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eLearning in the 21 st Century November 2012 Presented by Irwin van Stavel LRMG Senior Partner

eLearning in the 21 st Century November 2012 Presented by Irwin van Stavel LRMG Senior Partner. Why the need to change….

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eLearning in the 21 st Century November 2012 Presented by Irwin van Stavel LRMG Senior Partner

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  1. eLearning in the 21st Century November 2012 Presented by Irwin van Stavel LRMG Senior Partner

  2. Why the need to change…. “The modern training department does more than train... The focus has shifted from training to performance.  The emphasis has shifted toward facilitating those performances that will better accomplish goals that are of value to the organization."  Dr. Robert F. Mager "

  3. Technology trends for generations

  4. Fundamental shifts in technology…

  5. Skills and competencies for the 21st Century learner (2001) good communications skills (reading, writing, speaking, listening) ability to learn independently social skills (ethics, positive attitude, responsibility) teamwork skills, collaborative learning, networking ability to adapt to changing circumstances thinking skills (problem-solving; critical, logical, numerical skills) knowledge navigation entrepreneurship (taking initiative, seeing opportunities) digital literacy

  6. What’s the need?

  7. The new way adults learn 10% Training, Reading, Course work 20% Feedback, Coaching, and Learning from others 70% Job Rotations, project teams and challenging work assignments Link to Charles Jennings video

  8. International blended learning trends 2012 Organizations are scaling their reach and improving economies by leveraging technology. Total online accounts for one-third of all training hours.

  9. Learning in ‘bits & bites’… How do people in your organisation PULL learning today?

  10. So what does this all mean for Corporate Learning & Development?

  11. Step 1: Start with your L&D Strategy…

  12. Step 2: Revisit your curriculums….

  13. Step 3: Rethink your blended learning…. Modular Blended Experience Target Audiences Generic Business Themes Outputs Self Assessment Leading Change Executives Online/Video Learning (1hr) Leading People Certificate Of Competence Senior Managers Power Session (2hrs) Results Driven Workplace Assignment Mid-Managers Business Acumen Management Workplace Tools Workplace Coaching (1hr) New Managers Managing Diversity Post-Assessment General Staff

  14. Step 4: Understand the myths about eLearning 1. Everyone understands what e-learning is. Without agreed-on definitions and a common framework for thinking and talking about e-learning, confusion reigns. 2. E-learning is easy. Building and deploying great elearning takes real effort, discipline and experience in fields such as instructional design, information design, communications, psychology, project management and psychometrics. 3. E-learning technology equals e-learning strategy. You can’t select the right learning management system, authoring tool or any other part of your e-learning infrastructure before you have a comprehensive learning strategy that positions the technology appropriately. 4. Success is getting e-learning to work. True success for e-learning is in how well it strengthens performance and the business. 5. E-learning will eliminate the classroom. Classroom-based training continues to have an important role, albeit a somewhat changed one. 6. Only certain content can be taught online. With the right instructional design, almost any type of knowledge or skill can be developed and delivered online. 7. E-learning’s value proposition is based on lowering the cost of training delivery. E-learning’s real economic value is in the money it saves its clients by shortening the time it takes to improve worker skills. 8. If you build it, they will come. Getting people to use and accept e-learning will take work and time. 9. The learners are the ones who really count. A focus on learners to the exclusion of other factors reflects traditional training organization thinking at a time when the training function must be much more integrated into the business mainstream. Source: Beyond E-Learning by Marc Rosenberg

  15. Stage 5 Stage 4 Optimize Enterprise-wide eLearning Stage 3 Systematic IntegrateeLearning Strategic AligneLearning Stage 2 Target ManageeLearning Stage 1 Break Through Supplement InitiateeLearning Step 5: Set you growth LGM targetsA Model for Establishing a Vision • A 5-stage framework that maps the path to learning maturity for an organization and its programs • Creates a blueprint focused on the alignment of learning to talent needs and obtaining the critical objectives for each stage • Provides sound strategies that increase the overall performance of learners and teams and accelerate business results Where would your organization like to be in 1 to 3 Years?

  16. Step 6: ?? Select a great Partner to help you implement your strategy…

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