taking e-learning to the streets
DESCRIPTION
Taking e-Learning to the Streets. Innovation in Human Resources. Public Sector Style. Presented by:. E. Renee Brandon - MA, MBA, SPHR Training Manager City of Columbus (Ohio) Department of Human Resources Citywide Training and Development Center of Excellence (CTDCE). What we will cover. - PowerPoint PPT PresentationTRANSCRIPT
Taking e-Learning to the StreetsInnovation in Human Resources
Presented by:E. Renee Brandon - MA, MBA, SPHRTraining ManagerCity of Columbus (Ohio)Department of Human ResourcesCitywide Training and Development
Center of Excellence (CTDCE)
What we will coverOrganizational BackgroundServing Internal and External CustomersThe ApplicationOur ApproachProject StatusLessons Learned & RecommendationsNext StepsQuestions and Answers
Who Are We?
Organizational Background
Who Are We?…The CityEight-county region 28 cities and villages with 4,000+ populationMetropolitan area spans 4,000 square miles1.75 million people in the regionAnnual growth of 1.1% Second-fastest major metropolitan statistical area (MSA) growth in the Midwest Driving Ohio’s population growth26 colleges and universities Home to 14 Fortune 1,000 headquarters
Who Are We?…Local Government
Vision: To be the best city in the nation in which to live, work, and raise a family.
MissionPrinciples of ProgressGoals
EducationPeak Performance
Dept. of HR MissionCTDCE’s MissionCTDCE’s VisionCTDCE’s ValuesCTDCE’s Goals
Who Are We?…CTDCEExecutive Order #03-01
Designates CTDCE as the initial and central point of contact for all training products and servicesBroker of training and schedules training activities for the CityService provider for the public
4 FTE (Manager/2 Coordinators/1 Office Assistant)HS and College Interns/AARP OTJ Trainees
City of Columbus Employees &The Enterprise Customer
Internal and External Customers
The EnterpriseGeneral PublicCentral Ohio population – Columbus is the 16th largest city in the United States754,885 residents. CTDCE Enterprise customers may include any of these residents over the age of 18Individuals interested in personal and professional developmentDirect relationship with the local WDE entity & Grant recipient
The Employees+/- 9,500 employees14 Departments143 Buildings (estimated)3 shiftsField and officeFrontline, management and elected/appointed officials
Let’s Be Innovative
The Application
The Problem3 Problems = 1 Solution (sort of!)
Internal Customer - EmployeeDoing more with an increasingly reduced workforceLimited time to attend offsite training
External Customer – The PublicWorkforce Development Needs - Preparation for job/career attainment or upward mobility
The SolutionE-Learning
Refresher CoursesCareer Development, Exploration and Preparation
The Solution continuedRefresher Training e-Learning Topics
Sexual Harassment AwarenessWorkplace Violence PreventionDiversityHealth/Wellness/SafetyEthicsEmployee Work Rules and Policies
To increase annual refresher, compliance, and mandatory training completion rates to >75% via the implementation and utilization of e-Learning.To reduce documented infractions by at least 5% due to increasedawareness
The Solution continuedCareer Exploration and Preparation e-Learning Topics
Career DevelopmentResume WritingInterviewing SkillsMoving from a Job to a CareerBuilding Your Business Acumen
To assist in the personal and professional development of unemployed learning participants to the extent of minimally increasing confidence (intangible -goal of 100% success rate) and at maximum obtaining gainful employment (tangible - goal of 30% to 50% success rate) due to increased awareness and the implementation and utilization of e-Learning.
Adult Learning Principles &e-Learning Best Practices
Our Approach
Adult Learning PrinciplesMalcolm Knowles – Andragogy Benjamin Bloom – Bloom’s TaxonomySivasailam Thiagarajan – Experiential Learning TheoryAlbert Bandura – Social Learning TheoryCarl Rogers - Experiential Learning TheoryJerome Bruner – Constructivist TheoryRobert Mager – Criterion Referenced InstructionRobert Gagne - Conditions of Learning
e-Learning Best PracticesMeaningful skillsKeep Lean and LightEmotional EngagementConnected ConceptsElaborated ExamplesPragmatic PracticeRefined Reflection
Clark N. Quinn, Ph.D.
e-Learning Best PracticesIdentify e-Learning needs in the broadest possible sense, including tracking, analytics, collaboration, and other important organizational constructs.Define what AICC or SCORM compliance means for your organization.Institute a formal process for collecting and documenting needs. Select learning that’s appropriate for delivery by e-Learning. Align e-Learning initiatives with current business issues. Use business metrics to help evaluate and validate e-Learning priorities.Involve the many stakeholders and internal constituencies to achieve buy-in.
e-Learning Best PracticesView platform decisions as long-term investments understanding the TOC (total cost of ownership). Emphasize the value-add elements of the platform to drive acceptance. Start with the minimum standard appropriate for the situation and work upwards based on requirements. Practice a bandwidth stingy; no plug-in approach unless the parameters of the initiative call for otherwise. In line with a no-plug-in philosophy, consider easier-to-use authoring tools that do not require a lot of programming knowledge and support rapid content development.
e-Learning Best PracticesActively lead and manage the process. Practice strong process management techniques and document along the way. Partner with internal and external vendors. Develop a suitable skills base for e-Learning.Define a set of company standards regarding the look and feel of screen displays. Use a disciplined planning approach to design that includes paper prototyping, outlines and storyboards. Consequential interactions should happen within the “5 minute 3 screen” rule. Program developers should work in teams, never alone. Perform extensive user testing.
ADDIE – Analysis - F2F The e-learning course curriculum has been designed following the A.D.D.I.E. instructional design methodology ensuring that each course has experienced due diligence in the following categories:
AnalysisDesignDevelopImplement and Evaluate
Are We There Yet?
Project Status
Status of ProjectIn Pilot Phase of projectStarting with HR Professionals and Executive leadershipWaiting for internal technology team to update LMS
Ooops!...Uh Oh!...I Didn’t Know
Lessons Learned and Recommendations
Ooops!Software is a little “BUGGY” = some REWORK“I thought I saved it”Spent too much time in the Analysis Phase (F2F)
Uh-Oh!Loss of 1 FTEEstablished service provider contacts changed unexpectedlySlow response time - internal & external technical support Unplanned competing priorities/non-value addsMetamorphosis of SME buy-inUpgrade of LMS
I Didn’t KnowThe magnitude of the e-learning software capabilitiesAvailable resources
The WinsRenewed ENERGY because of this Grant OpportunityGreen initiativeShortened training timeIncreased transfer of learningMore learner accountabilityIncreased ROIIncreased visibility of CTDCEVision attainmentConsistency of topic deliveryImproved record keepingREACH more learners
What’s Left and What’s Next?
Next Steps
What’s Left?Launch via LMSEvaluation , Metrics and ROIWhite Papers and Best Practices – Internal/External
What’s Next?Training Needs Assessment (internal/external)Identification of future e-Learning for internal and externalPartnering with external government agencies, universities, and non-profits
What Questions Do You Have?
Questions and Answers
Questions….Answers