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Developing Effective IT Learning Processes

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Developing an Effective IT Function Learning Process. Slides from Webinar presetnation Sept 16, 2013

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Developing Effective IT Learning Processes

  1. 1. Developing Effective IT Learning Processes Tom Gram, Senior Director Leadership and Business Solutions
  2. 2. Agenda  The changing IT landscape and skill implications  Requirements for an effective learning process  New approaches to learning  Developing role based learning paths  Managing the learning process  Q and A © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 2
  3. 3. Current IT professional roles  Planner  Builder  Developer  Maintenance  Support © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 3
  4. 4. IT Business and Technology Trends Cloud Big Data Social Media Consumerization Mobile Technology © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 4
  5. 5. Implications Organizational and job restructuring Technical Skills Behavioural Competencies Process Skills Leadership Skills © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 5
  6. 6. Audience Poll © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 6
  7. 7. Ad Hoc Professional Development Employee Manager © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 7
  8. 8. Requirements for an effective learning process  Meets business needs AND individual needs  Develops for current role AND future roles  Based on clearly defined performance/skill standards  Tools to assess gaps against standards  Formal and informal learning resources mapped to     standards Role-based learning paths Personalized learning plans Management and administration system Effectiveness Measurement © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 8
  9. 9. The IT Professional Development Process Assessment Performance Standards Role-based Learning Paths Gap Development opportunities Current Capability Personal Learning Plan Formal and informal Learning Resources Learning Management System © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 9
  10. 10. Defining performance and skill standards Assessment Performance Standards Role-based Learning Paths Gap Development opportunities Current Capability Personal Learning Plan Formal and Informal Learning Resources Learning Management System © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 10
  11. 11. © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 11
  12. 12. © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 12
  13. 13. Proficiency Levels © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 13
  14. 14. Competency by Role Matrix Role Competency © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 14
  15. 15. Assessing skill gaps Assessment Performance Standards Role-based Learning Paths Gap Development opportunities Current Capability Personal Learning Plan Formal and Informal Learning Resources Learning Management System © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 15
  16. 16. Measuring current against target skill levels Programmer/Analyst Application development Database design Security Testing Analytical Thinking Client Focus Communication Results Orientation © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 16
  17. 17. Identifying appropriate learning resources Assessment Performance Standards Role-based Learning Paths Gap Development opportunities Current Capability Personal Learning Plan Formal and Informal Learning Resources Learning Management System © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 17
  18. 18. 70/20/10 © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 18
  19. 19. Informal learning T Expert T T T Novice • • • • • • • • • Doing Asking questions Receiving feedback Discussing Observing Collaborating Researching Refining skills Coaching others T Time T © 2010 Global Knowledge Training LLC. All rights reserved. Formal training event 10/22/2013 Page 19
  20. 20. New paths to learning Informal Learning Social and Mobile Learning Virtual Learning Gaming and Simulation Performance Support © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 20
  21. 21. Learning alternatives Modes of Learning eLearning Self Study Webinar Blogs, podcasts, forums, networks Instructor Led Job aid Coaching/Mentoring Internal meetings OJT: Job shadowing One-on-one practice OJT: assignments Professional associations Communities of Practice Lunch and Learn © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 21
  22. 22. Defining learning “actions” © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 22
  23. 23. Learning actions mapped to competencies © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 23
  24. 24. Learning actions grouped by proficiency level Proficiency Level Learning Actions Expert Advanced Intermediate Foundational © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 24
  25. 25. Proficiency levels and learning approach © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 25
  26. 26. Creating role based learning paths Assessment Performance Standards Role-based Learning Paths Gap Development opportunities Current Capability Personal Learning Plan Formal and Informal Learning Resources Learning Management System © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 26
  27. 27. Role Based Learning Roadmaps © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 27
  28. 28. Role Based Learning Paths © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 28
  29. 29. Personalized learning plans Assessment Performance Standards Role-based Learning Paths Gap Development opportunities Current Capability Personal Learning Plan Formal and Informal Learning Resources Learning Management System © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 29
  30. 30. Personal learning plan  Personalized, flexible guide for learning  Owned and used by the employee, supported by manager  Record of learning goals, gap assessment, learning targets, progress and achievements  Communication aid between the employee and others who support the learning process  Reinforces links between personal competencies, role based performance standards and business requirements © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 30
  31. 31. Manage the process with an LMS Assessment Performance Standards Role-based Learning Paths Gap Development opportunities Current Capability Personal Learning Plan Formal and Informal Learning Resources Learning Management System © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 31
  32. 32. Learning/Competency Management System ILT Management eLearning Mobile Learning Analytics Workflow Social Learning Competency Mgmt Collaboration Content Authoring Learner Support Virtual Classroom Communication ILT Management Compliance User Management Management System © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 32
  33. 33. © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 33
  34. 34. Effectiveness Evaluation  Are employees improving their skills and competencies?  Are learning actions improving competencies?  Are some competencies improving and others not?  Are competencies improving business performance?  What areas of the program can be improved? © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 34
  35. 35. Summary  IT roles, structure and skill requirements are changing rapidly  Learning and skills needs to be managed as a business process  An integrated learning process ensures both business and individual needs are met  Formal and informal approaches to learning will help meet learning goals  LMS provide tools to automate  Continually evaluate for process improvement © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 35
  36. 36. Thank You! tom.gram@globalknowledge.com @tomgram1 performancexdesign.wordpress.com ca.linkedin.com/in/tomgram www.globalknowledge.com 1-800-COURSES © 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 36

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