The document discusses the shift from an industrial economy to a knowledge economy and the impact on learning and work. It notes that learning is no longer separated from work but integrated within work. It proposes a prototype for a (digital) working = learning world where formal and informal learning are integrated and learning happens on demand through micro-learning and performance support. Metrics would measure the impact on competencies, feedback, and organizational results. Business cases show potential cost savings and returns on investment through this new approach to organizational learning.

1. (digital)
working
=
learning
world

2. ShiH
happens
Industrial
economy Knowledge
economy
Command
&
Control Matrix
Organiza9on
Importance
of
9tles Importance
of
results
Learning
is
work Work
is
learning
Rigid
Work
Hours Work
Any9me
Wired Wireless
2

3. We
are
going
mobile!
3

4. Book
stores
&
publishers..?
4

5. Challenges4L&D
5

6. Learning
in
organiza+ons
is
s+ll
based
on
the
industrial
paradigm
6

7. Maximal
Right
or
wrong
Knowledge
In
par9cipants
20
–
25
%
In
trainers
heads knowledge
at
the
from
books heads workers
of
the
workplace
level
organiza9on
7

8. Trainers
deliver
training
Par/cipants
started
to
hate
training
So
we
develop
e-­‐learning
instead
Now
par/cipants
hate
e-­‐learning
too

9. Agenda
Solu/ons:
(digital)
working
=
learning
world
9

10. !‘moment!of!need’!
Working!
!
!Organiza)onal!Results!
Learning! !
!!!!!!!Proficient!
!!!!!!!Expert!
Apply!
Improve/Innovate!
!!!Competent! ! Apply!
Improve!
!!
Apply!
!!Advanced!beginner! Rou)ne!tasks!
More!knowledge!
!!!!!!!Novice! &!prac)ce!!
!!!!!!!!!New!knowledge!
Learning!too!o4en!not!available!at!the!‘moment!of!need’!!
(Gehry,!1991) !
10

11. In
context
design
criteria
(digital)
working
=
learning
world
Courses Recources
e-­‐learning Micro-­‐learning
&
performance
support
Competencies Task
Classroom
learning Social
&
Personalized
learning
Training Performance
Formal
learning:
10/20/70 Informal
learning:
70/20/10
(Inspired
by
Clive
Shepherd)

12. Prototype
(digital)
working
=
learning
world
Formal
learning PULL
Informal
learning
(mobile)
micro-­‐learning Context-­‐sensiJve
Need
to
know
Organiza/onal
Results
(need
&
nice
to
know
knowledge,
cer9fica9on),
training,
coaching
etc. InformaJon
support informaJon
support
PUSH (mobile)
performance
support
Learning
&
business
improvement
intervenJons
Co-­‐creaJon
/
Sharing
/
CommuniJes
of
PracJce
Electronic
Personal/Team
Development
Plan
Metrics
12

13. (Digital)
working
=
learning
world
13

14. %%
)
)
formal)learning) Social)Media)
) )
)(Cer8fied)%training% %Blog%
% % Results%
%microClearning% %Forum%
% % 1.%
%mobile%learning% %Wiki%
% % %
%Youtube%
% games% % 2.%
% %Rss%
%WebClectures% % %
% %TwiMer%
%Webinars% % 3.%
% %Yammer%a.o%%
%(EC)Coaching% %
%
%Generic%&%jobspecific% %Mobile%performance% 4.%
competen8es% support
%
%
%
Informal)learning)
% %Measurements%
%Role%modeling% %
% %Competencies%
%Collabora8on% %
% %360Cfeedback%tests%
%Gain%knowledge% %
% %
%Prac8ce%
% %ECPDP%
%
%Discover% ALLEEN%OP%DE%WERELD?%
%
%ECTDP%
14

15. Performance
review
Managers
Introduc6on
Welcome
at
the
module
performance
reviews.
You
can
choose
between
different
support
tools.
If
you
move
your
mouse
over
the
icons,
you’ll
get
more
informa9on.
Click
on
the
icons
to
open
them
and
start
the
support.
15

16. Performance
review
Introduc.on
1.
What
is
it?
2.
Subjects subjects
performance
review
3.
OrganisaJon
4.
Report
and
acJons
MUMC+
goals Evaluate
achieved
The
first
subject
is
to
goals
RVE
goals evaluate
achieved
goals.
This
means
that
you
will
Department
collect
data
during
the
year
goals to
approve
wether
or
not
the
results
have
been
achieved.
Determine
causes
and
Determine
describe
development
Ac6on
plan
Make
development
points.
department appointments issues
and
evaluate
them
Preview
future Discuss
input
variables
16

17. Performance
review
Performance
support
Ac6ons
-­‐
end
of
the
conversa6on
Prepara6on Execu6on End
of
the
conversa6on
Form
filled
by
employee
Form
signed
by
employee
Form
in
file
employee
Op9onal,
ac9ons
in
plan
of
the
department
Op9onal,
informa9on
send
to
stakeholders
17

18. Performance
review
Micro
learning
Ac6ons
-­‐
end
of
the
conversa6on
Prepara6on Execu6on End
of
the
conversa6on
•Goals •Start •Report,
form
•Input
conversa9on
•Development •Core
•Personal
budget
conversa9on
•Career •End
development
Introduc6on
Communica6ve
performance
skills
reviews
18

19. Prototype
(digital)
working
=
learning
world
Formal
learning PULL
Informal
learning
(mobile)
micro-­‐learning Context-­‐sensiJve
Need
to
know
Organiza/onal
Results
(need
&
nice
to
know
knowledge,
cer9fica9on),
training,
coaching
etc. InformaJon
support informaJon
support
PUSH (mobile)
performance
support
Learning
&
business
improvement
intervenJons
Co-­‐creaJon
/
Sharing
/
CommuniJes
of
PracJce
Electronic
Personal/Team
Development
Plan
Metrics
19

20. Business
case
L&D:
Tangibles
•
Decrease
formal
training
budgets
50%
•
Addi/onal
50%
reduc/on
unpaid
leave
•
Cost
of
EPSS
30%
compare
to
formal
training
•
Decrease
training
cost
/
par/cipant
20

21. Individual
Total Year
1 Year
2 Year
3
cost cost
Digital
working
&
300.000 100.000 100.000
learning
world
Cost
formal
50.000 25.000 25.000
4.000
75 300.000 training
workers
workers Cost
unpaid
leave 0 0 0
unpaid
80 320.000
leave Cost
training
50.000 50.000 50.000
300
300 90.000 managers
managers Cost
unpaid
leave 0 0 0
Unpaid
200 120.000
leave Business
case+ 430.000 655.000 655.000
830.000
ROI 107% 374% 374%
Business
case
L&D
Performance
review
21

22. • Depending
on
the
business
need
we
are
able
to
demonstrate
measurable
business
impact
with
ROI
• Less
rework
• Less
mistakes
• Less
cost
unpaid
leave
• Improved
corporate
image
due
to
contemporary
designs
of
learning
Business
Impact
with
ROI: 22

23. New
approaches
needed
voor
L&D
• Scalable
• Mass
customiza/on
• Formal
&
Informal
• Performance
based
• Business
metrics
• Micro-­‐learning
&
performance
support
• Resources
instead
of
courses
23

24. Adapt
or
die!
24

25. Technology
Factory
Informa9on
Factory
Improvement
Factory