. 5. http://ianinsheffield.wordpress.com/2009/11/15/myple/
  6. 6. J. Husband & H. Macleod
  7. 7. J. Husband
  8. 8. Apprentice Centered Teaching Centered Learner Centered Relationship Centered One to One Relationships One to Many Many to Many Community to Many Focus on Quality of Craft Focus on What Needs Taught Focus on Learners Needs/Outcomes Focus on Relationships: Before 1930s 1930-1970s 1970s-2010 2010-Beyond People, Content, Work
  9. 9. Apprentice Centered Teaching Centered Learner Centered Relationship Centered Internships, Mentoring, Coaching Classroom Performance Support & Job Aids Video, Computer/Internet Learning Blended & Experiential Social Gaming Before 1930s 1930-1970s 1970s-2010 2010-Beyond
  10. 10. Over 70% of RCL organizations indicated that their revenue had increased over the previous year and that most of their key performance indicators were moving up!
  11. 11. RCL • Proactive orientation (employees take responsibility for their development and seek out learning with little or no push from leadership). • Automated processes that use technology to present employees with opportunities to connect to informal knowledge sources throughout the organization. • Each and every employee is presented opportunities for development based on personal strengths, weaknesses, job role, or interest from a source other than their immediate leader.
  12. 12. Networking/Events 64.5% Classroom Training 27.9% 56.8% Social Learning 40.1% 52.3% Media Based/E-Learning 52.3% Performance Support 25.0% 9.8% 69.3% 20.1% 0.0% 30.7% 54.0% 26.7% Job Assignment 4.8% 10.3% 25.0% 35.6% Coaching Mentoring 20.9% 40.3% 44.4% Blended Programs 3.1% 42.9% 49.5% Game-Based Learning 8.5% 4.0% 75.6% 20.0% Not Effective/Somewhat 40.0% 60.0% 4.2% 80.0% Effective/Very Effective 100.0% 120.0% N/A Classroom and e-Learning represent over 60% of more than half of learning organizations development programs BHG, Employee Development and Performance N=400, 2012
  13. 13. http://cac.ophony.org/2008/01/15/assessment-and-the-transformativeexperience/
  14. 14. How often would you expect your individual contributor population, on average, to need to connect with learning resources to effectively perform their job? Daily or more often Weekly Monthly Annually Less than annually 0% 5% 10% 15% 20% 25% 30% 35% 40%
  15. 15. • Contextual • • • • Concise • • • Short videos Quick updates Informal • • • Role Location Development path Everyday Ad hoc Timely • • Just in time Moment of need • Social • • Discussions Recommendations • Mobile • Anywhere, Anytime
  16. 16. Learning Content Static Platform Traditional Course
  17. 17. Traditional Course
  18. 18. Learning Objects Agile Platform Learning Nuggets
  19. 19. Learning Nuggets
  20. 20. Just In Time, Just for Me Best way to reach people and make learning attractive is to draw them through peer to peer interactions and create opportunities for collaboration.
  21. 21. 80% Learning Modules 70% Performance Support 60% 50% 40% 30% 20% 10% 0% RCL Non-RCL Does your organization deliver any learning via mobile learning modules or mobile performance support?
  22. 22. At least 50% of employees already use their own smartphones/devices to access workrelated sites or information. The MASIE Center
  23. 23. Not Just Phones… 8
  24. 24. SmartPhone Usage, ThinkwithGoogle, June 2012
  25. 25. More Practical Business Drivers for Mobile http://www.digitalbuzzblog.com/2011-mobile-statistics-stats-facts-marketing-infographic/
  26. 26. Percentage of Learning That is Mobile Business acumen Ethics Leadership development Performance support Job-specific soft skills Compliance Job-specific technical skills Products and services 0 5 10 15 20 25 30 35 40 Please indicate the percentage of your organization’s mobile learning delivery that is dedicated to each of the following training areas
  27. 27. Not at all 4.9% Slightly 15.7% Moderately 19.6% Highly 29.4% Extremely 30.4% 0% 5% 10% 15% 20% 25% 30% 35%
  28. 28. How is Performance Support Delivered? 100% 90% 88.1% 84.0% 80% 70% 60% 46.4% 50% 40% 30% 20% 10% 0% Paper-based Online Mobile
  29. 29. Mobile Business Drivers • • Bringing key practices right to the learner anywhere, anytime Creating innovative products and services in a global economy • Connecting with a new generation of learners
  30. 30. Mobile Applicability Administrative Setup & Maintenance M-Learning • • • • • • • • User Setup Course Prep Wait list management Profile Setup Courses Simulations Videos Curriculums Manager/User Dashboards • • • • Daily decision making views Priority setting views Guidance support Compliance tracking Administrative Work Activities M-Support • • • • • • • • Time-Tracking Approvals Assessments Scanning activities Company Job Aids Communication Tools Nuggets Learner
  31. 31. Search • Contextual • Local Communities • Quick connections • Stay connected Experts • Find experts on the go • Be able to reach them! Timeliness • Moment of need • Rapid updates
  32. 32. Developing Content for the Mobile Mind 44
  33. 33. Device Characteristics Audience Characteristics Environments • Device behavior varies • Short attention spans • Size of Device • Think thumbs (and fingers) • Bandwidth/data plans • Location of Regional and global requirements • Apps on the brain • Multi-taskers
  34. 34. Learner Requirements Mobile Design Considerations Easy to use - intuitive Mirror native environment UI’s lists, layers, and big buttons Learning experience fits to delivery mode Responsive web design, Apps versus HTML5 "Human Interface Guidelines" Content is accessible no matter what device I’m using Bookmarking Location web accessible Content is accessible in any location or work environment Cloud storage accessible Online and offline access options Easy to find and easy to share Cataloging and searching capabilities Forward, e-mail, tweet, etc. Engaging Colors, Textures, Patterns, Shadows Configurable visuals versus simplicity http://www.smashingmagazine.com/2009/10/09/iphone-app-design-trends/ http://mashable.com/2011/01/26/mobile-app-design-trends/

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