David Scurlock is a learning and development leader with experience designing and implementing learning solutions. He has experience providing strategic direction to teams and managing learning programs to support organizational goals like increasing customer satisfaction and driving excellence. Scurlock advocates for an integrated approach to learning using both synchronous and asynchronous methods, and emphasizes accelerated learning through practical application and teachable moments on the job. He outlines strategies for reducing the time it takes employees to become proficient through a systematic set of experiences that build skills and integrate knowledge.
Data-driven learning is the key factor in optimizing learning and training programs for learner success. By gaining a more holistic view of how learners engage in their online programs, organizations can get a better picture of how effective their learning programs really are. Armed with this information, measurable improvements can be made across learning and training initiatives. Your organization can achieve a deeper understanding of the usage, effectiveness, and success of their programs, and how they directly impact learning performance.
Join our learning analytics expert, Stewart Rogers, to discover 5 steps for building a data-driven learning model to improve learning performance.
This presentation will demonstrate:
- How to make analytics part of the fabric of daily operations
- Access robust reporting and analytics solutions
- Establish shared goals throughout your department hierarchy
- Ensure continuous training and coaching of core analytics skills
- Track the right metrics and make data-driven decisions
This deck was developed for a webinar for Vital Learning Corporation as we began to move into the world of virtual facilitation - 2005. Reviewing it now I seems like many of the concepts still hold true.
Data-driven learning is the key factor in optimizing learning and training programs for learner success. By gaining a more holistic view of how learners engage in their online programs, organizations can get a better picture of how effective their learning programs really are. Armed with this information, measurable improvements can be made across learning and training initiatives. Your organization can achieve a deeper understanding of the usage, effectiveness, and success of their programs, and how they directly impact learning performance.
Join our learning analytics expert, Stewart Rogers, to discover 5 steps for building a data-driven learning model to improve learning performance.
This presentation will demonstrate:
- How to make analytics part of the fabric of daily operations
- Access robust reporting and analytics solutions
- Establish shared goals throughout your department hierarchy
- Ensure continuous training and coaching of core analytics skills
- Track the right metrics and make data-driven decisions
This deck was developed for a webinar for Vital Learning Corporation as we began to move into the world of virtual facilitation - 2005. Reviewing it now I seems like many of the concepts still hold true.
2013 is the Year for Performance Support: Breaking Down Traditional BarriersOntuitive
We heard you loud and clear last year. You are hungry to work Performance Support into your strategy. You realize that training alone is limited and that the future of L&D is supporting employees in the workflow, at the moment of need.
You want to get started, but there are barriers (perceived or actual). Beginning with this webinar, and throughout 2013, our plan is to help you develop the appropriate strategies that break down the barriers and move your organization beyond training to performance! 2013 IS the year of performance support.
January’s webinar will be a bit more interactive than usual – we want to hear from you! What barriers are you facing? Take a moment, after registering for the webinar, to answer our poll question on this topic – results will be discussed next week during the webinar. Additional webinar discussion topics include:
•Facts, figures, and industry trends surrounding barriers;
•Open discussion, with live polls, on what you, as an organization, are experiencing; and,
•Share solution ideas and tactics on how to begin breaking down the barriers.
Join Bob Mosher and Conrad Gottfredson as they kick-off the year with this interactive and informative webinar!
Strengthening Quality Management with High Impact TrainingKarl Kapp
The slides from this webinar examine the evolution of training technology and outlined how implementing the right technology is helping companies support role-based training programs, making learning easier, and delivering training as part of quality processes – while ensuring job and audit readiness.
We shared training best practices and how technology can:
• Align training with corporate goals
• Improve quality management with modern learning techniques
• Enable micro- and in flow learning
• Simplify role-based training
• Measuring learning and training impact
About our presenters:
Karl Kapp, Bloomsburg University of Pennsylvania
An expert in the convergence of learning, technology, and business, Karl Kapp was named to the 2017 "LinkedIn Top Voices in Education" list and has been named a top influencer in the training industry. Author of seven books including “The Gamification of Learning and Instruction” and “Play to Learn,” Karl is a highly sought international, TEDx and industry speaker.
Kent Malmros, Veeva Systems
Kent has spent the majority of his career delivering technology-enabled training solutions to life sciences, holding leadership positions at industry leading companies such as AdMed, ClearPoint (Red Nucleus), UL EduNeering (UL), and now at Veeva Systems.
To watch the full webinar on demand, please register here: http://bitly.com/2Oh2TLc.
Do you feel that your learning events, webcasts or other virtual training initiatives are flat and not as interactive as they should be? Are you getting the results you want from your virtual training? Find out the secrets to effective engagement and continual interaction by utilizing the hidden opportunities within virtual training sessions and environments. In this interactive webcast, you will learn how to:
• Constantly interact with your learners to keep them engaged.
• Promote your training sessions.
• Connect with your audience before and after the learning session to build maximum value.
• Break up your live sessions into bite-sized learning nuggets.
• Understand and apply best practices to check your audience’s interest so you can target and customize your message right as it is happening.
Accelerating Learning for Business Impact - NuVeda Corporate Presentation Balasubramanian Krishnan
Accelerating Learning for Business Impact - NuVeda is an end-to-end learning solution provider for Corporates, Universities and educational institutions.
Contact us at info@nuvedalearning.com
2013 is the Year for Performance Support: Breaking Down Traditional BarriersOntuitive
We heard you loud and clear last year. You are hungry to work Performance Support into your strategy. You realize that training alone is limited and that the future of L&D is supporting employees in the workflow, at the moment of need.
You want to get started, but there are barriers (perceived or actual). Beginning with this webinar, and throughout 2013, our plan is to help you develop the appropriate strategies that break down the barriers and move your organization beyond training to performance! 2013 IS the year of performance support.
January’s webinar will be a bit more interactive than usual – we want to hear from you! What barriers are you facing? Take a moment, after registering for the webinar, to answer our poll question on this topic – results will be discussed next week during the webinar. Additional webinar discussion topics include:
•Facts, figures, and industry trends surrounding barriers;
•Open discussion, with live polls, on what you, as an organization, are experiencing; and,
•Share solution ideas and tactics on how to begin breaking down the barriers.
Join Bob Mosher and Conrad Gottfredson as they kick-off the year with this interactive and informative webinar!
Strengthening Quality Management with High Impact TrainingKarl Kapp
The slides from this webinar examine the evolution of training technology and outlined how implementing the right technology is helping companies support role-based training programs, making learning easier, and delivering training as part of quality processes – while ensuring job and audit readiness.
We shared training best practices and how technology can:
• Align training with corporate goals
• Improve quality management with modern learning techniques
• Enable micro- and in flow learning
• Simplify role-based training
• Measuring learning and training impact
About our presenters:
Karl Kapp, Bloomsburg University of Pennsylvania
An expert in the convergence of learning, technology, and business, Karl Kapp was named to the 2017 "LinkedIn Top Voices in Education" list and has been named a top influencer in the training industry. Author of seven books including “The Gamification of Learning and Instruction” and “Play to Learn,” Karl is a highly sought international, TEDx and industry speaker.
Kent Malmros, Veeva Systems
Kent has spent the majority of his career delivering technology-enabled training solutions to life sciences, holding leadership positions at industry leading companies such as AdMed, ClearPoint (Red Nucleus), UL EduNeering (UL), and now at Veeva Systems.
To watch the full webinar on demand, please register here: http://bitly.com/2Oh2TLc.
Do you feel that your learning events, webcasts or other virtual training initiatives are flat and not as interactive as they should be? Are you getting the results you want from your virtual training? Find out the secrets to effective engagement and continual interaction by utilizing the hidden opportunities within virtual training sessions and environments. In this interactive webcast, you will learn how to:
• Constantly interact with your learners to keep them engaged.
• Promote your training sessions.
• Connect with your audience before and after the learning session to build maximum value.
• Break up your live sessions into bite-sized learning nuggets.
• Understand and apply best practices to check your audience’s interest so you can target and customize your message right as it is happening.
Accelerating Learning for Business Impact - NuVeda Corporate Presentation Balasubramanian Krishnan
Accelerating Learning for Business Impact - NuVeda is an end-to-end learning solution provider for Corporates, Universities and educational institutions.
Contact us at info@nuvedalearning.com
To foster a learning environment that builds upon formal learning, engages employees and creates competitive differentiation, organizations must embrace and support learning wherever it occurs. To do so, we need to provide the tools and technology that enable this to happen, as well as an understanding of how the role of learning professionals is evolving to support learning beyond the classroom. Join us for this one-hour webinar to discover how you can keep your training and development initiative up to pace with the rapidly evolving dynamics of how, when and where employees acquire knowledge. This webinar will cover an introduction to the SuccessFactors learning product and how the acquisition of Plateau Systems has propelled SuccessFactors into a leadership position.
2. Working knowledge and experience in the design,
development and implementation of learning
solutions.
Experience providing strategic alignment
and direction supported with execution.
Experience managing, motivating teams.
Pragmatic understanding and experience within
business environments.
Visionary; Passionate; Servant Leader
4. Leadership Associate Customer Business
Effectiveness Satisfaction Satisfaction Results
Learning/Development and Performance improvement programs
should support the Dynamic Organization
6. Comprehensive-total solutions that address specific
needs and skill gaps identified as part of the
assessment process.
Organized-training structured based on adult learning
theory and sound instructional design.
Relevant-based on contemporary best practices and
practical real world concepts and programs.
Experiential-training sessions that include exercises,
role-plays, and activities that challenge and draw on the
experience of the participants.
8. Sub-par productivity
Mistakes
Dissatisfied customers
Time getting help from others
Manager’s time reviewing and correcting
Attrition
9. Define proficiency
Get Baseline
Harvest expert knowledge
Select the best method of delivery
Measure results in terms of time to
proficiency
10. Harvest Knowledge
Store Knowledge
Transfer Knowledge
Initial Learning Ongoing Learning
Desired
Increasing Expertise/Proficiency Results
11. Methodology for accelerating the
development of proficient performance
Reduce time to proficiency
12. Learn By Doing
◦ simulations
◦ cases
◦ real plays
Teachable Moments
◦ key information is available at decision point
◦ individuals are motivated to learn
◦ remember the information
◦ can immediately apply it to the job
13. Systematic set of experiences
◦ Simple to complex
◦ Building process
Integrate knowledge and skills
Educational networking
◦ community of learners
◦ enables discussion and reflection
◦ motivates through peer interaction
◦ builds relationships
14. Present Principles Self-directed e-learning
Strategies & Skills
•Instructor-led
Link Knowledge to web based
Business
•Classroom
Knowledge Application Training
• Applications
Workshops
Daily Disciplines • Success Action Plans
• On-going coaching
and Support
Success
15. Curriculum Technical Delivery Support
Platform
These elements work together to provide the success factors in the development, design and
implementation of learning solutions.
16. Bloom’s Taxonomy ADDIE Process
◦ Knowledge ◦ Analyze
◦ Comprehension ◦ Design
◦ Application ◦ Develop
◦ Analysis ◦ Implement
◦ Synthesis ◦ Evaluate
◦ Evaluation
Gagne’ Nine Events of Instruction
ARCS Model for Motivation
Constructivism
17. Synchronous Learning Process
Interactive/ Socialization
White Paper
Rapid Simulation
Exercises Development
Word Games
Instructor-Led Rapid Authoring Tools
20% 60%
20%
Scenario-based
Practice Simulations/
Problem Solving
PowerPoint .PDF
Classroom
Content Knowledge
*based on IBM learning model
18. Instructor-Led ---------------
750 hours to create simulation-based e-learning
Online, Self-Paced
221:1
Hours of development
per finished hour of instruction
On-line, E-learning
$ Return on Investment
Impact of rapid
development.
shorter breakeven
Break even point
$$ Development Cost
10 months
34:1
Hours of development
per finished hour of instruction
Instructor-Led
Example Only
$$ Reoccurring cost, over time
19. LMS
◦ Learning Management System
KMS
◦ Knowledge Management System
LCM
◦ Learning Content Management System
Virtual Environment
◦ Learning Experience
Editor's Notes
In today’s changing and demanding business environment how a learning and development team functions and addresses business needs has changed as well.
Learning/development and performance improvement should support achieving the overall business objectives.
The overall learning objectives must be taken into account when determining the best solution to meet the demands of business today.
Business runners are looking for better performance, accomplished with less expense and expect a faster time to proficiency.
There are real cost associated with slow proficiency. By reducing the time to proficiency will result minimizing these cost.
These are steps that can be followed to reduce the time to proficiency
Here is the process and cycle associated with knowledge transfer in a way that helps to rapidly achieve expertise and proficiency.
The performance centered learning process is the best approach to achieve real gains in proficiency. A variety blended solutions is used to deliver and support the process.
Two well established approaches to instructional design.
Based on a model development by IBM a model should be established for what a “blended solution’ should look like.
Return on investment will vary depending the development cost and over what time that cost will reoccur overtime. On-line/technology based training can have a higher initial development cost but a lower reoccurring cost over time. Using rapid development tools and process can lower deve
These are additional tools that would be part of a comprehensive learning and development solution.