the mechanics - moocs for employee learning – online forum
DESCRIPTION
In the second online discussion we look at the”how” of using MOOCs (Massively Online Open Courses) and its variants for employee learning. An experienced panel talks about the logistics of deploying MOOCs in the organisational context. How to Build a Business Case for MOOCs for Employee Learning – Jeevan Joshi Case Study of Using MOOCS at Jardine Lloyd Thompson – Sunder Ramachandran Disrupting Workplace Learning ? – Dr Geoff Sharrock Panel discussion moderated by Michelle Ockers Our first online discussion on MOOCs for Employee Learning – Practitioners View was attended by 68 Learning & Development professionals and covered the “why”.TRANSCRIPT
Learning Café Online Trends Forum
1
7 November 2013, Thursday, 12 – 1 pm AEST https://www1.gotomeeting.com/register/419751728
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Looking back at
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Stream Leads •Michael Eichler – IAG
•Nicola Atkinson – Ashurst
•Rob Wilkins – Aussie Home Loans
•Bob Spence – Effective Learning
+ 15 other seasoned L&D
professionals facilitate sessions.
Agenda
• About MOOCs@Work at Work & Learning Cafe • Jeevan Joshi - Learning Café 4 mins
• Building a Business Case & Scenario Exercise • Jeevan Joshi - Learning Café & Sian Hartnett 5 + 8 mins
• Using MOOCS at Jardine Lloyd Thompson • Sunder Ramachandran - Senior Training Manager, JLT Group 13 mins
• Disrupting Workplace Learning ? • Dr Geoff Sharrock - Program Director, LH Martin Institute 13 mins
• Discussion – MOOCs at Work • Led by Michelle Ockers, National Supply Chain Tech Capability Mgr –
Coca Cola Amatil 17 mins
• Dr. Preetha Ram - Cofounder of OpenStudy.com
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Your survey responses
5
Sample size 105, No responses are shown as “-”
37%
30%
ABOUT
MOOCS@WORK
Jeevan Joshi
Learning Cafe
Working Group
• Anish Lalchandani- Standard Chartered Bank
• Chris Bessell-Browne – Qantas College
• Colleen Lai-– McGrathNicol
• Craig Bingham-Royal Australasian College of Physicians
• David Le Page-Director- 3timesP Pty Ltd
• Jasmine Malki- Holding Redlich
• Jeevan Joshi – Learning Café
• Jenni Reid– Suncorp
• John Forrest – Allestis & Extreme Impacts
• Kirsty Smith – Qantas
• Lee Kirby – The Australian Red Cross Blood Service
• Lisa Henderson – QBE
• Michelle Ockers- Coca-Cola Amatil
• Nicola Atkinson – Ashurst
• Ryan Tracey - AMP
• Scott Raymond- L&H Group
• Sian Hartnett – KPMG ASPAC
• Siobhan Singh- The Australian Red Cross Blood Service
• Sunder Ramachandran- Jardine Lloyd Thompson
• Susan Naylor- The Australian Red Cross Blood Service
• Darin Fox – Optus
• Cathy Callaghan – Telstra
• Angela Hales - MYOB
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• Tim Drinkall-GM – Enterprise Training – NBNCo
• Peter Hall- Head of L&D – Australia and Asia Pacific –
QBE Insurance
• Michael Eichler-Head of Leadership Development &
Learning (Direct Insurance)- IAG
• Julie Catanach-Executive Manager Learning,
Organisational Design and Development – Suncorp
Advisory Group
MOOCs (Massively Open
Online Courses) and its variants
can be a mainstream employee
learning option. It offers cost
effective learning with the
benefits far outweighing the
challenges. L&D/HR need to be
proactive in exploring and
including MOOCs in learning
strategies.
The Call
MOOCs@Work (www.moocsatwork.com)
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Discovery
• Formation of Working Group
• Undertake MOOC
Conceptualisation
• Develop framework
• Collect data on experiences – Impact Challenges
• Think about each aspect of framework i.e. evaluation
• Working Group session.
• MOOCS Roadmap for L&D
Dissemination
• Webinar to on progress
• Plan to develop a MOOC
• Develop white paper & blogs
• Release at UnConference.
• Release collateral on web site
• Develop a MOOC or SPOC.
Oct
Nov &
Dec
Feb
Jun
Jul
Aug
Sep
Oct
Oct
Nov
Mar
Later
www.moocsatwork.com
Framework MOOCS Map
BUILDING THE MOOC
BUSINESS CASE
Some considerations for L&D Professionals…
Case Study
Leadership Course 2 day workshop
Average Cost $2,700 *
Participants 30
Total Cost $81,000
*ASTD Estimates
Replace 10% of content with sections of
Inspiring Leadership through Emotional Intelligence (Coursera)
Costs $0
Savings $270
Participants 30
Total Savings $8,100
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Yes?
Do you really need one?
Can you adopt without
a business case?
Some key questions to ask
Structure
• Current / upcoming organisational focus
• Do employees have the capabilities to turn MOOC learning into value for the organisation?
• Do employees have the time, space, tools, etc. to engage with the MOOC “way of learning”?
• Infrastructure and access to required technology?
Process
• Does the organisation have defined job roles?
• Do employees acknowledge impact of “external forces” on the organisation that might require a focus on learning / skill development?
• What processes (and the related costs!) will be required to integrate MOOCs into the existing training offered?
• Who “owns” the training function – do you have the power to change the current approach?
• How will MOOCs be integrated into existing processes e.g. performance reviews, KPIs?
Culture
• Do the business “stakeholders” have the authority to request the integration of MOOCs?
• How will MOOCs be integrated into existing processes e.g. performance reviews, KPIs?
• Possible barriers e.g. political?
• Are employees / leaders encouraged to leave their “comfort zones”?
• Who “enjoys promotions”?
Possible business case “buckets”
Creating a continuous learning
culture
Creating a new direction / facet for
performance management
Improving options for talent
management for individuals / teams
Improving bench strength
Developing a wider global mindset
Driving talent mobility
Increasing offering within a recruitment
model – “unique people strategies”
Providing wider options for employee
engagement
...
SCENARIO
Sian Hartnett
Scenario - The MOOC Evangelist
• Lauren, the head of a business unit,
is a recent enthusiast for MOOCs
having completed one on
construction engineering.
• She recently sent an email out to all
of the members of her business unit
encouraging them to use MOOCs
as an alternative to in house training
programs currently offered by the
organisation.
• How will you respond?
• Use the chat box
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Distinctive. Choice.
Integrating MOOCs
@
Jardine Lloyd Thompson India
Sunder Ramachandran
Senior Training Manager
Shareholder
About Jardine Lloyd Thompson (JLT Group)
Businesses
Risk assessed and helped Insure the London Olympic games
One of the largest Insurance / Re-insurance brokers / Employee
Benefits consultants in the world
Global shared service center in Mumbai, India with close to 1000
employees
Our primary shareholder - Jardine Matheson backs us with the
strength of its USD 65Bn balance sheet
Achievement
Strength
How did it all start?
Social learning happens inspite
of L&D & not because of L&D
Group of employees enrolled
en masse in a MOOC on Public
Speaking via Coursera
We blended the MOOC with
an offline cohort which made
the Learning interaction rich
It’s no longer about just content
& context. Conversation keeps
the learning alive
Employees watching MOOC videos on Public Speaking
Post video discussion session
Role of the Enterprise Social Network
(ESN) in MOOC integration
Knowledge & skills are
perishable. Use it or you will
lose it
L&D curates courses &
conversations. Manages
communities within the
enterprise network
Enterprise Social network as a
recommendation engine
(Crowd-sourced
recommendations)
Embed in workplace culture
MOOCs added to continuing
education policy & Signature
tracks endorsed
Established an online learning
lab to facilitate open access
Learning agility rewarded in
R&R forums
CEO as spokesperson
Felicitation of employees who have achieved the MOOCs
statement of accomplishment
THANK YOU
http://www.hrmasia.com/resources/training-development/embedding-moocs-in-workplace-learning/180185/
Learn More
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MOOCs for Employee Learning: blended learning issues and options
Dr Geoff Sharrock
7 November 2013
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Using MOOCs for workplace learner engagement
Background: MOOC features
Usually free, often on-demand courses
of study with world-class content,
taught by leading scholars.
Highly scalable pedagogy, allowing
thousands to enrol and self-study.
Certification of successful completion.
Potentially “disruptive” for degree
program providers…
(campus-based universities with a
high cost base but low brand power).
But not for L&D where design for
context is key. Instead, we’ll see
“50 shades of blended learning”.
How adaptable to workplace L&D?
MOOC audience is a student, not a worker
- bias for theory, not practice.
MOOCs attract random student cohorts.
Most drop out – low pressure to complete.
MOOCs usually lack industry context.
MOOCs always lack company context.
…challenges for L&D:
• Curating content to fit company context
• Creating company peer cohorts
• Supporting worker engagement in self-study
• Putting learning into use
• Formalising recognition of learning.
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Using MOOCs (or other online resources) for workplace learning
Example: a blended program
using curated online resources
Client context: a research company
with 300 staff mostly in Melbourne, Australia.
Project: design and deliver a blended in-house
development program for emerging leaders.
Tasks:
curate online material
design workshops, webinars & discussion boards
to blend face-to-face with online self-study
over a 3 to 4 month period.
Client brief:
Optimise staff use of existing online
resources (non-MOOC)
Curate material to fit the company’s
Leadership Capability framework
Limit time participants have to spend
off-line, during work hours
Include a work-related project with a
senior sponsor
Fit within the L&D budget.
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Evaluation:
Live group survey data,
discussed with participants
in final group session
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Ways of improving workplace learner engagement
using MOOCs or other generic online resources
Employer support for in-house
self-study
Create / update a list of MOOCs seen as
relevant to work and careers.
Organise peer learning groups who can
enrol in these MOOCs together.
Enable staff to rate MOOCs for quality
and relevance to their work
Recognise (selected) MOOC certification
on staff profiles
Subsidise signature track learning in
(selected) MOOCs.
Formal in-house programs using
MOOCs
Design programs that blend MOOC learning
with work-specific seminars/training.
Curate as SPOCs: small private online courses.
Set a shared time and place (or webinar) for
each group to meet and study this week’s topic.
Plan a work project with a senior sponsor to
apply group learning from the MOOCs studied
…and showcase results.
PANEL DISCUSSION
Your comments, questions and
opinions are welcome via the
chat box.
HOW DO YOU IDENTIFY SUITABLE
MOOCS TO MEET YOUR
EMPLOYEE’S LEARNING NEEDS ?
33
WHAT ARE SOME THE
UNANTICIPATED CHALLENGES &
BENEFITS OF USING MOOCS FOR
WORKPLACE LEARNING?
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Think about these scenarios.
• Scenario - Intellectual Property
• After extensive research and quality
assurance, you have made a free MOOC
on Project Management available to
employees.
• It has been received well and many
employees have commenced the MOOC.
• Today you received an email from someone
claiming to be the copyright owner for most
of the course content. The course creator
denies the allegations but the matter is
being pursued by the parties through the
courts.
• What would you do ?
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HOW DO L&D MONITOR AND
TRACK LEARNING DONE
THROUGH MOOCS ?
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WHAT ARE THE SKILL REQUIRED
IN L&D TO DESIGN AND
PRODUCE MOOCS
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