Learning Cafe Call
MOOCs
@Work
8 October 2013
Online Trends Forum
MOOCs (Massively Open
Online Courses) can be a
mainstrea...
Welcome
180+ Registrations from 75 organisations
2
3M Australia
AIPE
Allestis
AMP
ANZ
ATO
Aust Red Cross Blood Service
Aus...
Agenda
• About MOOCS at Work & Learning Cafe
• Jeevan Joshi, Learning Café – 12 mins
• Future Scenarios
• John Forrest, Im...
Your responses
4
Sample size 172, No responses have been excluded
Communityofexperiencedlearning&
performanceprofessions
Building L&D
Capability
Integrate
Learning,
Performance
&
Knowledge...
Learning Café UnConference 2014
• A professional development event with a difference – 20 Feb 2014, Sydney.
Focus on
Perfo...
ABOUT
MOOCS@WORK
Jeevan Joshi
Learning Cafe
Working Group
• Anish Lalchandani- Standard Chartered Bank
• Chris Bessell-Browne – Qantas College
• Colleen Lai-– McGrath...
MOOCs@Work (www.moocsatwork.com)
9
Discovery
• Formation of
Working Group
• Undertake
MOOC
Conceptualisation
• Develop
fra...
MOOCs at Work Framework
MOOCs to Learner Approaches
11
DIY Facilitated Organised
Laissez
faire
Learners
search for
MOOCs on
internet
Complete
Repo...
MOOC Maps for Roles & Professions
http://bit.ly/lcafemoocs
12
FUTURE SCENARIOS
John Forrest
John.forrest@allestis.com
MOOC Specific Focus
• Assuming Massive, Open, Online Courses are, by definition,
‘en mass’ – beyond the company context
• ...
Scenario Drivers - Key decisions
Who will play these roles?
What will be the roles of the intermediaries between the MOOCs...
Five Scenarios
16
#1
MOOCs Not
Ready
#2
L&D Raise the
Draw Bridge
#3
Learners Not
Ready
#4
MOOCs Take
Over
#5
L&D Adopt, A...
#1 – MOOCs Not Ready
• MOOCs do not now (and are
not likely in the next 3 years
to) offer a viable alternative to
existing...
#3 – Learners Not
Ready (L-Plates)
• MOOCs are viable but Learners
do not have discipline, skills and
motivation to self-d...
#5 – L&D Adopt, Adapt and Evolve
• MOOCs are viable
• L&D professionals identify a value adding facilitation
and curation ...
Impact Challenges
• Short-form scenario based decision making ‘challenges’
to Learning Café members which explore a contex...
Scenario Based Study Program
9/10/2013 Impact Challenges 21
CONTEXT
MOOCs (Massively Open Online Courses) can be a mainstr...
This document sets out NBN Co’s proposals in respect of certain aspects of the National Broadband Network. The contents of...
Commercial in confidence | © NBN Co 2012 Page 239-Oct-13 Version #
Enterprise Training at NBNCo
Capability
Development
Per...
Commercial in confidence | © NBN Co 2012 Page 249-Oct-13 Version #
Enterprise Training at NBNCo
Capability
Development
Per...
Commercial in confidence | © NBN Co 2012 Page 259-Oct-13
Capability Framework
Commercial in confidence | © NBN Co 2012 Page 269-Oct-13
Learning Audit
1. With further investigation, MOOC’s
will figure ...
PANEL DISCUSSION
Your comments, questions and
opinions are welcome via the
chat box.
IS MOOCS FOR EMPLOYEE
LEARNING IS A GOOD IDEA ?
28
DO YOU THINK THE CALL IS
OPTIMISTIC ? WILL IT
EVENTUATE ?
29
HOW SHOULD
ORGANIZATIONS
DEPLOY MOOCS FOR
EMPLOYEE LEARNING ?
30
WHAT ARE THE CHALLENGES
IDENTIFIED BY THE
WORKING GROUP SO FAR ?
31
Challenges
• .
32
www.learningcafe.com.au
learningcafemag
http://bit.ly/lcafefb
blogs
learning conversations
free resources
workshops
UnConf...
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MOOCs for Employee Learning – Practitioners View – Online Forum

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Currently there is limited discussion on the use of MOOCs (Massively Open Online Courses) for organisational or employee learning. Given that MOOCs are being dubbed a game changer in the academic world, Learning Café did some thinking and made this call:

MOOCs (Massively Open Online Courses) can be a mainstream employee learning option. It offers cost effective solutions for organisations with the benefits far outweighing the challenges. L&D/HR need to be proactive in exploring and including MOOCs in learning strategies.

To back this call, Learning Café formed a working group – MOOCs@Work comprising of experienced learning practitioners from leading organisations including Suncorp, QBE, IAG, Red Cross Blood Services, Royal Australasian College of Physicians etc. The working group has been hard at work exploring, developing a framework and methodology for effective deployment for employee learning.

This online webinar presents the work done so far and provides direction for Learning/HR who are considering including MOOCs as an employee development. Webinar covers:

A framework to deploy MOOCs for employee learning as part of the learning strategy and design.
How NBNCo plans to incorporate MOOCs in their learning strategy and processes.
The fours scenarios of how using MOOCs for employee learning will play out.
Panel discussion on the opportunities and challenges of using MOOCs for employee learning.

Tim Drinkall - General Manager Enterprise Training at NBN Co LimitedMichelle Ockers Learning CafeJohn Forrest Learning Cafe

Jeevan Joshi Learning Cafe Knowledgeworking





Panelists

Tim Drinkall – General Manager Enterprise Training at NBNCo Limited – Tim has over 18 years leadership experience in Learning & OD for organisations such as Telstra, AGL and Origin.
Michelle Ockers – National Supply Chain Technical Capability Manager at Coca-Cola Amatil – Michelle is an experienced Learning professional, with depth in learning strategy and program development and implementation, project management, stakeholder management and change management.
John Forrest - Director of Extreme Impacts and Allestis. John is a serial entrepreneur recognised for his expertise in scenario planning.
Jeevan Joshi – Founder – Learning Cafe & Director – Client Solutions Director Upside Learning. Jeevan is an experienced Learning and HR practitioner who is passionate about enhancing the capabilities of Learning professions and the digitisation of the Learning function

Published in: Business, Education, Technology
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  • Thanks Helen - Agree with your comments. I strongly believe that employees need to take control of and plan for their lifelong learning to keep themselves relevant to the market/job requirements. MOOCs provides a wonderful resource for lifelong learning.
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  • You can view the recording of the online discussion here https://www1.gotomeeting.com/register/289286561 and register for the next discussion on MOOCs for Employee Learning - The Mechanics on 7th Nov 12 - 1 pm Sydney time here. https://www1.gotomeeting.com/register/419751728
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  • Thanks for the presentation here and I'm sorry to have missed the webinar as funnily enough, I was involved in another cMOOC hangout at the same time.

    The slides and scenarios present food for thought but there's something niggling at me about the formality of the solution as it looks similar to a corporate LMS model. The statistics also demonstrate how MOOCs are still quite new to many in Australian workplaces and that they haven't been completed. My assumption is that the statistics are referring to xMOOCs.

    Maybe we can support our business by demonstrating that MOOCs are just one solution of many, and not to be seen as the panacea of their performance/training/learning woes as we wouldn't want people turning away from them (like they did the LMS).

    I believe that the focus should be more on social and informal learning through peer networks and facilitating those to occur. It would involve a level of effort to inspire L&D professionals to role model these online community behaviours and to inspire SMEs to create and share content so that peer learning can occur.

    It may be difficult as we're still deliberating how they may work within a corporate environment and this need to measure, evaluate and report on it. But what is becoming evidently clear to me is that people are now being more self directed in their learning - they will seek the answers themselves or the people they will need to learn from. Boxing it up to fit in some corporate model like we did with the LMS might still take us back to square 1.
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MOOCs for Employee Learning – Practitioners View – Online Forum

  1. 1. Learning Cafe Call MOOCs @Work 8 October 2013 Online Trends Forum MOOCs (Massively Open Online Courses) can be a mainstream employee learning option. It offers cost effective learning with the benefits far outweighing the challenges. L&D/HR need to be proactive in exploring and including MOOCs in learning strategies. 1
  2. 2. Welcome 180+ Registrations from 75 organisations 2 3M Australia AIPE Allestis AMP ANZ ATO Aust Red Cross Blood Service Australian Learning Group Australian Public Service Commission Bendigo and Adelaide Bank IntoLearning Canberra Institute of Technology CBA Certitude Charles Schwab City West Water Coca Cola Amatil Cochlear Cornerstone OnDemand CS&HISC CUB Deloite Consulting Deloitte Tax Learning Deloitte Touche Tohmatsu Limited DSDBI Gazal Headspace HR Consultant and Collaborative Coach Hunter New England Health Hurix Systems Infosys Limited Inland Revenue Innovation Factory Singapore iNS Career Management IP Australia JM Family Enterpises, Inc. King & Wood Mallesons Learning Plan Lend lease McGrathNicol MCI Ministry for the Environment MK education NAB Newcastle Permanent Panduit Parramatta City Council Philips Electronics Presence of IT Purple Learning PwC QBE RBS RMIT University Shift Matters Simbound Sinclair Knight Merz Skillsoft South WestTAFE Suncorp SunGard K-12 Education SW Tafe TAFE NSW TAFE SA Telstra The Retreat York TP3 Transport for NSW University of Sydney University of Tasmania Upside Learning UTS Vantage Path Westpac Group YourSigma Next webinar MOOCs for Workplace Learning – The Mechanics •Building a business case •Case study •ADDIE of MOOCs •How much can it & will it disrupt current corporate training business. Register - http://bit.ly/moocsatwork2 Annual round up Looking back at 2013. What is coming in 2014 Register http://bit.ly/lcafe2013 12 Dec 7 Nov
  3. 3. Agenda • About MOOCS at Work & Learning Cafe • Jeevan Joshi, Learning Café – 12 mins • Future Scenarios • John Forrest, Impact Challenges & Allestis -13 mins • Using MOOCs at NBNCo • Tim Drinkall, General Manager- Enterprise Training NBN Co Limited - 15 mins • Discussion – MOOCs at Work • Moderated by Michelle Ockers, National Supply Chain Technical Capability Manager - 15 mins • Q&A - 5 mins 3
  4. 4. Your responses 4 Sample size 172, No responses have been excluded
  5. 5. Communityofexperiencedlearning& performanceprofessions Building L&D Capability Integrate Learning, Performance & Knowledge Encouraging new thinking and innovation Practitioners Forum Blog Magazine Webinar Discussions UnConference Sydney Melbourne Twitter Linkedin Facebook Coffee Catch Ups Capability Building Workshops Personalised and Flexible When you want it. How you want it 5
  6. 6. Learning Café UnConference 2014 • A professional development event with a difference – 20 Feb 2014, Sydney. Focus on Performance Effective Learning Developing our profession Leveraging Technology Synthesis & Integration Streams No exhibitions or stalls. Limited seats – 160 95% wanted to come back next year. Innovative structure Contemporary topics and trends Theme – Learning to be Agile – Lessons from disruptors
  7. 7. ABOUT MOOCS@WORK Jeevan Joshi Learning Cafe
  8. 8. Working Group • Anish Lalchandani- Standard Chartered Bank • Chris Bessell-Browne – Qantas College • Colleen Lai-– McGrathNicol • Craig Bingham-Royal Australasian College of Physicians • David Le Page-Director- 3timesP Pty Ltd • Jasmine Malki- Holding Redlich • Jeevan Joshi – Learning Café • Jenni Reid– Suncorp • John Forrest – Allestis & Extreme Impacts • Kirsty Smith – Qantas • Lee Kirby – The Australian Red Cross Blood Service • Lisa Henderson – QBE • Michelle Ockers- Coca-Cola Amatil • Nicola Atkinson – Ashurst • Ryan Tracey - AMP • Scott Raymond- L&H Group • Sian Hartnett – KPMG ASPAC • Siobhan Singh- The Australian Red Cross Blood Service • Sunder Ramachandran- Jardine Lloyd Thompson • Susan Naylor- The Australian Red Cross Blood Service 8 • Tim Drinkall-GM – Enterprise Training – NBNCo • Peter Hall- Head of L&D – Australia and Asia Pacific – QBE Insurance • Michael Eichler-Head of Leadership Development & Learning (Direct Insurance)- IAG • Julie Catanach-Executive Manager Learning, Organisational Design and Development – Suncorp Advisory Group MOOCs (Massively Open Online Courses) can be a mainstream employee learning option. It offers cost effective learning with the benefits far outweighing the challenges. L&D/HR need to be proactive in exploring and including MOOCs in learning strategies. The Call
  9. 9. MOOCs@Work (www.moocsatwork.com) 9 Discovery • Formation of Working Group • Undertake MOOC Conceptualisation • Develop framework • Collect data on experiences – Impact Challenges • Think about each aspect of framework i.e. evaluation • Face to face session. • MOOCS Roadmap for L&D Dissemination • Webinar to update community on progress • Develop white paper & blogs • Release at UnConference. • Spread the word in conferences and forums. Oct Nov & Dec Feb Jun Jul Aug Sep Oct Oct Nov
  10. 10. MOOCs at Work Framework
  11. 11. MOOCs to Learner Approaches 11 DIY Facilitated Organised Laissez faire Learners search for MOOCs on internet Complete Reporting in LMS Learners go to a portal set up by L&D Complete Learners go to a portal or recommendations pushed by LMS Share with internal community Complete Share with internal community Learners gets personalised recommendation & supported by L&D Self Report Self Report Self Report L&D Report
  12. 12. MOOC Maps for Roles & Professions http://bit.ly/lcafemoocs 12
  13. 13. FUTURE SCENARIOS John Forrest John.forrest@allestis.com
  14. 14. MOOC Specific Focus • Assuming Massive, Open, Online Courses are, by definition, ‘en mass’ – beyond the company context • What are the key disruptive differences of MOOCs • Inexpensive (economies of scale change L&D business models) • Wide variety of content (growing ever wider) • Easily accessible and more immediate availability (towards ‘on demand’) • Difficult to assure quality (is it easy now?) • Learning goals and evidence not subject to business scrutiny or alignment (are they now?) • No (business) control over audience make-up • Interaction with broader audience, work shared openly • Is it about control? • Is this a threat to current bespoke, custom, closed approaches which have struggled to deliver measurable results?
  15. 15. Scenario Drivers - Key decisions Who will play these roles? What will be the roles of the intermediaries between the MOOCs and Learners and the business? How do you see your current considerations? Experimentation Tactical projects within an existing L&D Program / Strategy Strategic as part of a L&D Transformation If so, how will they be made available and managed? Are MOOCs available for your workplace learning requirements? What are the costs and benefits of MOOCs over existing alternatives (if there are any)?
  16. 16. Five Scenarios 16 #1 MOOCs Not Ready #2 L&D Raise the Draw Bridge #3 Learners Not Ready #4 MOOCs Take Over #5 L&D Adopt, Adapt and Evolve
  17. 17. #1 – MOOCs Not Ready • MOOCs do not now (and are not likely in the next 3 years to) offer a viable alternative to existing course solutions • Over-hyped, unrealistic, can’t deliver • MOOCs go for lowest common denominator mass markets – Workplaces have narrower, higher quality requirements • Continue to evolve in-house L&D maturity, use technology, outsource some content delivery and development but keep business control • MOOCs are viable but L&D • L&D apply existing training management / mind-set to MOOCs • L&D professionals are dis- intermediated as managers allow Learners to go direct to MOOC providers • L&D budgets are redirected to business managers for discretionary spend • With lower budgets, L&D function struggles to demonstrate any measurable outcomes #2 – L&D Raise the Draw Bridge
  18. 18. #3 – Learners Not Ready (L-Plates) • MOOCs are viable but Learners do not have discipline, skills and motivation to self-drive • L&D professionals are still heavily involved as intermediaries. • L&D spend more time managing MOOC than they would managing own content creation • Management overheads offset low cost of MOOCs #4 – MOOCs Take Over Guild Halls • MOOCs are viable • Rise of an alternate intermediary, displacing business L&D • Professional associations drive standardisation and endorse MOOC catalogues • Learners receive most structured training through professional association, union etc.. • L&D professionals migrate away from the business and into professional development organisations
  19. 19. #5 – L&D Adopt, Adapt and Evolve • MOOCs are viable • L&D professionals identify a value adding facilitation and curation roles • Provide governance and quality assurance over portfolios of largely Learner self-service MOOC offerings • Business L&D focuses on the high value, low volume opportunities for specialist intervention • Business view MOOCs as one of the outsourced products/services enabled and managed by the business L&D function
  20. 20. Impact Challenges • Short-form scenario based decision making ‘challenges’ to Learning Café members which explore a context from different role perspectives • Encourage scenario based decision making and consideration of enablers and constraints on possible future directions • Open for group to share thoughts and experiences
  21. 21. Scenario Based Study Program 9/10/2013 Impact Challenges 21 CONTEXT MOOCs (Massively Open Online Courses) can be a mainstream employee learning option. You are playing the role of an L&D Manager You learn from a contact in HR that a business unit manager has funded MOOC enrolments for their staff out of the unit’s operating budget and allowed a few hours of week study time. The same unit manager recently refused to contribute a share of their budget to an integrated corporate training program. What do you do? What policies, if any, can determine whether the unit manager’s initiative is within business guidelines? Focus Role: L&D Practitioner Impact Roles: Manager, Business Scenarios: #4 MOOCs Take Over Situation
  22. 22. This document sets out NBN Co’s proposals in respect of certain aspects of the National Broadband Network. The contents of this document represent NBN Co’s current position on the subject matter of this document. The contents of this document should not be relied upon by our stakeholders (or any other persons) as representing NBN Co’s final position on the subject matter of this document,except where stated otherwise. NBN Co’s position on the subject matter of this document may also be impacted by legislative and regulatory developments in respect of the National Broadband Network. All prices shown in this document are exclusive of GST. Commercial in confidence | © NBN Co 2012 Mapping, Using and Growing MOOC’s at NBN Tim Drinkall Sept 2013 Version #
  23. 23. Commercial in confidence | © NBN Co 2012 Page 239-Oct-13 Version # Enterprise Training at NBNCo Capability Development Personal Development Project Demands • Technical • Systems • HSE • Corporate • Network • L&D Policy • Beyond Benchmark • Alternate Role/Job Family • Talent, Succession and Critical Roles • Capability Framework • Gap Assessment • Bring to Benchmark • Job Family Specific • Organisational, Leadership and Technical Capabilities
  24. 24. Commercial in confidence | © NBN Co 2012 Page 249-Oct-13 Version # Enterprise Training at NBNCo Capability Development Personal Development Project Demands • L&D Policy • Beyond Benchmark • Alternate Role/Job Family • Talent, Succession and Critical Roles • Capability Framework • Gap Assessment • Bring to Benchmark • Job Family Specific • Organisational, Leadership and Technical Capabilities Gap Assessments •Individual Assessments •Leaders Assessment •Demand Capture Learning Audit •70:20:10 •Seminars/Conference •Formal Training (Int/Ext) •Leadership Prog (Int/Ext) •Methodology/Theory •MOOCs Commercial, Demand Schedule and LMS •Justifiable Spend •Annual Budget •Allocation of $$ •Vendor Management
  25. 25. Commercial in confidence | © NBN Co 2012 Page 259-Oct-13 Capability Framework
  26. 26. Commercial in confidence | © NBN Co 2012 Page 269-Oct-13 Learning Audit 1. With further investigation, MOOC’s will figure prominently within our 10% educate. 2. Opportunity to expose our leaders to others outside NBNCo for new ideas and methodologies 3. Greatly assist with retention of Talent and individual development 4. Launched via new LMS
  27. 27. PANEL DISCUSSION Your comments, questions and opinions are welcome via the chat box.
  28. 28. IS MOOCS FOR EMPLOYEE LEARNING IS A GOOD IDEA ? 28
  29. 29. DO YOU THINK THE CALL IS OPTIMISTIC ? WILL IT EVENTUATE ? 29
  30. 30. HOW SHOULD ORGANIZATIONS DEPLOY MOOCS FOR EMPLOYEE LEARNING ? 30
  31. 31. WHAT ARE THE CHALLENGES IDENTIFIED BY THE WORKING GROUP SO FAR ? 31
  32. 32. Challenges • . 32
  33. 33. www.learningcafe.com.au learningcafemag http://bit.ly/lcafefb blogs learning conversations free resources workshops UnConference 2014 Sydney Melbourne Webinar recording, ebooks, L&D frameworks Building Effective Employee Social Networks 33 Open source initiatives

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