Best Practice for Online Learning
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Learn more about what industry is doing to enhance online learning for their employees. What can be learned from organizations that have been successful.
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Please use these sources
https://www.washingtonpost.com/sports/penn-state-football-punished-by-ncaa-over...
https://www.csmonitor.com/USA/Sports/2011/0531/Ohio-State-football-scandal-Is-coach-or..
www.newsminer.com/news/alaska_news/alaska-nanooks-face-ncaa-sanctions-for-eligibility...
https://www.buzzfeed.com/whoiswillo/the-ten-biggest-scandals-in-ncaa-history-6o16
www.ncaa.org/taxonomy/term/295/feed
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Chapter Seven
Traditional Training Methods
Objectives
After reading this chapter, you should be able to
1. Discuss the strengths and weaknesses of presentational, hands-on, and group building training methods.
2. Provide recommendations for effective on-the-job training (OJT).
3. Develop a case study.
4. Develop a self-directed learning module.
5. Discuss the key components of behavior modeling training.
6. Explain the conditions necessary for adventure learning to be effective.
7. Discuss what team training should focus on to improve team performance.
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The American Cancer Society (ACS) is a nonprofit nationwide, community-based, voluntary health organization dedicated to creating a world without cancer. ACS strives to save lives by helping people stay well and get well, by finding cures for cancer, and by helping those who have cancer to fight the disease. ACS is headquartered in Atlanta, Georgia, and has regional and local offices throughout the United States that support eleven geographical divisions to ensure a presence in every community. The corporate office in Atlanta is responsible for overall strategic planning, corporate support services including training, development and implementation of research programs, health program, a 24-hour call center, and providing technical support and materials to regional and local ...
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Dear students, get latest Solved assignments and case study help by professionals. Mail us at : help.mbaassignments@gmail.com Call us at : 08263069601
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This document discusses the history and development of e-learning and online professional development (e-PD) for educators. It traces the origins of distance education back to the 18th century and highlights universities like the University of London that began offering distance learning degrees in the 1800s. The development of the internet allowed for the rise of the first fully online university in 1996. The document then discusses research that has found e-PD can improve targeted student outcomes when teachers participate in a coordinated series of online courses. It also outlines strategies for achieving critical mass adoption of e-PD innovations.
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When you teach in class, how do you know who is confused, who is bored, who hasn’t even bothered to attend, and perhaps more importantly, who has learnt anything? This session will introduce the next generation of classroom technologies and reveal how they are impacting on engagement and learning. The approach offers a flexible pedagogical platform for instructors to extend their teaching and training, whilst providing timely feedback on how learners are progressing. By also including powerful engagement metrics to capture learning interactions, instructors and senior managers can analyse the effectiveness of teaching formats, of class engagement, and individual learner behaviours. Pedagogical studies confirm that this can have a significant impact on critical learning outcomes, such as early warning of student failure (Freeman et al, 2014; Samson, 2016), and boosting retention (HEC, 2016), while also increasing learning gain and exam scores (Montpetit, 2016). Students also value their ability to control the pace, place and mode of their learning (Gosper et al, 2009; Leadbeater et al, 2012; White, 2016), whilst receiving more immediate feedback on their progress (JISC, 2016). Moving to ‘learning capture’ mindset thus offers new opportunities for educators to empower learners before, during and after class.
PrefaceTraditionally, training and development were not viewed a.docx
Preface
Traditionally, training and development were not viewed as activities that could help companies create “value” and successfully deal with competitive challenges. Today, that view has changed. Companies that use innovative training and development practices are likely to report better financial performance than their competitors that do not. Training and development also help a company develop the human capital needed to meet competitive challenges. Many companies now recognize that learning through training, development, and knowledge management helps employees strengthen or increase their skills in order to improve or make new products, generate new and innovative ideas, and provide high-quality customer service. Also, development activities and career management are needed to prepare employees for managerial and leadership positions and to attract, motivate, and retain talented employees at all levels and in all jobs. An emphasis on learning through training, development, and knowledge management is no longer in the category of “nice to do”—they are a “must do” if companies want to gain a competitive advantage and meet employees’ expectations.
Businesses today must compete in the global marketplace, and the diversity of the workforce continues to increase. As a result, companies need to train employees to work with persons from different cultures, both within the United States and abroad. Technologies, such as social media, and tablet computers, such as the iPad, reduce the costs associated with bringing employees to a central location for training. At the same time, the challenge is ensuring that these training methods include the necessary conditions (practice, feedback, self-pacing, etc.) for learning to occur. Through the blended learning approach, companies are seeking the best balance between private, self-paced, technology-based training (such as online learning), and methods that allow interpersonal interaction among trainees (such as classroom instruction or active learning). Employees from the millennial generation are well versed in informal learning, especially through collaboration facilitated by social media such as Facebook and Twitter. Also, their gaming experiences lead them to expect that learning experiences will be fun, multidimensional, challenging, and provide immediate feedback and rewards.
The role of training has broadened beyond training program design. Effective instructional design remains important, but training managers, human resource experts, and trainers are increasingly being asked to create systems to motivate employees to learn, not only in programs but informally on the job; create knowledge; and share that knowledge with other employees in the company. Training has moved from an emphasis on a one-time event to the creation of conditions for learning that can occur through collaboration, online learning, traditional classroom training, or a combination of these methods. There is increased recog.
MOOCs for Professional Development: Transformative Learning Environments and ...
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The document discusses the use of MOOCs for professional development in library and information science (LIS). It describes a connectivist MOOC called #hyperlibMOOC that was created for LIS professionals. The MOOC had over 300 registered students and incorporated lectures, readings, assignments and peer interaction through blogs and discussion forums. A survey of students found that most felt successful in the course and that it provided opportunities for networking, learning new concepts and renewing their professional outlook. The document concludes that MOOCs can engage and educate LIS professionals in new ways and that libraries may take on roles as creators, instructors and guides within MOOCs.How to Start an Online Program
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This document discusses several trends in learning delivery and design, including online social learning through massive open online courses (MOOCs), learning to learn approaches like double-loop learning, using storytelling to maximize engagement, utilizing learning analytics in course design, encouraging learners to use their own mobile devices, and event-based learning. It provides examples of each trend and suggests how organizations can apply these trends, such as developing online communities, encouraging self-directed learning, commissioning customized learning content, monitoring engagement analytics, and facilitating problem-solving events for staff.
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- 1. best practice for online learning ideas from other organizations keys to success increase participation
- 2. ideas from others Apple University Simplifying the Bull: How Picasso Helps to Teach Apple’s Style. http://www.nytimes.com/2014/08/11/technology/-inside-apples-internal-training-program-.html?_r=0 Focus on engagement Taught by instructors Full enrollments
- 3. ideas from others GoogleEDU School's in Session at Google By Joseph Walker Updated July 5, 2012 2:17 p.m. ET http://www.wsj.com/articles/SB10001424052702303410404577466852658514144 Training aligns with overall business strategy. Content can be applied to daily work. It uses employees review of managers, to suggest courses to managers. Individualized, customized and timely recommendations of courses.
- 4. ideas from others Platt University Sources from: https://www.platt.com/plattu/, http://ewweb.com/business/yearn-learn and conference presentation, https://www.bluevolt.com/blog/case-point-platt-learning-organization Courses include interactivity and challenges with real world examples. Each employee has a unique training plan tailored to their specific needs and goals. Education Director, Gary Ewers states “In 2013, Platt’s 1150 employees completed 113,584 courses and 58,576 hours of training through Platt University resulting in the company’s greatest selling year since it was founded 60 years ago.”
- 5. ideas from others Using MOOCs MOOCs for Employees Training as an Upcoming eLearning Trend by Xavier Orri Badia March 2015, http://elearningindustry.com/moocs-for-employees-training-upcoming-elearning- trend, MOOCs Add a New Dimension to Employee Development By: John Rossheim, http://hiring.monster.com/hr/hr-best-practices/workforce-management/employee- performance-management/moocs.aspx Trending for large organizations (such as L’Oreal, McAfee and Yahoo!). Many employees enroll and work though the course together. Provides extensive reporting and tracking.
- 6. learning from others Know the Learners! Align content and assessments to the objectives Make it personal, facilitator connects with the learners Build a community of peers, learners connect with each other Engage learners to connect with the content
- 7. if you build it, will they come? Determinants of success for online communities. By Khe Foon Hew (http://eric.ed.gov/?id=EJ865988) Easy to navigate learning management system. Tailor content to the learner’s needs. Create opportunity to make connections. Provide take-a-ways. Offer career enhancement opportunities.
- 8. best practice for online learning ideas from other organizations keys to success increase participation