Blended Learning by Enovate Romania, L&D Forum 2011
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Blended Learning by Enovate Romania, L&D Forum 2011
- 1. Blended Learning,opțiune de criză sau viziune strategică? 13 octombrie 2011 Business-Edu L&D Forum
- 3. Blended Learning: de ce și totuși de ce?
- 4. Cele mai bune ingrediente
- 7. Comunicare constantă trainer – participanțiAre there changes in perception and behaviour?
- 9. Planuri individuale de dezvoltare
- 10. Dezvoltarea competențelor cheie pentru noul rolDe exemplu…(II)
- 12. Planuri individuale de dezvoltareDe exemplu…(II)
- 14. Blended Learning =? Blended learning se concentrează pe îndeplinirea obiectivelor de învățare folosind cele mai bune tehnologii de învățare, adaptate stilului individual de învățare, pentru a transfera abilitățile potrivite către persoana potrivită, la momentul oportun.
- 15. Oamenii nu învață printr-o singură metodă. Noi, ca specie, suntem “blended learners” (Elliot Masie) O premisă
- 17. Grad ridicat de acoperire
- 19. Timp mai scurt /viteză mai mare
- 20. Optimizarea rezultatelor de business
- 21. Grad mare de complexitateDe ce blended learning?
- 22. Și totuși de ce?
- 23. Evoluția trainingului Bersin & Associates, Article: Modernize Corporate Training: The Enterprise Learning Framework
- 25. Laboratoare și ateliere practice
- 26. “Field trips”
- 29. Webinar
- 30. Coaching
- 32. Module training online sau PC
- 33. Evaluări/teste sau sondaje
- 34. Simulări
- 36. Recorded live events
- 38. Conținutul
- 39. Costul
- 42. Construirea experienței și increderii în instrumentele cheie disponibile
- 43. Re-design pentru un impact maxim în business. Ce ar trebui să știe fiecare individ să facă după participarea la program?
- 44. Experimentează! “Blended learning is a journey rather than a destination!”
- 45. Bibiliografie Bersin & Associates, http://www.bersin.com (Modernize Corporate Training-The Enterprise Learning Framework, How People Learn It Really Hasn’t Changed) Chief Learning Officer Magazine, http://clomedia.com (Blended Learning: Embracing Individualism, Blended Learning Done Right, Redefining Blended Learning, Beyond the Talk About Blended Learning) NTL Institute (National Training Laboratories Institute), http://www.ntl.org/ (The NTL Institute Learning Experience) Harold Jarch, http://www.jarche.com The Talent Management Magazine, http://talentmgt.com (On-the-Job Learning: Everyday Performance)
- 46. Mulțumim pentru atenție!
- 47. Vă invităm să ne conectăm! Enovate Romania Strada Smârdan nr. 13, București www.facebook.com/EnovateRomania www.twitter.com/EnovateRomania www.enovateromania.ro/blog
Editor's Notes
- Tipuri de social media...
- Tipuri de social media...
- What is Blended Learning?Simply put, Blended Learning can be described as a learning program where more than onedelivery mode is being used with the objective of optimizing the learning outcome and cost ofprogram delivery.
- Embedded in this definition are the following principles:__We are focusing on the learning objective rather than the method of delivery__Many different personal learning styles need to be supported to reach broad audiences__Each of us brings different knowledge into the learning experience__In many cases, the most effective learning strategy is “just-what-I-need, just-in-time”
- 2. People Learn by DoingPeople (adults and children) learn by doing. Our brains may be able to grasp and understand concepts from books and lectures, but we cannot truly "master" a subject until we use it. And this means making mistakes.Bersin: In fact, one of the biggest findings we realized in our brand new High-Impact Learning Culture research is that organizations which learn quickly have a vast and deep tolerance for mistakes. Their top executives expect the company to make mistakes - and they learn from them. They are essentially telling people to "learn by doing"The Learning Pyramid shows us that the Greatest Methods of Learning Retention are at the Base of the Pyramid. This is achieved through Discussion Groups, Practice-By-Doing Activities, Sharing Ideas and Teaching Others (NTL Institute (National Training Laboratories Institute) for applied behavioural science
- The concept of Blended Learning is rooted in the idea that learning is not just a one-time event –but that learning is a continuous process. Benefits :Improved Learning EffectivenessRecent studies at the University of Tennessee and Stanford give us evidence that a blendedlearning strategy actually improves learning outcomes by providing a better match between how alearner wants to learn and the learning program that is offered.Extending the ReachA single delivery mode inevitably limits the reach of a learning program or critical knowledgetransfer in some form. For example, a physical classroom-training program limitsaccess to only those who can participate at a fixed time and location, whereas a virtual classroomevent is inclusive of a remote audience, and when followed up with recorded knowledge objects(ability to playback a recorded live event), can extend the reach to those who could not attend at aspecific time.You can roll out a new initiative or program to global audiences and reach more people than ever possible before. This is the promise of e-learning and it is true. Optimizing Development Cost and TimeCombining different delivery modes has the potential to balance out and optimize the learningprogram development and deployment cost and time. A hundred percent online, self-paced,media-rich, Web-based training content may be too expensive to produce (requiring multipleresources and skills), but combining virtual collaborative learning forums and coaching sessionswith simpler self-paced materials, documents, case studies,recorded live eLearning events, text assignments, and PowerPoint presentations, may be just as effective or more effective.Speed: If you need to train people within months, you can reach thousands of people simultaneously. Although there is a fixed time to develop content, the time to deploy is fast. Optimizing Business ResultsOrganizations report exceptional results from their initial blended learning initiatives. Learningobjectives can be obtained in 50 % less class time than traditional strategies. Travel costs andtime have been reduced by up to 85%. Acceleration of mission-critical knowledge to channelsand customers can have a profound impact on the organization’s top line. Complexity: many training challenges are just too complex for a single web-based course or PowerPoint change their behavior, using multiple media will get much higher completion and results.
- To paraphrase Jack Welch, legendary chairman of General Electric, the ability of an organization to learn, and rapidly convert that learning into action, is the ultimate source of competitive advantage. Blending Work and LearningThe true success and effectiveness of learning in organizations is believed to beassociated with the paradigm where work and learning areinseparable, and where learning is embedded in business processes such as hiring, sales, orproduct development. Work becomes a source of learning content to be shared and more learningcontent becomes accessible on-demand and in the context of the user’s workplace need.
- How Corporate Training and Learning has EvolvedAs this chart shows, over the last 10 years the corporate training world has gone through four major phases. Throughout the 1980s and 1990s, traditional instructor-led training (which still makes up more than 60% of all training delivery today), was our primary form of training, and it was complimented by various forms of technology (CD ROMs).In 1998 the term “e-learning” caught on, and the training world fundamentally changed. We call this second phase the “e-learning era,” because it was characterized by a mad rush to put everything online. Originally, organizations started repurposing all their programs and developed linear, formal training programs for the web. In 2001 we had a global recession, which even further accelerated the transition as organizations tried to drastically reduce instructor-led training to save money. During this second phase the modern LMS was born, as were many of the new rapid e-learning and other web-based development tools we have today.In the mid 1990s we entered what I call the “blended and informal learning” era. Organizations realized that “e-learning” was not as all-powerful as we once imagined, and the concepts of blended learning began. Many companies actually “reopened” and “reinvested” in their classroom programs again. As organizations adopted more and more blended learning concepts and the internet became more widely available, we realized that the many of original concepts of e-learning (replacing instructor led training) were incorrect: what we really needed to do was create a “new” learning experience on the web, one which included both formal (structured) programs as well as a wide variety of informal (unstructured) forms of content. Google, of course, forced this evolution upon us. Employees and young workers, used to “googling” any problem they wanted to solve, no longer wanted to sit through long, formal online programs unless they were very entertaining. Today, in fact, according to Basex research published in May of this year, 28% of all employee work is wasted by people multi-tasking between email, google, and various other forms of “informal learning.” The same research also found that the average employee visits 45 websites every day!This pattern of behavior (and availability of technology), of course, has been further enhanced by the availability of social networking, which led us to the fourth phase shown above. Today’s employee has access to formal training, overwhelming amounts of other information, and actual human beings online. Adding this all together, the corporate learning landscape has undergone a dramatic change. Now, when someone needs to “learn” something, we must consider the various ways they can gain these skills or information: they can go to a class, they can take an online course, they can look up support information on the web, they can read a book, or they can find someone who knows what to do and get help. And we, as L&D professionals, must “formalize” this informal learning environment and make sure we align our investments toward talent management and the needs to build deep levels of skill.And the shift has impacted our profession as well. Our research members now tell us that the biggest help they need is not in developing new content, but rather building the organizational learning culture and understanding the new skills and disciplines they need to be effective.
- + Management and Leadership Drive Learning in an OrganizationOften it hardly matters how good the course, class, materials, or instructor is. If the organization does not support, reinforce, and enable learning to occur, many training programs are wasted. Things like "giving people time to learn and reflect.“
- Audience analysis is essential to determine which delivery options will be effective in achievingyour performance objective:- how uniform is the knowledge that they are bringing to the learningprogram?- Preferred learning styles – while learning styles do vary by individual, different communitiesfrequently share learning style preferences. What range of styles will you need to support?- Location – is the audience centralized or distributed?Motivation – what is the level of effort, inconvenience or cost they are willing to incur in orderto obtain the learning you are offering? Content analysis will often guide you in the selection of the optimal delivery formats.You now haveoptions not available in most classrooms for access to diverse content and tools such as bidirectionalapplication sharing, games and simulations. Some forms of content might only be effectively delivered in face-tofaceformats. Financial analysis of both your content development and delivery costs could play a significantrole in deciding the delivery options. Infrastructure may constrain your delivery options. Classroom capacity is frequently aconstraint on the speed with which you can train a community. Mobile devices have differentscreen sizes and network access than PCs. Creating a blended learning strategy is an evolutionary process. You will need to explore thecapabilities of your team, your organization’s infrastructure, and your learners’ receptiveness tonew learning formats.
- For many, the first stage in their blended learning program initiative is tosupplement their current programs, either traditional classroom or self-paced content libraries,with live eLearning activities (coaching, virtual classrooms or workshops) to extend the learningprocess and better integrate it with the work environment.Once you have built experience and confidence using the key tools available to you, it isappropriate to invest more effort in a thorough redesign of your learning programs for maximumbusiness impactHere is a high-level process that can guide you through some of the keydecisions in this program design:Every learning initiative should start with clarity on the program’s business and performanceobjectives. What should the participant or learner be able to do upon completion of the learningprogram to advance your business? You need to approach blended learning as a journey rather than a destination. The first steps along the journey are to build experience with the individual foundations of any blended learning strategy – self-paced learning content and live eLearning – to understand their strengths and weaknesses in your business context. The next step is to begin experimenting with the “dimensions of the blend” discussed before. When you select your first blended learning project you should approach it as you would any significant organizational change by insuring the following project criteria can be met:__Clear, High Value, Business Justification Case – to achieve executive sponsorship__Executive Sponsorship – to provide the resources and management support required__Committed Project Team – to execute project regardless of obstacles__Change Management Strategy – to anticipate and overcome resistance to change__Responsive Vendors – to provide resources and expertise for your success__A Deadline – to maintain focus and commitment