We’re hearing it everywhere: today’s workers are learning every day, in a variety of ways, on and offline. In fact, more than 70 percent of workers surveyed say they learned something useful for their job from an article, a video or a book in the last 24 hours. Yet at the organization level, very little data is captured on what employees are learning in the course of doing their jobs. Regularly, measurement ends when the training program is over, and the details captured are minimal.
3. As Our Lives
Have Become
Less Formal...
… So Too Has
Our Learning.
(especially for grownups)
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4. 8000
BCE
2050
CE
Pre-Diploma Era
Learn On the Job (or starve)
Job-Relevant Learning
High ROI on Learning (i.e. survival)
Immediate Feedback on Progress
Learn On the Job (or lose it)
Job-Relevant Learning
High ROI on the Right Learning
Immediate Feedback on Progress
10,000
Years of
Workforce
Learning
Learning Before the Job
Much Job-Irrelevant Learning
ROI Rises, Then Plateaus (as student debts grow)
Delayed Feedback On Progress
Diploma Era
Post-Diploma Era
+
1100
CE
5. Shift to
Informal
Learning:
Who LOSES?
Traditional Post-Secondary Programs
(disconnected from workforce reality)
Seat-Time Trainers
(learning measured by time spent)
Monolithic Credentials
(broad-brush, catch-all, slow to adapt)
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7. What Ties
Together The
Winners:
Have a Teacher’s Mindset
Define ‘Learners’ Broadly
Invest in Learner Engagement
Provide ‘Snackable and Nutritious’ Content
Do Frequent, Low-Stakes Measurement
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8. Informal
Workforce
Learning:
The Promised
Land
You know your Learners as Individuals.
You support their journey as a Great
Teacher would support her students.
You’ve personalized their learning,
informed by data.
Because of the above, you’ve earned their
Engagement and Trust.
+
9. Shift: Teachers
OLD:
• University faculty
• Corporate trainers
NEW:
• Industry Influencers
• Trade Press and Event Organizers
• Colleagues and Peers
+
10. Shift: Learners
OLD:
• Enrolled students
• Employees in training
programs
NEW:
• Any and all employees
• Potential hires
• Suppliers and Partners
• Customers
+
13. Shift: If You’re Prepared, You Will…
Deepen your knowledge about
your learners’ knowledge
Personalize their learning
opportunities
Increase learners’ engagement
and trust
Unlock new areas for your learners
to grow within your organization
Gain higher overall employee
engagement, skill, and job satisfaction
+
16. How formative assessments are used in the
workplace
How to measure (pre vs. post, etc.)
Types of metrics you can capture
Formative
Assessment in
the Workplace
+
17. How it reinforces the learning, etc.
Best practices
Assessment as
Employee
Engagement
+
18. Example of a Degreed customer
leveraging informal assessment
How you can make the move
Best practices
Case Studies
Degreed Clients
Measuring
Informal
Learning
+
19.
20. Evaluate your assessment approach
How do you measure learning engagement
today?
How much data do you have on how
individuals are learning?
Do you have the insights to deliver
personalized learning based on skill needs?
Signal to incorporate informal assessment
What are the
Key
Takeaways?
+
JOB MARKET CHANGING – 40% ARE FREELANCERS. ON DEMAND ACCESS TO INFORMATION (YOUTUBE) – BUT NEEDS TO BE SOME PROOF OF KNOWLEDGE. Unbundling of Assessment from Content – you can learn anywhere, but how do we know what you know? Needs to be some ‘middle level’ between ‘any yutz’ that can produce content. Need for people to constantly return to learn, in order to survive job market – what brings people back to YOU is ENGAGEMENT – have you made the learning experience STICKY, so they’ll return in their working lives. Don’t be too quick to breeze thru value or benefit of CredSpark – where’s the ROI? Need to really talk about it. What’s in it for them to partner?
JOB MARKET CHANGING – 40% ARE FREELANCERS. ON DEMAND ACCESS TO INFORMATION (YOUTUBE) – BUT NEEDS TO BE SOME PROOF OF KNOWLEDGE. Unbundling of Assessment from Content – you can learn anywhere, but how do we know what you know? Needs to be some ‘middle level’ between ‘any yutz’ that can produce content. Need for to constantly return to learn, in order to survive job market – what brings people back to YOU is ENGAGEMENT – have you made the learning experience STICKY, so they’ll return in their working lives. Don’t be too quick to breeze thru value or benefit of CredSpark – where’s the ROI? Need to really talk about it. What’s in it for them to partner?