In today’s changing and demanding business environment how a learning and development team functions and addresses business needs has changed as well.
Learning/development and performance improvement should support achieving the overall business objectives.
The overall learning objectives must be taken into account when determining the best solution to meet the demands of business today.
Business runners are looking for better performance, accomplished with less expense and expect a faster time to proficiency.
There are real cost associated with slow proficiency. By reducing the time to proficiency will result minimizing these cost.
These are steps that can be followed to reduce the time to proficiency
Here is the process and cycle associated with knowledge transfer in a way that helps to rapidly achieve expertise and proficiency.
The performance centered learning process is the best approach to achieve real gains in proficiency. A variety blended solutions is used to deliver and support the process.
Two well established approaches to instructional design.
Based on a model development by IBM a model should be established for what a “blended solution’ should look like.
Return on investment will vary depending the development cost and over what time that cost will reoccur overtime. On-line/technology based training can have a higher initial development cost but a lower reoccurring cost over time. Using rapid development tools and process can lower deve
These are additional tools that would be part of a comprehensive learning and development solution.
Leading A Learning And Development Team In Today’S Environment
David ScurlockLearning and Development Leader
Working knowledge and experience in the design, development and implementation of learning solutions. Experience providing strategic alignment and direction supported with execution. Experience managing, motivating teams. Pragmatic understanding and experience within business environments. Visionary; Passionate; Servant Leader
Comprehensive-total solutions that address specific needs and skill gaps identified as part of the assessment process. Organized-training structured based on adult learning theory and sound instructional design. Relevant-based on contemporary best practices and practical real world concepts and programs. Experiential-training sessions that include exercises, role-plays, and activities that challenge and draw on the experience of the participants.
Better……….… Cheaper………..….FasterPerformance Overall Time to Costs Proficiency
Sub-par productivity Mistakes Dissatisfied customers Time getting help from others Manager’s time reviewing and correcting Attrition
Define proficiency Get Baseline Harvest expert knowledge Select the best method of delivery Measure results in terms of time to proficiency
Harvest Knowledge Store Knowledge Transfer KnowledgeInitial Learning Ongoing Learning Desired Increasing Expertise/Proficiency Results
Methodology for accelerating the development of proficient performance Reduce time to proficiency
Learn By Doing ◦ simulations ◦ cases ◦ real plays Teachable Moments ◦ key information is available at decision point ◦ individuals are motivated to learn ◦ remember the information ◦ can immediately apply it to the job
Systematic set of experiences ◦ Simple to complex ◦ Building process Integrate knowledge and skills Educational networking ◦ community of learners ◦ enables discussion and reflection ◦ motivates through peer interaction ◦ builds relationships
Present Principles Self-directed e-learning Strategies & Skills •Instructor-led Link Knowledge to web based Business •ClassroomKnowledge Application Training • Applications Workshops Daily Disciplines • Success Action Plans • On-going coaching and Support Success
Curriculum Technical Delivery Support Platform These elements work together to provide the success factors in the development, design and implementation of learning solutions.
Bloom’s Taxonomy ADDIE Process ◦ Knowledge ◦ Analyze ◦ Comprehension ◦ Design ◦ Application ◦ Develop ◦ Analysis ◦ Implement ◦ Synthesis ◦ Evaluate ◦ Evaluation Gagne’ Nine Events of Instruction ARCS Model for Motivation Constructivism
Synchronous Learning Process Interactive/ Socialization White Paper Rapid Simulation Exercises Development Word Games Instructor-Led Rapid Authoring Tools 20% 60% 20% Scenario-based Practice Simulations/ Problem Solving PowerPoint .PDF Classroom Content Knowledge*based on IBM learning model
Instructor-Led --------------- 750 hours to create simulation-based e-learning Online, Self-Paced 221:1 Hours of development per finished hour of instruction On-line, E-learning $ Return on Investment Impact of rapid development. shorter breakeven Break even point$$ Development Cost 10 months 34:1 Hours of development per finished hour of instruction Instructor-Led Example Only $$ Reoccurring cost, over time