e-LEARNING

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e-LEARNING

• Joel Mangilit

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SOURCE

• E-Learning by Marc J. Rosenberg
• - Strategies for Delivering Knowledge in the
  Workplace.

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BUSINESS NEEDS

• Rapidly Changing Information
• Businesses need to get information to a large
  number of employees in a timely manner.
• Cost of Skilled Workforce
• Reduce the cost of creating a workforce that
  works faster and better than the competition.

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QUOTES

• The next big killer application for the
  Internet is going to be education.
• - John Chambers, CEO of Cisco
• The illiterate of the 21st century will not
  be those who cannot read and write, but those who
  cannot learn, unlearn, and relearn.
• - Alvin Toffler

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QUOTES

• The only thing that gives an organization a
  competitive edgeis what it knows, how it uses
  what it knows, and how fast it can know something
  new.
• - Laurence Prusak, IBM
• I dont understand the technology. But you
  dont have to. You have to understand what it can
  do for you.
• - Rupert Murdoch

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BENEFITS

• Lowers Costs
• Travel expenses, reduced training time,
  classroom/instructor infrastructure.
• Enhances Business Responsiveness
• Reach unlimited number of people virtually
  simultaneously.
• Messages are Consistent or Customized
• Same content, same presentation for everyone.

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BENEFITS

• More Timely and Dependable Content
• Web based allows instant updates. Information is
  more accurate.
• 24/7 Learning
• Access to learning anytime, anywhere.
• Global learning.

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COMPONENTS

• Online Training
• Instructional
• Knowledge Management
• Information

Online Training
Knowledge Management
Classroom Learning


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KNOWLEDGE MANAGEMENT

• What it Is
• Supports the creation, archiving, and sharing of
• information, insights, and expertise
• within communities of people and organizations
• with similar interests and needs.
• What it Is Not
• Collecting every piece of information available
  and putting it on the Web.

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THE PYRAMID

• Document Management (Base)
• Documents stored online.
• Access and retrieval of online documents.
• Creating, Sharing, and Managing Information
  (Middle)
• People contribute information to the system.
• Capturing and distributing expert stories.
• Collaboration and communication.
• Real time information management.

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THE PYRAMID

• Enterprise Intelligence (Top)
• Actual operation of the business depends on the
  expertise embedded in the system.
• Organizational know-how.
• Performance Support

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PERFORMANCE SUPPORT

• Tools that Enable People to be More Productive
  with Less Effort.
• External Support
• Documentation
• Help Desks
• Users stop their work in order to get the support
  needed.
• Extrinsic Support
• Wizards
• Cue cards
• Templates
• Users need not necessarily stop work, but require
  users to decide how to use the support features.

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PERFORMANCE SUPPORT

• Intrinsic Support
• Ability of the system to anticipate and adapt to
  the needs of users.
• Microsoft 2000
• Help resources and toolbars display depending on
  frequency of use.
• Expert systems and artificial intelligence.
• The promise of systems learning the needs of
  the users at any particular moment and providing
  it without the users even being aware it is
  happening.

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LEARNING ARCHITECTURE
Case Study ATT Global Services
Define Competencies
Identify Competencies Sales
Learning Plan for each Competency
Performance Support Element
Aggregate Assessment Scores
Results linked to specific Learning Plans
Competency Assessment Database
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LEARNING ARCHITECTURE

• Define Competencies (Sales Executives)
• 56 competencies were identified but no one was
  sure which contributed to the success of the
  business.
• Examples Project management, selling skills.
• All sales exec. were tested across the
  competencies and scores were compared with sales
  performance.
• Identify Competencies
• Only 6 were statistically correlated with
  performance.
• Rest of competencies were de-emphasized.
• Learning Plan for Each Competency

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LEARNING ARCHITECTURE

• Performance Support Element
• Web based competency tool.
• Allowed individuals to easily and quickly
  participate in the assessment.
• Assessment Knowledge testing, self-assessment,
  and manager assessment.
• Allowed management to get hard information on
  compliance and workforce competence.
• Assessment Scores were Aggregated
• Sales centers were ranked from most to least
  competent.
• Ranking were shared with sales center leaders.

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LEARNING ARCHITECTURE

• Individual Assessments were Electronically
  Linked to Specific Learning Plans
• Learning plans were online training and some
  independent study and a few classroom components.
• Competency Assessment Database
• Aggregate scores and analyze whether employees
  improved from year to year.

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LEARNING ARCHITECTURE

• ATT Global Services
• Created and Deployed a Learning Architecture
• Online training knowledge management
  performance support classroom training
  comprehensive competency assessment process.
• End Result
• Lower costs.
• Improved performance.

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TECHNOLOGY REQUIREMENTS

• Access to the Web
• Fast and reliable Internet access.
• Dial up Content must be text based.
• Broadband Content with more features
  (multimedia).
• Platform
• Building upon the corporate platform.
• Use of existing technology infrastructure.

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ADVANTAGES

• Convenience
• - Learn at your own pace.
• - Accessible from a web browser.
• Digitally Recorded
• - Good online discussions are stored on hard
  disks.
• - Easier to track participative students.
• Powerful Teaching Tool
• - Professors can track each students
  performance.
• - Teaching is not limited to 3 hrs per week.

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DISADVANTAGES

• Disorienting
• Online discussion groups with a magnitude of
  topics can be confusing.
• No instant gratification. You post a question
  now, the answer may come later (when the
  professor is online).
• Technical Problems
• Servers are down.
• Internet access speeds are too slow.