This document discusses how new technologies are changing learning and development delivery. It notes that workforces are becoming more global and multigenerational. Emerging technologies like mobility, telecommuting, social media, and on-demand access are impacting the workplace and e-learning environment. Learning is shifting towards blended, mobile, social, and flipped models. Organizations must consider how to introduce new technologies while maintaining oversight, security, and engagement.

1. Donna L. Rhode
Program Director
UNC Executive Development
Wired to Learn
How New Technologies are
Changing L&D Delivery
Wired to Learn:
Donna Rhode
Program Director
UNC Kenan-Flagler Executive Development
May 1, 2013
How New Technologies are Changing L&D

2. Topics for Today
• Trends that are shaping the workplace
• How these trends impact e-learning
environment
• Considerations for introducing emerging
technologies into an organization

3. • Seven billion people
– 1.7 billion between the ages of 15 and 30.5
• Developing countries growing twice as fast as the U.S.
and the European Union
• Competition now includes companies halfway around
the world
Workplace 2020 - Global

4. Multigenerational Workplace

5. Multigenerational Workplace
The workforce is in a word…
Silent Generation Loyal
Baby Boomers Competitive
Generation X Self-reliant
Generation Y Immediate
Generation Z Connected

6. 2010 Multigenerational Workplace
5%
37%
22%
36%
0%
Silent Generation
Baby Boomers
Gen X
Gen Y
Gen Z

7. 2015 Multigenerational Workplace
5%
34%
23%
39%
1%
Silent Generation
Baby Boomers
Gen X
Gen Y
Gen Z

8. 2020 Multigenerational Workplace
5%
22%
20%50%
7%
Silent Generation
Baby Boomers
Gen X
Gen Y
Gen Z

9. The Impact of Millennials & Gen Z

10. Inter-connected & Hyper-connected

11. Tech Trend: Mobility
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
mobile
phone
smart phone tablet ereader
Mobile Usage
Mobile Usage

12. Tech Trend: Mobility

13. L&D Implications: Mobile(m)Learning
• Advantages:
– Extended reach…remote and undeveloped areas
– Accessible in “just-in-time” bites
– Cuts down on materials costs
• Considerations:
– Plethora of devices
– Difficult to track usage
– Security of devices
– Cost of development, support, integration

14. Tech Trend: Telecommuting
“To become the absolute best place to work,
communication and collaboration will be important, so
we need to be working side-by-side. That is why it is
critical that we are all present in our offices. Some of
the best decisions and insights come from hallway
and cafeteria discussions, meeting new people, and
impromptu team meetings. Speed and quality are
often sacrificed when we work from home.”

15. Tech Trend: Telecommuting

16. L&D Implications: Telecommuting
• Advantages:
– Already a practice
– Employee engagement regardless of work location
– Decreased costs
– Reduced carbon footprint
• Considerations:
– Accessibility and security
– Overcoming barriers to collaborate
– Reductions of informal learning / hallway talk
– Risk of distraction

17. Tech Trend: Social Media

18. L&D Implications: Social Media
• Advantages:
– Easy engagement
– Democratizes information
– Tribal knowledge
• Considerations:
– Level of transparency
– Shift of ownership & control
– Oversight & compliance
– Volatility as technology (and tastes) change quickly

19. Tech Trend: Everything On-Demand

20. Tech Trend: Everything On-Demand

21. Tech Trend: Everything On-Demand

22. L&D Implications: On-Demand Learning
• Advantages
– Right info at right time at right place
– Library of resources
– Cost reduction
• Challenges
– Organizing the “learning library”
– Oversight, control, and security
– Ownership: centralized or decentralized

23. Technology / e-Learning Trends
“The desire for cost effective, flexible L&D delivery plus the
massive amounts of digital information produced daily plus
the rise of social networks and social media plus the
proliferation of mobile web users all combine together to
create the technological advances being seen in the e-
learning environment.”
(Source: Malamed, 2012)

24. Personal Learning Environments

25. Blended Learning
Blended
Learning
Face-to-face
learning
Self-paced
learning
Online,
collaborative
learning

26. Flipped Learning

27. Example: MBA@UNC

28. Example: Cisco Sales Associates Program
• Business Issue: Need to cut expenses while remaining
attractive place of employment to early-in-career
prospects
• Solution: Redesigned Sales Associate training
program to be delivered virtually
• Result: Cut overall training costs by 24% and decreased
required training staff by 40%
• Additional Benefits:
– Reduced time to productivity
– Increased enthusiasm
– Enhanced image

29. Example: Cisco Global Sales Meeting
• Business Issue: Need to cut expenses while motivating
sales force
• Solution: Moved annual global sales meeting to virtual
platform
• Result: Reduced expenses by ~80% for pure virtual model
and ~60% for hybrid model
• Additional Benefits:
• Minimized sales reps time away from customers
• Quality of message improved in the virtual environment (increase in
content scores)
• Proof point for the power of Cisco Collaboration solutions at scale

30. MOOC
School as a
Service
For-Profit Non-Profit
Traditional
Schools
Non-
University
Venture-Backed
• Coursera
• Udemy
• Udacity
University-Backed
• EdX
• 2U
• Embanet
• Bisk
• Colloquy
• American
Honors
• Academic
Partnerhips
• Everspring
• Deltak
• Blackboard
• Pearson
• Learning
House
• Minerva
• Capella
• University
of Phoenix
• DeVry
• Bridgepoint
• AltiusEd
• University
Now
• Straighter
Line
• UMUC
• Drexel
Online
• University
of Florida
• Kelley
• Ivy League
• Top-Tier
Schools
• State
Schools
• Community
Colleges
• PowHow
• Lynda
• Kahn
Academy
• Code
Academy
• Knewton
• Chegg
• Kno
• Inkling
• Everfi
• Grockit
Which Solution to Use?

31. Considerations
• Learning is the objective!
• Consider the culture
• Change management is critical
• Partner heavily
• Expect failures along the way
• Provide value-added resources
• Blend whenever possible
• Consider costs…may not need a “Cadillac”
• Have fun!

32. In Conclusion…
• Technology is transforming the TL&D field, allowing for
highly personal and interactive learning experiences to
be delivered electronically
• HR and talent management professionals should:
– stay well-informed of these advances
– consider how these advances can be used to enhance their
organization’s learning culture

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