Knowledge Management by On-line Learning Communities

1. Knowledge Management by On-line Learning Communities Workplace Learners as Workplace Facilitators Celestica Confidential

2. Presentation Abstract In organizations for which knowledge management means survival, asynchronous networks with higher education partners can promote collaborative learning through distance education, e-mentoring, and virtual communities of practice. Knowing how to develop these networks opens doors to significant opportunities (financial and otherwise) to all. Celestica Confidential

3. Presentation Abstract (cont’d) Celestica’s new educational program features a hybrid curriculum with multiple academic partners, as well as, a hybrid learning environment of “campus” events and online learning. Employees will be online learners and learning facilitators for their peers simultaneously. Celestica Confidential

4. Celestica, Inc. Electronic Services Manufacturing Headquarters: Toronto, Ontario, Canada Employees/Locations: 35,000 in 17 Countries Major Clients: IBM, HP, Motorola, Egenera Source of Program Funding: Dept. of Labor Grant Celestica Confidential

5. Presented by: Burgess Smith Stone Country Educators & John Ford Celestica, Inc. Celestica Confidential

6. How did we get here? Two grad students with a combined 44 years of experience in developing corporate & academic partnerships arrived at the same question at the same time: How do we establish effective, online learning communities for the geographically dispersed organizations that actively manage their knowledge? Celestica Confidential

7. Why is This Important Celestica Confidential

8. Effective knowledge management, in global organizations, will REQUIRE asynchronous learning networks to facilitate the mutual learning of employees and customers. The hallmark of effective knowledge management is not the organization’s database, but its learning culture. Celestica Confidential

9. Knowledge Management Organizations Rely on every employee to: Create knowledge Communicate it throughout the organization Retain it and make it accessible to all Apply knowledge through decision making processes Constantly improve efficiencies Develop and refine best practices Repeat consistently Everywhere! Celestica Confidential

10. What opportunities make this critical? Globalization of Company & Industry Constant Economic & Technological Change New Educational Requirements Industry Standardization Requirements Employee Development/Morale Celestica Confidential

11. Academic Partners Have embraced the concepts of learning objectives tied directly to concrete results Have clear commitments to the concepts supporting effective adult learning Have the capacity to partner with multiple business and academic partners to achieve best practices Celestica Confidential

12. Business Partners Realize that academic institutions are capable of delivering consistent, high-quality education to geographically dispersed operations and populations Prepare and support the employee forthe learning experience Embrace the value of non-technical, seminar-based, general education programs Celestica Confidential

13. The Learners Embrace distance learning delivery tools Understand their responsibility to share knowledge Demonstrate ability to establish learning objectives Be self-directed and motivated as a learner and facilitator Understand and work with diverse audiences Consistently communicate with other partners Celestica Confidential

14. How We Answered the Question Celestica Confidential

15. Emerging Forms of Asynchronous Learning Networks Distance Education – self-direction, balanced with prescribed learning objectives for basic knowledge development E-Mentoring – collaboration with mentors to reach learner’s chosen objectives for career development VCOP – Virtual Communities of Practice – collaboration of professionals, with common domains of interest, to create applied knowledge Celestica Confidential

16. Who are the Partners College for Lifelong Learning – University System of NH Rochester Institute of Technology – Rochester, NY Stone Country Educators – Brownfield, ME Celestica, Inc. – Toronto, Ontario, Canada Celestica Confidential

17. Desired Program Components Distance Learning Courses “Campus” Based Events Development of Community Shared Best Practices Facilitated Learning in Peer Groups Celestica Confidential

18. Needs Assessment Inventory The success of this program, long term, dependson the employee’s abilities to functionin multiple roles: Learner, instructor, subject matter expert,mentor, team facilitator, etc. Fourteen competencies have been identified tosupport these critical roles. Celestica Confidential

19. The Competencies Technology Use of a desktop computer system Fundamental, text communication via the Internet Acquiring/transmitting information via the Internet Online research Group communication technologies Informed selection of instructional technologies Celestica Confidential

20. The Competencies Planning and Design Establishment of learning objectives Understanding of the adult learning process Design of effective online instruction Design of effective online assessments Celestica Confidential

21. The Competencies Learning Facilitation Facilitation of self-direction and problem solving Generation of communal attitude & group participation Facilitation of effective discussions Facilitation of productive, group learning outcomes Celestica Confidential

22. Competency Indicators Each competency is defined by 3 – 8 indicators with afive point scale to record capability Facilitation of Self-direction and Problem Solving • Modeling of self-direction through personal example • Promotion of critical, high-level thinking and analysis • Encouragement of independent exploration and inquiry • Encouragement of reflection on one’s learning • Challenging questions and problems with indefinite solutions • Encouragement of thoughtful, learner-generated questions • Mentoring relationships that build confidence and motivation • Familiarity with successful, mentoring relationships Celestica Confidential

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27. What’s Next For the Employee BS/EE or BS/ME Technology Discipline BA Degrees Technical Certificate Programs New roles & responsibilities For the Company Highly skilled and educated employees Motivated employees VCOP’s in multiple disciplines Shared best practices Educated mentors/facilitators supporting customers Celestica Confidential

28. Summary Celestica Confidential

29. In today’s global environment, effective knowledge management is the key to success. Organizations must have processes for educating and training employees without disrupting business. Technology has made distance learning efficient. Higher education ensures the quality of the content. Learners make the education pay off. Celestica Confidential

30. The Assessment Web Site http://stonecountryed.com/assess.htm Assessments are available for: Academic Learners Academic Facilitators Courseware Quality Master versions of each assessment allow users toweight the importance of all indicators and courseware quality standards. Celestica Confidential

31. The R & D Project Online learning communities are assuming more specialized forms, including: Distance education programs; Mentoring groups; Virtual communities of practice (VCOP) Stone Country Educators R&D will focus on Academic/Corporate partnerships Institutional readiness to host and participate Participant skills and competencies Orientations Learning resources Celestica Confidential

32. Contact Information Stone Country Educators Burgess Smith 6 Sunset Lane Brownfield, ME 04010 stonect@direcway.com 207-935-9177 Celestica, Inc. John Ford 209 Laurelwood Dr. Hopedale, MA 01747 jford@celestica.com (508) 634-6976 Celestica Confidential