Mobile microlearning for homecare workers › scwru › events › hcrf › past › 2019 ›...

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Mobile microlearning for homecare workers

Shape of things to come?

Sara Dunn, Founder

Alexander Braddell, Partner and Content lead


1. Mobile microlearning

2. Learning in homecare

3. CuppaCare digital platform

4. Testing and evaluation to date

5. Conclusions

Today’s presentation


What is mobile microlearning?

• Learning accessible via mobile devices

• Bitesize content

Typically used to support:

• Performance: ‘Learning in the flow of work’

• Informal learning

• Formal training


What can mobile microlearning offer?

‘Continuum of learning’

• Extension of learning beyond training events

Just-in-time learning, personalisation, instant refresh

• Available when & where learner (and/or manager) wants

• Can be customised to individual learner

• Refresh and reinforce by revisiting learning at point of need


Pathway to competence in homecare

Recruitment

& selection

Application form

Job description, person

spec

Interview, assessment

Induction (1-4 weeks)

On-the-job training: 1-2

weeks shadowing

Employer policies etc.

Care Certificate training,

workplace assessment

(<12 weeks to 1 year)

Probation(3-6 months)

Supervisions

Spot checks

Re-training

Additional client-specific

training

Post-probation

Supervisions

Spot checks

Retraining

Refresher training

Additional client-specific

training

Team meetings,

newsletters, etc.

Qualifications (H&SC

diplomas, etc.)


Learning opportunities for homecare staff

Formal learning (instructional activities explicitly defined as ‘learning’)

Non-formal (instructional activities not defined as ‘learning’)

For basic competence

• Induction, Care Certificate

• Health & Social Care diplomas

• Statutory-mandatory refreshers

For continuing development

• Specialist training (e.g. client-specific)

• Further qualifications

Management processes

• Recruitment and selection process

• Policies, procedures

• Spot checks, supervision

• Job-shadowing

• Team meetings, newsletters, etc.

Problem-solving Taking on new / additional responsibility

Interactions (with clients, colleagues, professionals) Ad hoc ‘research’ (Googling etc.)

Informal learning (non-instructional activities where learning can nonetheless occur)


Fogg behaviour model

High

Low

Hard to do Easy to do

Motivation

Ability

Action line

Prompts

fail

Prompts

succeed

B = MAPBehaviour (B) happens when Motivation (M), Ability (A),

and a Prompt (P) come together at the same moment

When a behaviour does not occur, at least one of those three

elements is missing

B.J. Fogg, Behavior Design Lab, Stanford University

Management processes

(including training)

are prompts


CuppaCare story so far

2016:

Sector research confirms:

• high take-up of mobile devices, particularly in homecare, BUT

• use of mobile for workforce development very limited

2017-18:

Proof of concept + workplace testing with homecare staff at Jewish Care

(UfI Trust, Skills for Care WDIF)

2018-now:

Fully functioning V1 system + pilot roll-out to homecare providers

(UfI Trust, University of Bath Innovation Centre)

Admin portalOrganisations:

➢ Create accounts

➢ Assign content to staff

➢ Monitor & report use

Native appStaff:

➢ Access content

Authoring toolOrganisations:

➢ Author content

BadgesStaff:

➢ Earn badges

➢ View Badges in-app

➢ Share Badges via social media

CuppaCare platform 2019


CuppaCare content

• Catalogue of learning items called ‘Sips’

• CuppaCare Sips are typically:

• Around 1500 words + images; ‘tap’ interactions; audio/video

• Work through in 5-10 minutes

• Short quiz, impossible to ‘fail’ – reinforces learning, triggers badge award

• Care Certificate mapping, prompt for reflective / peer learning

• Cover a mix of practical guidance, tasks, procedures and underpinning knowledge


Our testing and evaluation to date

Piloteers and testers

• 20+ care organisations (homecare providers, training organisations)

• 700+ learners

• 1500+ Sips accessed

Data collection methods

• User requirements: site visits, interviews with employers and staff (n=18)

• User testing: surveys, telephone interviews with managers and staff (n=53)

• In-app ratings and comments (n=>1000)


So many of our staff live on their phones…

[CuppaCare] is a great opportunity to build that

in – you might do a call, then have a break… it

is easy to just log on to the app

Employer reactions

We have been looking for

something like this for ages!

If you give someone a workbook, they’re like,

‘I haven't got time to do this.’ If you give

someone an app that takes 10 minutes: well,

everyone's got 10 minutes


Learning in the flow of workYou do a call and then you might have

a break before your next call, or a

cancellation or time sitting in your car at

some point the day.

Rather than scrolling through Facebook

or social media pages, they could be

adding to their experience.

We had already identified a need to get

staff to use the ‘little spaces’… the 20

mins sitting in the car in a layby waiting

till the next visit starts.

We ideally wanted them to use this time

to learn something. I had not heard of

micro-learning before – but now I can

see that what we had identified was a

need for micro-learning.


Staff reactions

Genius app! this is my first care job. It

has helped me a lot

I prefer it to sitting in training where

other [trainees] are asking questions

about stuff you already know

Good to have at your fingertips

– refreshes your memory

4.8Average star rating for Sips: 4.8 out of 5

Brilliantly concise.

I think it’s the future


Instruction = instruction

Learning = mental processing (‘thinking + talking’ / reflection)

+ practice

“You can go to the bits you need. You can go back and check

things so it sinks in.”

“I can keep a check I am doing things correctly.”

“It’s like educating yourself.”

Support for (self-directed, reflective) learning


Employer views on deployment

Training“It's difficult to get bums on seats, in this industry in particular. So any little

easy-access training materials are worth looking at.”

Reinforcement“Enhancing existing training, and making communications about topical

things – say a problem we have identified with something – making that

consistent and being able to monitor it.”

JiT guidance“It’s another way of drip-feeding knowledge and information updates to

staff … then (as an organisation) manage how it's used.”


Microcontent authoring tool

Really

valuable

feature

It gives me an opportunity to do my

own thing with it, like creating

newsletters. I can utilize my own

material and address pressing

topics when they come up

Really

powerful tool


Conclusions

Testing to date suggests:

• Delivery medium and format are welcomed by users

• Practical way to reinforce, extend knowledge that underpins safety and quality

• Offers reassurance to staff and managers = ‘always on’ refresher training

• Encourages, enables self-directed learning

• For some staff, can be preferable to classroom training in groups

To effect lasting behaviour change:

• Needs to be fully incorporated into training and supervision

• Integration into workflow management systems e.g. electronic care planning


Contact us at [email protected]

to set up a demo

OR

➢Search for ‘CuppaCare’ on the app stores

➢Download the app and register as a guest

➢Start using our set of free ‘taster’ Sips

See for yourself

mailto:[email protected]


Formally assessed training

One-stop-shop

“In order to be really effective as a more formal training tool, the quizzes could become

more formal assessments. At the moment you keep doing [the quiz] till you get it right,

that is OK for the kind of content in there, but for any more formal delivery of training

content for diplomas and so on… we would need to be able to produce harder evidence

of understanding for that.”

Implication?

Providers open to use of mobile microlearning for compliance training

Mobile microlearning for homecare workers › scwru › events › hcrf › past › 2019 ›...

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