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E-learning goes mainstream: from e-learning to e-performance


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E-learning is moving on from training delivery to blended workforce development solutions, integration in business systems and a growing role in performance support and management. Let's call that mainstreaming.

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E-learning goes mainstream: from e-learning to e-performance

  1. 1. 5 December 2008 conVerge 08 E-learning goes mainstream From e-learning to e-performance Clint Smith Director LearnWorks
  2. 2. Overview <ul><li>The rising tide of e </li></ul><ul><li>Getting blended </li></ul><ul><li>Getting integrated </li></ul><ul><li>Getting results </li></ul>e
  3. 3. And how much e is happening?
  4. 4. E-learning uptake is on the rise Source: Australian Flexible Learning Framework, Benchmarking Survey 2007 41%
  5. 5. <ul><li>Uptake of e-learning by provider type </li></ul>
  6. 6. <ul><li>Uptake of e-learning by state/territory </li></ul>2008 54%
  7. 7. And e-learners just wanna do more business
  8. 8. Speaking of business …
  9. 9. Main findings …
  10. 10. Where are you up to? Business case, exploring options Just starting, pilot courses Many courses, more to do Main delivery mode
  11. 11. Over next 5 years?
  12. 12. So what’s so good about e? Reach remote locations Reduce costs Train more in shorter time Provide evidence of due diligence Work at own pace Fills gaps from lack resources
  13. 13. Getting blended
  14. 14. Blended e-learning Individual solutions: range of tools to fit the purpose, combining types, building the repertoire of delivery options Types of corporate e-learning E-training Self-paced, individual computer-based training (courseware, LMS) Blended learning Individual e-training + face-to-face in groups Facilitated online Instructor-led groups (LMS, virtual classroom) Informal learning Supported web-based collaboration (Web 2.0)
  15. 16. A nd the models…
  16. 17. a nd more models…
  17. 18. The Aussie cookbook What e-learning strategies are available? What do they look like? How can you use them in training? What are the main delivery options for e-learning? How do you design an e-learning course?
  18. 19. Recipes for blending
  19. 20. Some benefits from blended, facilitated e-learning (from workshop responses in 4 states and territories) <ul><li>High retention and completion </li></ul><ul><li>Variety of content </li></ul><ul><li>Wider range of tools </li></ul><ul><li>Wider reach/markets (flexible, accessible) </li></ul><ul><li>Wider range of clients eg cater low SDL skills </li></ul><ul><li>Online learning-to-learn skills </li></ul><ul><li>Highly individualised support </li></ul><ul><li>Strong peer-to-peer support </li></ul><ul><li>Ongoing communication (community of practice) </li></ul>
  20. 21. Getting integrated
  21. 22. Getting strategic
  22. 23. <ul><li>RPL (eg TAFE VC tools) </li></ul><ul><li>Portals (staff, student) </li></ul><ul><li>Project management (eg SharePoint) </li></ul><ul><li>Assessment (eg Swinburne STELLAR) </li></ul><ul><li>CRM </li></ul>Getting more infra
  23. 24. Some homework? Contribute to… <ul><li>Hey provider dude, what cool digital-savvy services have you got for me: </li></ul><ul><li>before I enrol </li></ul><ul><li>when I enrol </li></ul><ul><li>before the course </li></ul><ul><li>during the course </li></ul><ul><li>at the end of the course </li></ul><ul><li>beyond the course </li></ul><ul><li>Chill, take your time: I got 5 seconds </li></ul>Clint’s Little Red Book of Digital (Learner) Rights
  24. 25. At your e-service Linda Mitchell, ATC Sunshine
  25. 26. E-service levels
  26. 27. Managing clients (CRM)
  27. 28. Tracking your business
  28. 29. Getting results
  29. 30. <ul><li>Help them select courses </li></ul><ul><li>Provide ratings on courses </li></ul><ul><li>Provide a certificate </li></ul><ul><li>Run a frequent learner rewards program </li></ul><ul><li>Reward managers </li></ul><ul><li>Provide guided tour (of courseware/system) </li></ul><ul><li>Provide a demo </li></ul><ul><li>Promote (newsletters, articles, rewards) </li></ul><ul><li>Provide learner support </li></ul><ul><li>Use multiple techniques </li></ul>10 tips to recruit e-learners That is, information , incentives and advice promote bribe cajole
  30. 31. <ul><li>How do you get learning to work? </li></ul><ul><li>Meta-analysis of research assessing value of training </li></ul>Wilson Learning ILDP Forum, Sydney 2008 Learner readiness Organisational characteristics Assess Prepare Learn System Measure impact Align org objectives
  31. 32. <ul><li>Strategies to develop learner readiness - % improvement in outcomes </li></ul><ul><li>motivate to use 10–49% </li></ul><ul><li>motivate to learn 8–42% </li></ul><ul><li>link to career 5–57% </li></ul><ul><li>build self-efficacy (belief in ability) 5–25% </li></ul>Getting learning to work Michael Leimbach
  32. 33. <ul><li>Strategies in design of the delivery - % improvement in outcomes </li></ul><ul><li>realistic practice 10–22% </li></ul><ul><li>goal setting 7–18% </li></ul><ul><li>reviewing (tips, reminders) 10–12% </li></ul>Getting learning to work Michael Lembach
  33. 34. <ul><li>Organisational characteristics - % improvement in outcomes </li></ul><ul><li>manager support 10–67% </li></ul><ul><li>clear job relevance 8–37% </li></ul><ul><li>work/learning culture 5–20% </li></ul>Getting learning to work Michael Leimbach
  34. 35. <ul><li>Models for learner support in e-learning </li></ul><ul><li>What can you do to ensure learner readiness in e-learning? </li></ul><ul><li>What e-learning delivery and management practices increase completion and impact? </li></ul><ul><li>What methods and tools are most effective for learner support? </li></ul><ul><li>How much support is enough (cost-benefit)? </li></ul>
  35. 36. Three stages of support Industry Integration Project before during after stage recruit support apply purpose UPTAKE COMPLETION IMPACT result, measure transfer of learning
  36. 37. Learning transfer tools e-learning plus e-performance
  37. 38. Friday 5s
  38. 39. Clint Smith Director LearnWorks performance design services [email_address] 03 9528 5337 0410 569 386 skype clintos2