personalised learning environment (ple) · personalised learning environment (ple) the next step in...
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This project has received funding from the European Union’s Horizon 2020 research and innovation programme under grant agreement No 688127
Personalised Learning Environment (PLE)The next step in your (employee’s) career
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Dr Alec W Serlie (GITP) Dr Uta Schwertel (IMC)
3Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies
Background of DEVELOP
4Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies
✓ Horizon 2020 EU Research and Innovation project.
✓ DEVELOP’s overall objective is to deliver an adaptive personalisedlearning environment (PLE) for career development.
✓ The environment will provide assessment of transversalcompetencies and social capital to highlight learningopportunities for career development.
✓ Combination of personalised visualisations of potential careerpaths in order to inform and guide learners towards realistic andattainable careers.
Project Aims
Enhance employee awareness and understanding of career development.
Provide insight into how a career can be developed through reflecting on current competencies.
Highlight transferrable competencies that apply across jobs and facilitate internal mobility.
Reveal potential career paths and the learning activities.
Pioneer the use of personalisation tools, game-based assessments, social network analysis, and artificial intelligence (AI) planning for learning environments on career development.
Provide a fundamental change in the way competency growth and career development is experienced, analysed, and supported in large organisations.
5Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies
Motivation
Increased working lives and longer careers1
Changing labour markets with reduced job security2
Growing demand for adaptable workers with increased mobility3
Employees who are actively developing their careers also receive the least career guidance4
1. Joint Employment Report, Council of the EU, 2015, http://ec.europa.eu/social/BlobServlet?docId=9213&langId=en2. Towards Common Principles of Flexicurity, European Commission, 2007.3. Strategic framework for European cooperation in education and training (‘ET 2020’), European Council, 20094. Career Development at Work, Cedefop, 2008, http://www.cedefop.europa.eu/files/5183_en.pdf
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Short Introduction Video
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https://youtu.be/O1lE9CDZHpk
The Coolness of Using Develop
Insight in my present proficiency level.
How does my proficiency relate to my present job role?
Where do my strengths and weaknesses lie?
How can these insights support further career development?
How can I use my competency profile gaps to find tailored and useful learning activities?
8Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies
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Competencies
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The Great Eight
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Analyzing and Interpreting Shows evidence of clear analytical thinking. Gets to the heart of complex problems and issues.
Applies own expertise effectively. Quickly takes on new technology. Communicates well in writing
Creating and Conceptualizing Works well in situations requiring openness to new ideas and experiences. Seeks out learning
opportunities. Handles situations and problems with innovation and creativity. Thinks broadly and
strategically. Supports and drives organizational change.
Organizing and Executing Plans ahead and works in a systematic and organized way. Follows directions and procedures.
Focuses on customer satisfaction and delivers a quality service or product to the agreed standards.
Enterprising and Performing Focuses on results and achieving personal work objectives. Works best when work is related closely
to results and the impact of personal efforts is obvious. Shows an understanding of business.
commerce. and finance. Seeks opportunities for self-development and career advancement.
Leading and Deciding Takes control and exercises leadership. Initiates action. gives direction. and takes responsibility
Supporting and Cooperating Supports others and shows respect and positive regard for them in social situations. Puts people
first. working effectively with individuals and teams. clients. and staff. Behaves consistently with
clear personal values that complement those of the organization.
Interacting and Presenting Communicates and networks effectively. Successfully persuades and influences others. Relates to
others in a confident. relaxed manner.
Adapting and Coping Adapts and responds well to change. Manages pressure effectively and copes well with setbacks.
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Bartram, 2005
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Communication
Independence
Conceptual thinking
Sociability
Public Relations
Marketing Engineering Entrepreneur
Communication
Sociability
Conceptual thinking
Independence
Communication
Sociability
Communication
Independence
How to Measure Competencies
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Competency
✓Personality Questionnaire✓General Mental Ability Test✓ Serious game
✓ Leadership Game Simulation✓Cooperation Game Simulation
✓ 360 Review✓ Social Network Analysis
DEVELOP Features
Competency Profile
Assessments
Career Goals
Learning Activities
Social Learning Tool
Social Network Analysis
Data Privacy
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Short Introduction Demo PLE
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Personality Explained
“… Personality refers to individual
differences in characteristic patterns of
thinking, feeling and behaving. (APA)”
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Personality
Extraversion
Agreeableness
Conscien-tiousness
Stability
Openness
Assessments – Personality Questionnaire
Big5 questionnaire:
Reliable α: .79 (O) -.89 (E)
There is no such thing as a ‘right’ or ‘wrong’ personality profile.
Your profile can help to predict how you will respond in certain situations and how to take advantage of your strengths to maximise your competency development.
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General Mental Ability (GMA) Explained
G-factor
Numbers
VerbalAbstract
General Mental Capability that, among other things, involves the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly and learn from experience
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Assessments – General Mental Ability Test
General Mental Ability refers to your ability to learn, understand instructions, and solve problems.
Abstract reasoning: high g-factor loading.
Reliable α = .77
Assessments are useful because they help you to predict your potential to learn.
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Focuses on the “Leading and Deciding” cluster
Assesses the participants’ proficiency level and potential in a fun, immersive and sound way.
Distinction between intention and behaviour
Survey captures Intention
Game captures Behaviour
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Assessments – Leadership Game
Serious Games Explained
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https://youtu.be/zTb7bHsVasA
Proven Practice
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Overall rating: 8+
The actual content of the simulation is
related to the tasks in a management
position.
83%
I can see a clear connection between
the simulation and what I think is
required in a management position.
80%
I did well in this simulation.
90%
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Adaptive scenarios
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Rich measurement
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https://youtu.be/bv9fhL72eoM
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Assessments – Cooperation Game
Focuses on the “Supporting and Cooperating” cluster
Working with remote teams to produce vaccine for perilous flu virus
Assesses the participants’ proficiency level and potential in a fun, immersive and sound way.
Cooperation Game Demo
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https://youtu.be/BMNhUW2H0Ck
Cooperation Game
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360 Review Feedback Explained
Mapped to Bartram’s (2005) Great Eight competency taxonomy
Users are guided to focus on the competencies requiring the greatest improvement in proficiency, 2-3 competencies at a time
Behavioural statements will be used rather than questions
Qualitative (narrative) questions will not be used
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Assessments – 360 Review
Social Network
The Social Capital of an employee, based on their network
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Demo Scenario – Marie
Name: Marie Jones
Occupation: Team Leader
Profile: Jane is a 1st time user with
the PLE and has just signed up in the
system. She is keen to progress her
career and is going to start by
completing the Personality and
Simulation Assessments to find out
her current competencies.
This is the 1st page presented to users before they sign in.
Here they can watch a promotional video, which will provide more information for the user on the benefits of using DEVELOP.
Additional information on the various sections within the PLE will also be available on this page.
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Brochure Page
In the Sign In pop up box, Marie will sign in using her login details.
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Sign In
We now review the Privacy Settings page.
Here, we can see that the default setting is for all the user’s data to be private.
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We care about privacy
After signing in, Marie will be brought to the homepage of the PLE.
As Marie is a first time user of the PLE, the PLE is not yet personalized towards her chosen career.
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Homepage
Marie clicks the Create Competency Profile button to go to the “Your Competency Profile” page.
Here, she is presented with various assessments she can complete which will help to build an accurate picture of her competencies.
She first decides to complete the Personality Assessment.
Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies 36
Competency Profile
First she will need to consent before taking the assessment.
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Consenting
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She then completes the Personality Assessment.
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Personality Assessment
When the assessment has been completed, her results are displayed and detailed explanations of each of the five personality traits are presented.
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Personality Assessment Results
She now decides to start the Leadership Simulation game.
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Leadership Simulation
Marie views her Leadership Simulation results.
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Leadership Simulation Results
Return to Homepage
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When she returns to the homepage, she can see that her competency profile has been updated.
With some knowledge about her competency profile, Marie can reflect her strengths and now choose a career goal with some level of insight.
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Demo Scenario – Marie wants to move on
Name: Marie Jones
Occupation: Team Leader
Profile: Jane is a 1st time user with
the PLE and has just signed up in the
system. She is keen to progress her
career and is going to start by
completing the Personality and
Simulation Assessments to find out
her current competencies.
Name: Marie Jones
Occupation: Team Leader
Profile: Marie has already
completed a Personality
Assessment and Leadership
Simulation and is eager to set up
her career goal as a Project
Manager and get started on her
recommended Learning Activities.
Marie navigates to the Career Goal page so that she can select her new role, Project Manager.
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Career Goal
The competency profile of Marie is now displayed against the new career goal.
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New Career goal “fit”
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Once her Career Goal is chosen, the system provides a list of learning activities that fill the competency gap for Marie.
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Create Learning Plan
She launches a Learning Activity and then marks it as complete.
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Learning Activities
Social Learning Tool
The PLE also recommends to Marie a Social Learning Activity on versatile leadership. It is a practical assignment.
Marie adds it to her learning plan and starts the social learning activity.
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Social Learning Tool
The PLE also recommends to Marie a Social Learning Activity on versatile leadership. It is a practical assignment.
Marie adds it to her learning plan and starts the social learning activity.
49Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies
The DEVELOP Social Learning Toolis a service to define and deliver activities which foster self-directedand informal learning and on the job application of transversal competencies in a digital community of practice.
Social Learning Tool
Marie signs-in to work with the activity in the Tool. She klicks on Participate.
50Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies
Social Learning Tool
Marie signs-in to work with the activity in the Tool. She klicks on Participate.
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The Tool first asks Marie to reflect on her leadership competencies and to define her personal goals.
Social Learning Tool
Marie signs-in to work with the activity in the Tool. She klicks on Participate.
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The Tool first asks Marie to reflect on her leadership competencies and to define her personal goals.
Depending on her choices the Tool recommends specific tasks to her to improve respective leadership competencies.
Social Learning Tool
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Marie starts working on one of the tasks.
She shares her experiences, contributes resources, likes and comments contributions of others, invites peers and adds own tasks that she plans to work on.
Social Learning Tool
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Marie starts working on one of the tasks.
She shares her experiences, contributes resources, likes and comments contributions of others, invites peers and adds own tasks that she plans to work on.
From time to time she checks her competency development.
When satisfied, she marks the activity as complete in the PLE.
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Process
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Sign in
Browse
Consent
Competencyprofile
Take theassessment
Review results
Next assessment
View gap analysis
Select proposedlearning
interventions
Evaluate LI
Monitor progress (e.g.
360)
Keep on developing
DEVELOP Application Variants
Assessment Suite▪ Basic / Plus▪ Individual / Group▪ Pro
Personal Learning Environment▪ Pre-filled Job Roles▪ Pre-filled Generic▪ Full system
Integratable Modules▪ Social Learning Tool▪ Social Network Analysis▪ Simulation Games
Get good / advanced insights about your individual / your employees'transversal competency profiles.
Assessments▪ Basic only / plus gamesHR access for group insights▪ No / YesCompetency taxonomy▪ Great Eight / Customer specific
Full DEVELOP functionality based on Assessment Suite Plus with competency profile, career goals, learning plan, privacy settings etc.
Competency taxonomy▪ Great Eight / Customer specificJob roles▪ Pre-filled examples only /
Customer can addLearning Interventions▪ None added / Customer can add
Integrate individual modules into your existing learning solution to better support assessment and development of transversal competencies. Examples:
Social Learning Tool▪ Integrate into your LMS to support
leadership training program.Social Network Analysis▪ Find out your employees’ Social
Capital.Simulation Games▪ Use in independent training mode
and / or connect to your LMS.
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DEVELOP Services and Delivery
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Support and Maintenance
SaaS Delivery On-premise Delivery
Configuration, Mapping and Customizing Services
Training and Interpretation Services
ProfessionalServices
Assessment Suite• Basic / Plus• Individual / Group• Pro
Personal Learning Environment• Pre-filled Job Roles• Pre-filled Generic• Full system
Integratable Modules• Social Learning Tool• Social Network Analysis• Simulation Games
Consulting Services
Plan strategy
Configuresystem
Run system
Additional on-demand Services
Use DEVELOP in your own organisation
Work to be done
Decide on implementation strategy and application variant
Identify your transversal competency taxonomy
Map to the Great Eight
Relate job roles to competencies
Relate competencies to learning interventions
Define user roles and HR access policy
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DEVELOP Projecthttp://develop-project.eu/contact
Dr. Alec W. SerlieDr. Uta Schwertel
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