Resource card (esn, moocs, mobile & micro learning, social on boarding)

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Information about Resource card (esn, moocs, mobile & micro learning, social on boarding)

Published on March 11, 2014

Author: sundertrg



Resource cards, L&D League, March 11th 2014, Mumbai

RESOURCE CARD Enterprise Social Networks (ESN) for Learning Premise of the practice  Community based learning  Learning that’s conversational & social (The 20 of the 70:20:10)  Promotes peer to peer sharing & collaboration  Community curates content & establishes shared meaning  Learners & line managers have skin in the game  Learning gets embedded in the workflow  Social as focus & content later  Encourages employees’ to work & learn loud Potential Roadblocks  Don’t have an Enterprise Social Network  Low Adoption rates  Lack of participation  Seen as a distraction  Lack of a champion- Who owns the adoption of ESN?  Lack of community managers  Lack of a Social Culture – Nobody shares  Meaningful conversations + Meaningful people are Missing Implementation Ideas  Virtual Learning Communities focused on domains / behaviours / themes  Try corporate ESNs like Chatter, Yammer, Jive, Socialcast  Free social communities like  Build using open-source platforms like  Let L&D / HR champion ESN adoption & build use cases  Incorporate ESN as part of pre, in & post workshop activities  Share resources, links, files, polls, videos etc.  Encourage employees to work & learn loud Make It Your Own Where can you use it within your Org?  --------------------------------------------------------------------------------  --------------------------------------------------------------------------------

RESOURCE CARD Micro Learning (Small learning Units / Short term learning activities) Premise of the practice  Learning delivered in small chunks works better  Learning not limited to resources within the organisation  Enthusiastic learners trump trainers / teachers  Encourage employees to build their personal learning networks  Anytime, anywhere via Mobile  Fast paced & fun way of consuming information & sharing ideas Potential Roadblocks  Open access issues & compliance  Lack of a social media policy  Org culture is not ready  Focus is on tracking. Anything that cannot be tracked does not get ‘buy-in’.  My learners are not ready & managers don’t see value Implementation Ideas  Daily tips / instructions  Daily article to read e.g. a blog post or PDF  Daily podcast or video  Quiz, polls & open ended surveys  Run tweet chat like events on your Enterprise Social network for brainstorming, idea generation etc.  Managers can participate in external tweet chat events like Make It Your Own Where can you use it within your Org?  --------------------------------------------------------------------------------  --------------------------------------------------------------------------------

RESOURCE CARD MOOCs & Online Marketplaces for Learning Premise of the practice  The Build Vs. Buy proposition of content  Access to word class content  Context & conversation trumps content  Empower employees to stay accountable to their learning needs  Introduce the Flipped Model of Learning within the organisation  Social first & content later Potential Roadblocks  Open access for employees due to compliance issues  Finding MOOCs that link to the competency charter  Drop-out rates are high in MOOCs  How do you track completion rates?  L&D team not up-skilled to manage this form of learning  MOOCs in their current avatar are not ready to replace traditional courses  Learners in my organisation are not ready for this Implementation Ideas  Add MOOCs to the continuing education policy  R&R for employees completing MOOCs on signature tracks  Crowd-source recommendations on the enterprise social network  Track MOOC aggregators ( etc)  Provide employees’ access to learning marketplaces like  Blend MOOCs within learning tracks / journeys  Blend MOOCs with some off line interaction & Push MOOC notifications via LMS  MOOCs can make the 10% of the 70:20:10 meaty Make It Your Own Where can you use it within your Org?  --------------------------------------------------------------------------------  --------------------------------------------------------------------------------

RESOURCE CARD Social Induction + On-boarding Premise of the practice  On-boarding is inherently a social process  Questions to ask – How effective are your current on-boarding activities? What does your on-boarding look like? Is it time for a rethink?  Enables employees to feel engaged & build relationships  On-boarding goes beyond watching just some PPTs around the organisation’s history & portfolio of products / services  By helping people socialise in the org, navigate the landscape, and providing them the tools to do so, you are providing them skills that will enable them to feel confident about working with anyone in the organization Potential Roadblocks  Org is set in existing ways of on-boarding & don’t see benefits of change  Don’t have anyone on the team with the skills to community manage.  Don’t have an in-house platform that can host this virtual new hire community  Way too much onboarding content for this to work Implementation Ideas  Create an online orientation group on the enterprise social network  Use Video to introduce leadership  Create engaging learning content  New hire group should also serve as a central repository for new hire information  Organise tweet-chat like sessions within the new hire group. Invite leaders to participate  Use gamification platforms like to make assessments fun & social  Measure the time to competency to get an ROI Make It Your Own Where can you use it within your Org?  --------------------------------------------------------------------------------  --------------------------------------------------------------------------------

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