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20 November 2009Blended Learning CongressElNet

Supporting blended learningModels, designs and strategies

Clint SmithDirectorLearnWorksLearnWorks

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Designing e-learning flexiblelearning.net.au/designing

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Self-paced e-learning (e-training)

• self-paced, individual, self-assessing

• LMS

• little or no collaboration or facilitation

• off-shelf or customised courseware

Intranet-based training for workforce development

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Blended e-learning

• facilitated group learning, on and offline

• choice/mix of LMS, ICT, workplace, f2f• extensive collaboration,

“online community”

flexible delivery to enrolled or workplace clients

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Sample coursefacilitated online e-learning

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Designing blended learningLearning Management System

Communication tools for collaboration

Workplace project

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Designing a blended learning coursecontent

(information)

activity(exercise)

support(facilitator)

assessment(test)

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Designing a blended learning courseLMS discussion forums

emails

SMS reminder

phone conference

podcasting

Web conference

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How do you get learning to work?Meta-analysis of research assessing value of training

Wilson Learning ILDP Forum, Sydney 2008

Learner readiness

Organisational characteristics

Assess Prepare Learn System

Mea

sure

impa

ct

Alig

n or

g ob

ject

ives

Michael Leimbach

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Strategies to develop learner readiness– % improvement in outcomes

•motivate to use 10–49%•motivate to learn 8–42%•link to career 5–57%•build self-efficacy (belief in ability) 5–25%

Getting learning to work

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Strategies in design of the delivery- % improvement in outcomes

•realistic practice 10–22%•goal setting 7–18%•reviewing (tips, reminders) 10–12%

Getting learning to work

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Organisational characteristics- % improvement in outcomes

• manager support 10–67%• clear job relevance 8–37%• work/learning culture 5–20%

Getting learning to work

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Three stages of support Industry Integration Project

before

during

after

stage

recruit

support

apply

purpose

UPTAKE

COMPLETION

IMPACT

result, measure

transfer of learning

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Supporting e-learners in workplacesIndustry Integration of E-learning project Feb 2009

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Blended e-learning 2.0Individual case by case solutions: range of tools to fit the purpose, combining types, building the repertoire of delivery options

Types of corporate e-learning

Self-pacedindividual computer-based training (courseware, LMS)

Blended learning 1.0Self-paced courseware + face-to-face in groups

Informal learningSupported web-based collaboration (Web 2.0)

Facilitated onlineInstructor-led groups (LMS, virtual classroom)

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• Self-paced + personal support 47%• Blended learning 37%• Self-paced + face-to face 31%• Self-paced 35%• Facilitated online groups 13%

How much of which?

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Why use facilitation (online or face-to-face)?

• assessment requirements 63%• some people prefer group learning 50%

• support for less self-directed learners 41%• course outcomes need group interaction 39%• right self-paced courseware not available 39%• courseware not motivating enough 37%• learner IT skills low or variable 32%• use existing training materials 28%• learner literacy/numeracy levels low 22%

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Do you need facilitation?

Guidelines for supporting e-learners in workplaces Feb 2009 http://industry.flexiblelearning.net.au/

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Which support strategies do you need?

before…

during…

… after the training

Model 3: Selecting strategies to support workplace e-learners

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Checking learner readiness

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Checking learner readiness

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• Trainers• Online trainers/facilitators• Supervisors/line managers• Technical staff, IT• Managers/HR• E-learning champions (at business sites)• E-learning project managers (industry or business level)• RTO e-learning consultants• Content experts• Courseware designers and developers• Work colleagues

Who provides support?

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Learning transfer toolse-learning plus e-performance

Friday 5s forthill.com

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Friday5s™ Fort Hill’s learning transfer manager

USE ITSet your goals for applying training outcomes to work

SUPPORT ITGet workgroup feedback on value and impact on work

TRACK ITGet regular Friday prompts to describe your progress

ACKNOWLEDGE ITLink to mentor/coach level for monitoring, interaction