Learning Cafe Call

MOOCs

@Work

8 October 2013

Online Trends Forum

MOOCs (Massively Open

Online Courses) can be a

mainstream employee

learning option. It offers cost

effective learning with the

benefits far outweighing the

challenges. L&D/HR need to

be proactive in exploring and

including MOOCs in learning

strategies.

1

Welcome 180+ Registrations from 75 organisations

2

3M Australia

AIPE

Allestis

AMP

ANZ

ATO

Aust Red Cross Blood Service

Australian Learning Group

Australian Public Service Commission

Bendigo and Adelaide Bank

IntoLearning

Canberra Institute of Technology

CBA

Certitude

Charles Schwab

City West Water

Coca Cola Amatil

Cochlear

Cornerstone OnDemand

CS&HISC

CUB

Deloite Consulting

Deloitte Tax Learning

Deloitte Touche Tohmatsu Limited

DSDBI

Gazal

Headspace

HR Consultant and Collaborative Coach

Hunter New England Health

Hurix Systems

Infosys Limited

Inland Revenue

Innovation Factory Singapore

iNS Career Management

IP Australia

JM Family Enterpises, Inc.

King & Wood Mallesons

Learning Plan

Lend lease

McGrathNicol

MCI

Ministry for the Environment

MK education

NAB

Newcastle Permanent

Panduit

Parramatta City Council

Philips Electronics

Presence of IT

Purple Learning

PwC

QBE

RBS

RMIT University

Shift Matters

Simbound

Sinclair Knight Merz

Skillsoft

South WestTAFE

Suncorp

SunGard K-12 Education

SW Tafe

TAFE NSW

TAFE SA

Telstra

The Retreat York

TP3

Transport for NSW

University of Sydney

University of Tasmania

Upside Learning

UTS

Vantage Path

Westpac Group

YourSigma

Next webinar

MOOCs for Workplace

Learning – The Mechanics •Building a business case

•Case study

•ADDIE of MOOCs

•How much can it & will it disrupt current

corporate training business.

Register - http://bit.ly/moocsatwork2

Annual round up

Looking back at 2013. What is

coming in 2014

Register http://bit.ly/lcafe2013

12

Dec

7

Nov

Agenda

• About MOOCS at Work & Learning Cafe • Jeevan Joshi, Learning Café – 12 mins

• Future Scenarios • John Forrest, Impact Challenges & Allestis -13 mins

• Using MOOCs at NBNCo • Tim Drinkall, General Manager- Enterprise Training NBN Co Limited - 15 mins

• Discussion – MOOCs at Work • Moderated by Michelle Ockers, National Supply Chain Technical Capability Manager -

15 mins

• Q&A - 5 mins

3

Your responses

4

Sample size 172, No responses have been excluded

Com

mu

nity

of e

xp

erie

nce

d le

arn

ing &

pe

rform

an

ce

pro

fessio

ns

Building L&D Capability

Integrate Learning,

Performance &

Knowledge

Encouraging new thinking

and innovation

Practitioners Forum

Blog

Magazine

Webinar Discussions

UnConference

Sydney Melbourne

Twitter

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Coffee Catch Ups

Capability Building

Workshops

Personalised and

Flexible

When you want it.

How you want it

5

Learning Café UnConference 2014

• A professional development event with a difference – 20 Feb 2014, Sydney.

Focus on

Performance

Effective

Learning

Developing

our profession Leveraging

Technology

Synthesis &

Integration

Str

eam

s

No exhibitions or stalls.

Limited seats – 160

95% wanted to come back next year.

Innovative structure

Contemporary topics and trends

Theme – Learning to be Agile – Lessons from disruptors

ABOUT

MOOCS@WORK

Jeevan Joshi

Learning Cafe

Working Group

• Anish Lalchandani- Standard Chartered Bank

• Chris Bessell-Browne – Qantas College

• Colleen Lai-– McGrathNicol

• Craig Bingham-Royal Australasian College of Physicians

• David Le Page-Director- 3timesP Pty Ltd

• Jasmine Malki- Holding Redlich

• Jeevan Joshi – Learning Café

• Jenni Reid– Suncorp

• John Forrest – Allestis & Extreme Impacts

• Kirsty Smith – Qantas

• Lee Kirby – The Australian Red Cross Blood Service

• Lisa Henderson – QBE

• Michelle Ockers- Coca-Cola Amatil

• Nicola Atkinson – Ashurst

• Ryan Tracey - AMP

• Scott Raymond- L&H Group

• Sian Hartnett – KPMG ASPAC

• Siobhan Singh- The Australian Red Cross Blood Service

• Sunder Ramachandran- Jardine Lloyd Thompson

• Susan Naylor- The Australian Red Cross Blood Service

8

• Tim Drinkall-GM – Enterprise Training – NBNCo

• Peter Hall- Head of L&D – Australia and Asia Pacific –

QBE Insurance

• Michael Eichler-Head of Leadership Development &

Learning (Direct Insurance)- IAG

• Julie Catanach-Executive Manager Learning,

Organisational Design and Development – Suncorp

Advisory Group

MOOCs (Massively Open

Online Courses) can be a

mainstream employee learning

option. It offers cost effective

learning with the benefits far

outweighing the challenges.

L&D/HR need to be proactive in

exploring and including MOOCs

in learning strategies.

The Call

MOOCs@Work (www.moocsatwork.com)

9

Discovery

• Formation of Working Group

• Undertake MOOC

Conceptualisation

• Develop framework

• Collect data on experiences – Impact Challenges

• Think about each aspect of framework i.e. evaluation

• Face to face session.

• MOOCS Roadmap for L&D

Dissemination

• Webinar to update community on progress

• Develop white paper & blogs

• Release at UnConference.

• Spread the word in conferences and forums.

Oct

Nov &

Dec

Feb

Jun

Jul

Aug

Sep

Oct

Oct

Nov

MOOCs at Work Framework

MOOCs to Learner Approaches

11

DIY Facilitated Organised Laissez

faire

Learners

search for

MOOCs on

internet

Complete

Reporting in LMS

Learners go

to a portal set

up by L&D

Complete

Learners go to a

portal or

recommendations

pushed by LMS

Share with

internal

community

Complete

Share with

internal

community

Learners gets

personalised

recommendation

& supported by

L&D

Self Report Self Report Self Report L&D Report

MOOC Maps for Roles & Professions http://bit.ly/lcafemoocs

12

FUTURE SCENARIOS

John Forrest

John.forrest@allestis.com

MOOC Specific Focus • Assuming Massive, Open, Online Courses are, by definition,

‘en mass’ – beyond the company context

• What are the key disruptive differences of MOOCs • Inexpensive (economies of scale change L&D business models)

• Wide variety of content (growing ever wider)

• Easily accessible and more immediate availability (towards ‘on demand’)

• Difficult to assure quality (is it easy now?)

• Learning goals and evidence not subject to business scrutiny or alignment (are they now?)

• No (business) control over audience make-up

• Interaction with broader audience, work shared openly

• Is it about control?

• Is this a threat to current bespoke, custom, closed approaches which have struggled to deliver measurable results?

Scenario Drivers - Key decisions

Who will play these roles?

What will be the roles of the intermediaries between the MOOCs and Learners and the business?

How do you see your current considerations?

Experimentation Tactical projects within an existing L&D

Program / Strategy Strategic as part of a L&D Transformation

If so, how will they be made available and managed?

Are MOOCs available for your workplace learning requirements?

What are the costs and benefits of MOOCs over existing alternatives (if there are any)?

Five Scenarios

16

#1 MOOCs Not

Ready

#2 L&D Raise the

Draw Bridge

#3 Learners Not

Ready

#4 MOOCs Take

Over

#5 L&D Adopt, Adapt

and Evolve

#1 – MOOCs Not Ready

• MOOCs do not now (and are

not likely in the next 3 years

to) offer a viable alternative to

existing course solutions

• Over-hyped, unrealistic, can’t

deliver

• MOOCs go for lowest common

denominator mass markets –

Workplaces have narrower,

higher quality requirements

• Continue to evolve in-house

L&D maturity, use technology,

outsource some content

delivery and development but

keep business control

• MOOCs are viable but L&D

• L&D apply existing training management / mind-set to MOOCs

• L&D professionals are dis-intermediated as managers allow Learners to go direct to MOOC providers

• L&D budgets are redirected to business managers for discretionary spend

• With lower budgets, L&D function struggles to demonstrate any measurable outcomes

#2 – L&D Raise the

Draw Bridge

#3 – Learners Not

Ready (L-Plates) • MOOCs are viable but Learners

do not have discipline, skills and

motivation to self-drive

• L&D professionals are still

heavily involved as

intermediaries.

• L&D spend more time managing

MOOC than they would

managing own content creation

• Management overheads offset

low cost of MOOCs

#4 – MOOCs Take Over Guild Halls

• MOOCs are viable

• Rise of an alternate intermediary,

displacing business L&D

• Professional associations drive

standardisation and endorse

MOOC catalogues

• Learners receive most structured

training through professional

association, union etc..

• L&D professionals migrate away

from the business and into

professional development

organisations

#5 – L&D Adopt, Adapt and Evolve

• MOOCs are viable

• L&D professionals identify a value adding facilitation

and curation roles

• Provide governance and quality assurance over

portfolios of largely Learner self-service MOOC

offerings

• Business L&D focuses on the high value, low volume

opportunities for specialist intervention

• Business view MOOCs as one of the outsourced

products/services enabled and managed by the

business L&D function

Impact Challenges

• Short-form scenario based decision making ‘challenges’

to Learning Café members which explore a context from

different role perspectives

• Encourage scenario based decision making and

consideration of enablers and constraints on possible

future directions

• Open for group to share thoughts and experiences

Scenario Based Study Program

9/10/2013 Impact Challenges 21

CONTEXT

MOOCs (Massively Open Online Courses) can be a mainstream employee learning option.

You are playing the role of an L&D Manager

You learn from a contact in HR that a business unit manager has funded MOOC enrolments for their staff out of the unit’s operating budget and allowed a few hours of week study time.

The same unit manager recently refused to contribute a share of their budget to an integrated corporate training program.

What do you do?

What policies, if any, can determine whether the unit manager’s initiative is within business guidelines?

Focus Role: L&D Practitioner

Impact Roles: Manager, Business

Scenarios: #4 MOOCs Take Over

Situation

This document sets out NBN Co’s proposals in respect of certain aspects of the National Broadband Network. The contents of th is document represent NBN Co’s current

position on the subject matter of this document. The contents of this document should not be relied upon by our stakeholders (or any other persons) as representing

NBN Co’s final position on the subject matter of this document, except where stated otherwise. NBN Co’s position on the subject matter of this document may also be

impacted by legislative and regulatory developments in respect of the National Broadband Network. All prices shown in this document are exclusive of GST.

Commercial in confidence | © NBN Co 2012

Mapping, Using and Growing

MOOC’s at NBN

Tim Drinkall Sept 2013

Version #

Commercial in confidence | © NBN Co 2012 Page 23 9-Oct-13 Version #

Enterprise Training at NBNCo

Capability Development

Personal Development

Project Demands

• Technical • Systems • HSE • Corporate • Network

• L&D Policy • Beyond Benchmark • Alternate Role/Job

Family • Talent, Succession and

Critical Roles

• Capability Framework • Gap Assessment • Bring to Benchmark • Job Family Specific • Organisational,

Leadership and Technical Capabilities

Commercial in confidence | © NBN Co 2012 Page 24 9-Oct-13 Version #

Enterprise Training at NBNCo

Capability Development

Personal Development

Project Demands

• L&D Policy • Beyond Benchmark • Alternate Role/Job

Family • Talent, Succession and

Critical Roles

• Capability Framework • Gap Assessment • Bring to Benchmark • Job Family Specific • Organisational,

Leadership and Technical Capabilities

Gap Assessments

•Individual Assessments

•Leaders Assessment

•Demand Capture

Learning Audit

•70:20:10

•Seminars/Conference

•Formal Training (Int/Ext)

•Leadership Prog (Int/Ext)

•Methodology/Theory

•MOOCs

Commercial, Demand Schedule and LMS

•Justifiable Spend

•Annual Budget

•Allocation of $$

•Vendor Management

Commercial in confidence | © NBN Co 2012 Page 25 9-Oct-13

Capability Framework

Commercial in confidence | © NBN Co 2012 Page 26 9-Oct-13

Learning Audit

1. With further investigation, MOOC’s will figure prominently within our 10% educate. 2. Opportunity to expose our leaders to others outside NBNCo for new ideas and methodologies 3. Greatly assist with retention of Talent and individual development 4. Launched via new LMS

PANEL DISCUSSION

Your comments, questions and

opinions are welcome via the

chat box.

IS MOOCS FOR EMPLOYEE

LEARNING IS A GOOD IDEA ?

28

DO YOU THINK THE CALL IS

OPTIMISTIC ? WILL IT

EVENTUATE ?

29

HOW SHOULD

ORGANIZATIONS

DEPLOY MOOCS FOR

EMPLOYEE LEARNING ?

30

WHAT ARE THE CHALLENGES

IDENTIFIED BY THE

WORKING GROUP SO FAR ?

31

Challenges

• .

32

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Building Effective Employee Social Networks

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