towards maturity - improving the impact of learning technologies at work policing learning...
TRANSCRIPT
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Towards Maturity - Improving the Impact of learning
Technologies at work
Policing Learning Technologies Conference
2nd April 2008
Laura OvertonDirector, Towards Maturity Project
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Today’s Agenda
• Learning Technologies at work
• What might success look like?
• Growing in Maturity
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Hit or Miss
• What makes the difference?
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What are we talking about?
the use of any technology across the learning process, including skills
diagnostics, learning delivery, support, management, assessment, informal and
formal learning
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Learning Technologies
at Work
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What skills are delivered with e?
• IT and company specific skills are most likely to have an e-L component in the mix
• Few subjects taught by e-L alone (less than 3% of total responses)
0% 20% 40% 60% 80% 100%
Numeracy
Literacy
General IT skills
Foreign language
IT professional
Company specific
Industry specific
Sales and marketing
Office admin
Equality and diversity
Problem solving
Technical (non IT)
Communication
Customer handling/service
Health and Safety
Induction
Leadership and management
Teamworking
Offered with no e-learning component Offered with e-learning component
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Current and planned use of Learning Technologies
15%
23%
13%
20%
19%
22%
32%
33%
23%
32%
36%
38%
46%
45%
52%
63%
14%
6%
17%
12%
15%
15%
6%
6%
19%
17%
14%
13%
6%
15%
8%
17%
0% 20% 40% 60% 80% 100%
Video on demand
e-portfolios
Podcasting
Electronic Performance Support Systems
Blogs/wikis
Mobile learning
Rapid application development tools
Open source e-learning tools
Competency Management System
Moderated chat rooms/ discussion groups
Unmoderated chat rooms/discussion groups
Virtual classroom
Games/simulations/intray excercises
Content Management Systems
Video conferencing
Learning Management System (LMS)
Currently in use Planned within 3 yearsn=164
Significant growth areas:•Blogs/wikis & podcasting – massive growth expected – mainly in
mature organisations•Competency management (84% expected growth although still
minority ,only 40% of orgs•Moderated chat/discussion (54%)
Record keeping critical in next 3 years•82% agree organisations should have access to electronic plans
•76% agree all employees should have access to electronic records and plans
• 27% continued growth for LMS, 40% for CMS systems
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What online learning services are offered?
• Top 3 services are traditional e-learning offerings– Electronic learning materials – Online assessment– Online administration
• Followed by 3 informal learning – Access to relevant online
resources– Online access to company
expertise– Online collaboration between
learners
• Significant areas of growth in next 3 years:– increased expectation of
accountability• Online evaluation of business
impact (34% expected growth on current use)
– exploiting collaboration • E-tutor support to learners
( 28% growth)• Online collaboration between
learners • ( 24% growth)
– Competency Management• Needs and skills diagnostics ( 14% growth)
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How are learners learning outside of formal provision?
0% 20% 40% 60% 80% 100%
Participating in online communities(discussion groups)
Electronic help and job aids
Printed job aids
Industry publications
Books
Online reference
Conversations
Searching the web
Frequently used & very helpful Used and helpful Used Not usedn=736
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The rise and rise of informal learning
•Learner perspective– ‘60 % of what is learnt is from informal methods
• 40 % is from formal learning course irrespective of delivery methods
– 26% regularly share their knowledge with others– 58% would share, given the opportunity
• Organisations are waking up to this:– 79% agree that they will place greater emphasis on
supporting informal learning within the organisation
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What does success in the workplace look like?
And does this change with
maturity?
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Maturity – what do we mean?
The Novice ‘We know very little about e-learning’ 5%
The Sporadic user ‘Our use of e-learning is localised or sporadic (used in some departments or for some courses) ‘
21%
The Developing user
‘We are developing and coordinating our use of e-learning’ 35%
The Established user
‘e-learning is established across the company and is transforming the way we manage our learning and development’
17%
The Embedded user
‘e-learning is thoroughly embedded within the company – we have a learning culture which influences our everyday work ‘
5%
The Innovator ‘We are thought leaders and innovators in the way in which we are using e-learning – prepared to experiment in new areas and with new technologies’
17%
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Benefits of Maturity
E-learning maturity
Ben
efit
Business impact
Staff impact
Take up
Availability•Tangible business benefits
•Ability to respond to business
•Application of skills on the job
•Intangible benefits
•Staff motivation
•Increased interest in learning
•Extent of engagement with e-learning
•Individual
•Organisation
•Extent of access to learning opportunities
•Location & time
•Options
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Growing in Maturity
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The board agree to e-learning strategy aligned to business
24%
Training department
initiates most e-learning projects
44%Respond to
external suggestions
2%
Business projects demand e-learning
for specific initiatives
30%
n=225
Impact of Strategy on success
• Decision making– 1/3 of companies have a
board strategy
– Improved success• Increased impact on
business metrics• Increased financial
impact & cost savings• Improved business focus• More likely to
– Quickly implement– Have effective
application of skills
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What stakeholders influence success?
4%
20%
24%
26%
31%
39%
42%
49%
53%
0% 10% 20% 30% 40% 50% 60%
Head of Finance
Head of IT
Head of HR
Project sponsor in the business
Local e-learning champions
Board Executive
Line managers
Learners
Training department
• Key influencers of success:– Early stage adopters
• Training• Support functions
– Mature organisations • Learners
• Line Managers
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Impact when Top level management are learners
• 50% of respondents said that their directors used e-learningMore likely to use in mature organisation
0
2
4
6
8
Business impact Staff impact Uptake Senior manager
commitment
Availability
Directors using e-learning Directors not users
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What do mature organisations do differently?
E-learning maturity
Inp
uts
Change Management
•Promotion and marketing
•Piloting and briefing
•Communication of success
Empowerment
•Information available to learners
•Freedom to get learning they want
Managerial Support
•Appraisal
•Coaching
Training Function capability
•Skills of trainers
•Links with IT functions
•Willingness to change
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Skills of Trainers – building the blend
Use tools that help Interaction
• Eg wikis & blogs, virtual conferencing, moderated & un-moderated chat
Provide workplace support
• Eg Mentors, manager as coaches, appraisal
Support Learners on the job
• Job related assignments
• Electronic job aids• Reference Books• Printed job aids• Online reference• Followed by support in
person or via e-mail
Mature organisations are more likely to
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ChallengesChallenges
•Strategic behaviour change needed in a busy part time work force•No training staff on the ground•Country wide audience
• Traditional e-learning but with new twists
• Community exercises as part of learning
• Cascade approach to support• Community to support the supporters
SolutionSolution
Learning at the Frontline Lessons from the library sector
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Opening the Book
LA Co-ordinator
SupervisorSupervisor Supervisor
Trainee 3 becomes Supervisor
Trainee 2Trainee 1
Trainee 4 Trainee 5
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ChallengesChallenges •160,000 staff globally•Disparate processes for learning•500 competency sets make personal career mapping difficult•e-learning offerings provided too much choice & paralysed learners
• Review of all learning assets• Meaningful search• Branded and trusted content• Google, amazon and match.com in
one!
SolutionSolution
Connected learning Lessons from BAE systems
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E-learning ‘super foods’• Visibly demonstrate e-learning successes within the business
• Regularly communicate e-learning successes to managers
• Senior Management regularly demonstrate commitment
• Quickly implement new learning programmes
• Ensure change management is integral to deployment and planning
• Provide each new e-learning initiative with a specific identity and brand
• Help staff quickly put into practice what they learn from e-learning
• Implement new programmes quickly across the organisation
• Personalise the learning experience for each learner
• Clearly understand of what e-learning offering your internal IT systems can supportFrom Towards Maturity Jan 2007– factors that affect business impact, staff impact and take-up of e-learning
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Defining impact/Results required
Learner Context
Business Context
Ensuring engagement
Building Capability
Demonstrating Value
Aligning to
need
Delivering
Impact
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