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Adult Learning Trends - NLC 2015 Conference

This document discusses trends in online learning and training. It provides an overview of key concepts like the differences between learning and training, Knowles' adult learning theory and assumptions, best practices for online training development, and the financial benefits of online training. It also presents a case study of how the Oklahoma Municipal Assurance Group partnered with LocalGovU to provide online training to its members, achieving increased course completions and a reduction in liability claims.

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Related topics:
Local Government Overview• Risk-Management•Learning Management Systems•Linux Online Training• Online Learning•
Introductions Aaron Barnes Chief Operating Officer | LocalGovU
Objectives + Takeaway Understanding Fundamentals Of Adult Learning And Training. Explore Knowles’ Andragogy Theory And Assumptions Key Takeaways. Learn How To Facilitate And Develop Effective And Engaging Training Material. Trends Tools + Resources Common Characteristics Of Adult Learners, The ADDIE Principle, Trends And Best Practices. Understand The Difference Between Training And Learning Pool Program Examples. Challenges And Successes Pools Have Experienced While Developing And Offering Online Training To Members
Going Mobile. Mobile Learning Solutions Can Improve Adoption, Expand Global Reach, And Engage Users Better Measuring Effectiveness. To Determine If The Learning Strategy In Place Is Driving Business Outcomes, Companies Must Find A Way To Consistently Measure Its Effectiveness Understanding Social. Document Sharing, Discussion Forms, Blogs, Video Or Micro-blogs Improve Learning Functions Aligning With Business Objectives. The Learning Of The Future Must Be Closely Aligned To Overall Corporate Strategies In Order For Companies To Achieve Results Considering Adaptive Learning - A Methodology That Allows Employees To Learn At Their Own Pace. Where A Teacher Will Gather Information On Individual Students To Learn What They Need To Do To Improve Their Learning 2015 Trends in Learning and Training
What is Training? Training Is The Process Of Teaching Or Learning A Skill Training Can Also Become A Means Of Altering Behavior Training Can Be A Way To Earn Professional Certification Training Utilizes Methods That Target Learners Preferences In Training Delivery Training Is A Means Of Meeting Regulatory Or Legal Requirements Training Can Meet State Mandated Or Insurance Requirements
Considerations for Successful Training Development Does Your Training: Reduce Risks? Empower Employees? Improve Individual’s Productivity? Align Individuals With The Organization’s Objectives? Increase Quality? Support Professional Development? Reduce Liability? Build Teamwork?
ADDIE Model – Instructional Design Model A D DI E Analysis Training Needs Assessment Performed At This Stage Design Course Outlined, Structured, And Storyboarded At This Phase Development Course Developed At This Stage, E.G., E- learning Modules And Lesson Plans Are Created Using Various Tools Including Adobe Captivate, Storyline, And Microsoft Word Implementation Course Delivered To End Users At This Stage Evaluation Course Effectiveness Assessed And Reported At This Stage
Adult Learners Have Pride and Desire Respect in the Learning Process Adult Learning Principles in Training Brings Life Experience And Knowledge To The Learning Environment Want Practical, Problem Centered Information That Immediately Helps with Life’s Challenges Tends To Prefer Self-directed, Autonomous Learning
An Environment Where People Learn With Others While Sharing What They Already Know Adult Learning Principles Continued Desire Feedback On The Progress They Are Making At Learning Something New Learn Best Through Collaboration And Reciprocity Varied Preferences For Learning. Some Prefer Kinesthetic (by doing), Others Prefer Visual (Observing), While Others Prefer Learning By Listening
Knowles’ Adult Learning Theory Malcolm Shepherd Knowles (1913-1997) Adult Educator, Famous For The Development Of Ideas Around Andragogy Andragogy Is The Art And Practice Of Teaching Adult Learners. Andragogy Assumes That The Point At Which An Individual Achieves A Self-concept Of Essential Self-direction Is The Point At Which He/She Psychologically Becomes Adult.
Mission Of Educators Is To Assist Adult Learners To Develop And Achieve Their Full Potential As Emotional, Psychological, And Intellectual Beings Self-actualization Was The Prime Objective Of Adult Learning The Andragogical Model Focuses More On The Educator As A Facilitator Who Makes Resources And Procedures Available To The Adult Learner Adult Learners Desire More Than Just Knowledge, And Resist Pedagogical Teaching Strategies Such As Drills, Rote Memorization, And Examinations
Self-Concept As A Person Matures His/Her Self Concept Moves From One Of Being A Dependent Personality Towards One Of Being Self-directed Human Being Adult Learner Experience As A Person Matures He/She Accumulates A Growing Reservoir Of Experience That Becomes An Increasing Resource For Learning Readiness to Learn As A Person Matures His/Her Readiness To Learn Becomes Oriented Increasingly To The Developmental Tasks Of His/Her Social Roles Orientation To Learning As A Person Matures His/Her Time Perspective Changes From One Of Postponed Application Of Knowledge To Immediacy Of Application, And Accordingly His/Her Orientation Toward Learning Shifts From One Of Subject-centeredness To One Of Problem Centeredness Motivation to Learn As A Person Matures The Motivation To Learn Is Internal
Involved Adult Learners Adults Need To Be Involved In The Planning And Evaluation Of Their Instruction Problem-Centered Adult Learning Is Problem-centered Rather Than Content-oriented Adult Learners’ Experience Experience (Including Mistakes) Provide The Basis For The Learning Activities Relevance & Impact To Learners’ Lives Adults Are Most Interested In Learning Subjects That Have Immediate Relevance And Impact To Their Job Or Personal Life
Applying Knowles’ 5 Adult Learning Theory Assumptions to Online Learning
Best Practices in Online Training Development For Offer Guidance And Help, While Still Giving The Tools And Recourses Needed To Learn On Their Terms Create Learning Experience That Can Offer Minimum Instruction And Maximum Autonomy Encourage To Explore Topics And Activities On Their Own Provide Learner Action- planning Tools And Templates To Help Develop And Focus Their Self-directed Efforts And Facilitate Learning Knowles’ Assumption #1 - Self-Concept
Include A Variety Of Different Instructional Design Models And Theories Into Online Learning Course Or Module Create Learning Activities That Involve The Use Of Past Experience Or Knowledge Survey Your Audience Beforehand To Determine Any Technical Knowledge Limitations Adults May Have Include A Wide Range Of Instructional Design Models And Theories, To Appeal To Varied Experience Level And Background Best Practices in Online Training Development For Knowles’ Assumption #2 -Adult Learning Experience
Create Activities That Encourage Adult Learners To Use Popular Sites As Invaluable Tools Utilize Social Media And Online Collaboration Tools To Tie Learning To Social Development Best Practices in Online Training Development For Knowles’ Assumption #3 -Readiness to Learn
• Emphasize How The Subject Matter Is Going To Solve Problems That An Adult Learner Regularly Encounters • Mature Learners Prefer To Engage In Learning Experiences That Help Them To Solve Problems They Encounter On A Regular Basis • Online Learning Should Emphasize How The Subject Matter Is Going To Help Them Solve Problems Immediately By Offering Real World Examples And Scenarios. Best Practices in Online Training Development For Knowles’ Assumption #4 -Orientation to Learning
• There Must Be A Valid Reason Behind Every Learning Course, Module Or Educational Activity • Online Learning Will Need To Motivate Them To Learn By Offering Them A Reason For Every Learning Activity (Mandated Training For Example) • Online Learning Must Explain Why A Particular Course Is Being Taught And Why An Adult Learner Must Participate In An This Activity Best Practices in Online Training Development For Knowles’ Assumption #5 - Motivation to Learn
Adults Desire Feedback On Progress They Are Making At Learning Something New Best Practices In Adult Learning Adults Have Self-pride And Desire Respect. They Need Their Experience, Knowledge, And Ideas Acknowledged As Important Real Life Applications And Benefits Must Be Tied To The Online Learning Course Give Adult Learners The Opportunity To Absorb Information, Rather Than Memorizing It
They Have Performances For The Way In Which They Learn And They Preferences On The Learning Styles Adults Are Motivated To Learn By Wide Variety Of Factors. Adults Learn Best Through Collaboration And Reciprocity Best Practices In Adult Learning
Adults Need To Know Why They Are Learning They Want Their Knowledge And Skills Acknowledged In The Classroom They Need To Be Seen As Competent Adults Need To Be Self-directed And Experientially Involved In Their Learning Adults Want Learning To Be Life-centered And Applicable Best Practices In Adult Learning
3 Primary Learning Styles Visual Learners Tend To Learn By Looking, Seeing, Viewing, And Watching Kinesthetic Learners Tend To Learn By Experiencing, Moving, And Doing Auditory Learners Tend To Learn By Listening, Hearing, And Speaking
Externally Imposed Expectations Why Do Adults Get Motivated Internal Desire or Interest Personal Aspirations Escape From The Situation (Boredom Or Fear) Growth and Advancement Service to Others
Are You Looking For A Course In A Foundation Subject? Learning vs. Training Do You Want To Gain Qualifications You Missed Out On At School? Would You Tend To Find The Type Of Course You’re Looking For Traditionally In An Educational Institution? Would You Tend To Find The Type Of Course You’re Looking For Traditionally In A Commercial Setting? Do You Want To Apply The Knowledge You Gain Practically? Are You Looking To Learn A Specific Skill For Work? Learning: Training:
Learning vs. Training Training Is The Giving Of Information And Knowledge, Through Speech, The Written Word Or Other Methods Of Demonstration In A M Learning Is The Process Of Absorbing That Information In Order To Increase Skills And Abilities And Make Use Of It Under A Variety Of Contexts. Training Usually Means The Act Of Being Prepared For Something, Learning A Particular Skill And Practicing It Until The Required Standard Is Reached. Enterprises Are Mostly Focused On Training, While Education Is Mostly About Learning Though "Igniting Curiosity“.
Learning vs. Training Emphasis On Training Emphasis On Learning Perceived Role Of New Media Economical, Productivity Quality Epistemologies Of Knowledge Explicate And Transfer Existing Knowledge Understand Existing Knowledge And Create New Knowledge Impact Of New Media Make Delivery Method More Efficient Allow Things To Be Learnt Teaching Add-on To Current Teaching Methods Change What We Teach And How We Teach Assessments Number Of Things Known Articulating Knowledge Learning Rote Learning Learning With Understanding
Main Characteristics Of Government Or Corporate Learning Fast-paced Return On Investment Training Career-related Benefits Organization
Create Effective Training Systems Know Your Subject Material Well Platform Should Be Easy To Navigate And Fully Functional Course Documents Should Be Available To Everyone Enrolled Set And Communicate Clear Goals Online Courses Provided Should Appeal To All Learning Styles Facilitate Contact
Learning Involves Risk And The Possibility Of Failure, Design Training To Minimize Each Learner’s Risk And Embarrassment Invite Learners To Identify The Link Between Learning And The Satisfaction Of A Personal Need Or A Reduction In An External Stress Or Threat Provide Opportunities For Learners To Get Immediate Feedback To Their Own Learning Through Case Examples, Quizzes, And Responses To Questions Engage Learners In Identifying The Challenges They Face And The Value Of Learning To Addressing These Challenges Create Effective Training Systems
Make A Connection Between The Learning Content And Each Learner’s Long-range Objectives (In Work And Life) Inquire Into The Reasons Participants Are Interested In Learning Use A Wide Variety Of Methods That Tap Into All Learner Preferences Create Effective Training Systems
Financial Benefits of Online Training
Scale Cost Savings Blended Learning Accurate Records And Certificates Manage Assignments Standardization/ Homogenization Of The Experience Convenience Tests And Quizzes Why Online Training?
How To Evaluate Online Training As An Investment Why Are You Investigating This Particular Project Or Investment? What Is The Problem Your Organization Is Trying To Solve? What Is The Opportunity Your Organization Is Trying To Create? Decrease In Travel Budgets
High-level Financial Evaluation The Financial Evaluation Consists Of Three Steps Develop A General Understanding Of Costs To Determine Financial Feasibility, Given Cash Flow And Funding Limitations. Determine And State The Benefits As Measurable Goals In Order To Quantify The Benefits As A Financial Improvement. Calculate an ROI or EVA
Itemized Costs: In Person vs. Online Training In Person Online Printed Materials, Brochures ✓ Location ✓ Overtime Pay? ✓ Facility ✓ Travel / Meals ✓ Technology ✓ Teacher ✓ Content ✓ ✓ Quizzes ✓ Records ✓ Certificates ✓
Learning Continuum What is a Teacher, what is a Student? Lines are Blurring Engagement of Gen-Y and Millennial User Base 1:1/1:M Formalizing Information Learning Social Media and its Effects of Learning and Information Growth of Gamification Continuing Learning Environments Immersive Virtual Reality Simulations Teaching at Warp Speed and Learning at Warp Speed Redefining Learning / Trends in Content
Transfer Knowledge to Your Members with Training Lessons Provided by a 3rd Party or You Create Your Own Test Results Quizzes and Checkpoints Drive Retentions and Engagement Certificates + Results Create Verifiable Proof of Knowledge Transfer and Allows for Pool Data Metrics on Members that Have been Trained Spot Trends Checkpoints
Training Solutions for Pool + Pool Members Turn-key Learning Management System Technology In Html5 Compliant Vast Library Of Full Length Courses Assign Online Training Courses And Create And Send Compliance Email Alerts Track Education Progress And Professional Development Create Custom Content Or Integrate 3rd Party Content Or Your Own Deliver Certificates Of Competition And Retrain Records In A Virtual File Center Engagement Points with Content and Technology
Case Study OMAG & LocalGovU
Oklahoma Municipal Assurance Group (OMAG) Background • Seeking Training to Reduce Liability Risks • Committed to Provide Training to all Members • Focusing on Risk Management to Prevent Claims and Lawsuits • Municipal Liability Coverage to ~500 Oklahoma Cities • 6 Full-time Trainers • Spending $9-10 Per Training Offline Session When Factoring Gas and Meals Training ObjectivesContext
OMAG Challenges • 330 Police Departments Requiring Annual Training For Re-certification o 25 Hours / Year For Oklahoma Council Of Law Enforcement Education & Training (CLEET) • Many Departments With 5 Or Fewer Officers And No Trainer On Staff • Cost Cuts To Municipality Training Budgets Due To Economic Challenges • Training Approach Not Scalable o 6 OMAG Specialists Responsible For Training Hundreds Of Members Across The State – Not Possible To Reach Every Member Each Year
OMAG’s New Approach To Training Worked With Localgovu To Introduce Affordable And Credible Online Training Solution Members Have Completed Over 48,000 Hours Of Online Training Since September 2011 Included Over 40 Accredited Oklahoma-specific Courses For Law Enforcement And Corrections Offered Training Free Of Charge To All OMAG Members And Marketed It As A Value-added Service Used Localgovu Online Course Builder To Migrate On-site/In-person Courses To The Online Platform Members Now Have Access To Over 100 Hours Of Approved Training
Courses are Offered to OMAG Members at No Cost Quarterly e-mails Announcing new Courses Available and “End of Quarter” Reminders Topic Categories Include: Quarterly Curriculum – New Courses are Available Every Quarter Management Safety and Environment Health & Wellness The LocalGovU & OMAG Partnership Communications Human Resources Corrections & Law Enforcement
$300K Decrease in Claims Paid ROI Reflected in the Claims Savings since Program Launch 40% Decrease in Claims / mo* 360% Increase in Course Completions * From 32 claims / mo pre-inception to 19 / mo 17 mos into program
How OMAG Did It • Communication Worked to Get Members Engaged • Risk Management Team Sits with Members to Aid Them • Skyrocketing Enrollment • OMAG Using Course Builder to Increase Course Offerings • Reduction In Claims Costs • Successful Training Program and a Solution for the Wider Risk Pool Market OMAG Member Engagement and Increased Course Offerings
Summary Results of the Program • OMAG Partnered with LocalGovU in 2011 to Launch OMAG Online University • 5,522 Courses were Completed the First Year of Launch • 4 Fold Increase in Courses within 4 Years Reaching 20,000 • Since Launching, OMAG Members have Completed Nearly 48,000 Hours of Training Online
How To Create A Training Program Online
Decrease Claims Send Receive Alerts Personnel Access Assign CoursesDocumentation Monitor Organization’s Accreditation Licenses Mandate ROIConvenient Fresh Content Avoid Litigation Save Money Actual Requirements Analytics Needs Assessment Vast Library Means of Meeting Requirements Good Quality Testing Components Comprehension of Materials Training Program Goals = Tip of the Iceberg
Technology Assessment Technology - Build In House? - Staffing Resources? - Financial Resources? - Project Management Resources? - IT Resources? - Client Support Resources?
Content Assessment Content - Create In House? - Staffing Resources? - Financial Resources? - Production Resources? - Mandated Curriculum Assessment ? - Resources? - Video Interactive? - Course Review? - Instructional Design?
Portal Page Contract Technology LMS General Content Custom Content Customer Support Public Safety and Law HR Water Control Tests and Quizzes Records Content Client Success Customer Support Calls 3rd Party Training Vendor Risk Pool Members Content Creation Feedback Loop Online Training Architecture
Turn Key 3rd Party System • Leverage Existing 3rd Party Content Library • Custom Create Your Own Content • Provides Technical Support • Customers Service • Tracking Results • Real-time Reports and Analytics • Technology LMS Comprehensive 3rd Party System
Visual Examples of Success
Sample Training Content Library
Course Design • Our Courses Begin With A Learning Objectives Introduction Page • Check Points Are Incorporated • A Quiz At The End To Document Learning • Courses Average 30 Minutes In Length To Accommodate Busy Schedules
Check Points
Detailed Employee Tracking
Certificate of Completion
Easy Report Generation
To Create One: • Extensive Library Of Training Videos • Many Full-length Courses • LE, Corrections, HR, Management And IT Courses • Create, Send And Receive Alerts Regarding Compliance • Easily Monitor Organizational Credentials And Licenses • Effectively Disseminate Important Information Look for these Features
To Create One: • Track Educational And Professional • Development • Assign Online Training Courses • Track Completions • Create Custom Learning Tools And Organization Specific Courses • Virtual File Center • Learning Management System Look for these Features
3 Ways To Enhance Online Training Use Graphics and Put the Text in the Audio Script Let People Know How Long It Will Take to Complete Use Quizzes as Learning Tool
Lessons Learned • Active Training and Communication with Pool Members Drives Engagement • Vendor Needs to Mitigate Program Risk and Increase Success. • Working with a 3rd Party can be a Win if you are Aligned to Give Great Client Support • Leverage Technology Cobrand and Feedback Loops • Convenience and Flexibility is Required for Pool and Members • Create Custom Content and Leverage 3rd Party Content • Development and Delivery of LMS Needs to be Static Free