Learning Café Online Trends Forum

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7 November 2013, Thursday, 12 – 1 pm AEST https://www1.gotomeeting.com/register/419751728

Annual round up

Looking back at

2013. What is

coming in 2014

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UnConference 2014

20 Feb 2014, Sydney. Learning to be Agile

•Unique professional development

event. Limited to 150

•Australian Tech Park

•95% satisfaction last year

Express interest

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$400 + GST Early bird $350 + GST

Stream Leads •Michael Eichler – IAG

•Nicola Atkinson – Ashurst

•Rob Wilkins – Aussie Home Loans

•Bob Spence – Effective Learning

+ 15 other seasoned L&D

professionals facilitate sessions.

Agenda

• About MOOCs@Work at Work & Learning Cafe • Jeevan Joshi - Learning Café 4 mins

• Building a Business Case & Scenario Exercise • Jeevan Joshi - Learning Café & Sian Hartnett 5 + 8 mins

• Using MOOCS at Jardine Lloyd Thompson • Sunder Ramachandran - Senior Training Manager, JLT Group 13 mins

• Disrupting Workplace Learning ? • Dr Geoff Sharrock - Program Director, LH Martin Institute 13 mins

• Discussion – MOOCs at Work • Led by Michelle Ockers, National Supply Chain Tech Capability Mgr –

Coca Cola Amatil 17 mins

• Dr. Preetha Ram - Cofounder of OpenStudy.com

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Your survey responses

5

Sample size 105, No responses are shown as “-”

37%

30%

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

• Darin Fox – Optus

• Cathy Callaghan – Telstra

• Angela Hales - MYOB

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• 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) and its variants

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)

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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

• Working Group session.

• MOOCS Roadmap for L&D

Dissemination

• Webinar to on progress

• Plan to develop a MOOC

• Develop white paper & blogs

• Release at UnConference.

• Release collateral on web site

• Develop a MOOC or SPOC.

Oct

Nov &

Dec

Feb

Jun

Jul

Aug

Sep

Oct

Oct

Nov

Mar

Later

www.moocsatwork.com

Framework MOOCS Map

BUILDING THE MOOC

BUSINESS CASE

Some considerations for L&D Professionals…

Case Study

Leadership Course 2 day workshop

Average Cost $2,700 *

Participants 30

Total Cost $81,000

*ASTD Estimates

Replace 10% of content with sections of

Inspiring Leadership through Emotional Intelligence (Coursera)

Costs $0

Savings $270

Participants 30

Total Savings $8,100

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Yes?

Do you really need one?

Can you adopt without

a business case?

Some key questions to ask

Structure

• Current / upcoming organisational focus

• Do employees have the capabilities to turn MOOC learning into value for the organisation?

• Do employees have the time, space, tools, etc. to engage with the MOOC “way of learning”?

• Infrastructure and access to required technology?

Process

• Does the organisation have defined job roles?

• Do employees acknowledge impact of “external forces” on the organisation that might require a focus on learning / skill development?

• What processes (and the related costs!) will be required to integrate MOOCs into the existing training offered?

• Who “owns” the training function – do you have the power to change the current approach?

• How will MOOCs be integrated into existing processes e.g. performance reviews, KPIs?

Culture

• Do the business “stakeholders” have the authority to request the integration of MOOCs?

• How will MOOCs be integrated into existing processes e.g. performance reviews, KPIs?

• Possible barriers e.g. political?

• Are employees / leaders encouraged to leave their “comfort zones”?

• Who “enjoys promotions”?

Possible business case “buckets”

Creating a continuous learning

culture

Creating a new direction / facet for

performance management

Improving options for talent

management for individuals / teams

Improving bench strength

Developing a wider global mindset

Driving talent mobility

Increasing offering within a recruitment

model – “unique people strategies”

Providing wider options for employee

engagement

...

SCENARIO

Sian Hartnett

Scenario - The MOOC Evangelist

• Lauren, the head of a business unit,

is a recent enthusiast for MOOCs

having completed one on

construction engineering.

• She recently sent an email out to all

of the members of her business unit

encouraging them to use MOOCs

as an alternative to in house training

programs currently offered by the

organisation.

• How will you respond?

• Use the chat box

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Distinctive. Choice.

Integrating MOOCs

@

Jardine Lloyd Thompson India

Sunder Ramachandran

Senior Training Manager

Shareholder

About Jardine Lloyd Thompson (JLT Group)

Businesses

Risk assessed and helped Insure the London Olympic games

One of the largest Insurance / Re-insurance brokers / Employee

Benefits consultants in the world

Global shared service center in Mumbai, India with close to 1000

employees

Our primary shareholder - Jardine Matheson backs us with the

strength of its USD 65Bn balance sheet

Achievement

Strength

How did it all start?

Social learning happens inspite

of L&D & not because of L&D

Group of employees enrolled

en masse in a MOOC on Public

Speaking via Coursera

We blended the MOOC with

an offline cohort which made

the Learning interaction rich

It’s no longer about just content

& context. Conversation keeps

the learning alive

Employees watching MOOC videos on Public Speaking

Post video discussion session

Role of the Enterprise Social Network

(ESN) in MOOC integration

Knowledge & skills are

perishable. Use it or you will

lose it

L&D curates courses &

conversations. Manages

communities within the

enterprise network

Enterprise Social network as a

recommendation engine

(Crowd-sourced

recommendations)

Embed in workplace culture

MOOCs added to continuing

education policy & Signature

tracks endorsed

Established an online learning

lab to facilitate open access

Learning agility rewarded in

R&R forums

CEO as spokesperson

Felicitation of employees who have achieved the MOOCs

statement of accomplishment

THANK YOU

http://www.hrmasia.com/resources/training-development/embedding-moocs-in-workplace-learning/180185/

Learn More

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MOOCs for Employee Learning: blended learning issues and options

Dr Geoff Sharrock

7 November 2013

gksh@unimelb.edu.au

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Using MOOCs for workplace learner engagement

Background: MOOC features

Usually free, often on-demand courses

of study with world-class content,

taught by leading scholars.

Highly scalable pedagogy, allowing

thousands to enrol and self-study.

Certification of successful completion.

Potentially “disruptive” for degree

program providers…

(campus-based universities with a

high cost base but low brand power).

But not for L&D where design for

context is key. Instead, we’ll see

“50 shades of blended learning”.

How adaptable to workplace L&D?

MOOC audience is a student, not a worker

- bias for theory, not practice.

MOOCs attract random student cohorts.

Most drop out – low pressure to complete.

MOOCs usually lack industry context.

MOOCs always lack company context.

…challenges for L&D:

• Curating content to fit company context

• Creating company peer cohorts

• Supporting worker engagement in self-study

• Putting learning into use

• Formalising recognition of learning.

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Using MOOCs (or other online resources) for workplace learning

Example: a blended program

using curated online resources

Client context: a research company

with 300 staff mostly in Melbourne, Australia.

Project: design and deliver a blended in-house

development program for emerging leaders.

Tasks:

curate online material

design workshops, webinars & discussion boards

to blend face-to-face with online self-study

over a 3 to 4 month period.

Client brief:

Optimise staff use of existing online

resources (non-MOOC)

Curate material to fit the company’s

Leadership Capability framework

Limit time participants have to spend

off-line, during work hours

Include a work-related project with a

senior sponsor

Fit within the L&D budget.

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Evaluation:

Live group survey data,

discussed with participants

in final group session

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Ways of improving workplace learner engagement

using MOOCs or other generic online resources

Employer support for in-house

self-study

Create / update a list of MOOCs seen as

relevant to work and careers.

Organise peer learning groups who can

enrol in these MOOCs together.

Enable staff to rate MOOCs for quality

and relevance to their work

Recognise (selected) MOOC certification

on staff profiles

Subsidise signature track learning in

(selected) MOOCs.

Formal in-house programs using

MOOCs

Design programs that blend MOOC learning

with work-specific seminars/training.

Curate as SPOCs: small private online courses.

Set a shared time and place (or webinar) for

each group to meet and study this week’s topic.

Plan a work project with a senior sponsor to

apply group learning from the MOOCs studied

…and showcase results.

PANEL DISCUSSION

Your comments, questions and

opinions are welcome via the

chat box.

HOW DO YOU IDENTIFY SUITABLE

MOOCS TO MEET YOUR

EMPLOYEE’S LEARNING NEEDS ?

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WHAT ARE SOME THE

UNANTICIPATED CHALLENGES &

BENEFITS OF USING MOOCS FOR

WORKPLACE LEARNING?

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Think about these scenarios.

• Scenario - Intellectual Property

• After extensive research and quality

assurance, you have made a free MOOC

on Project Management available to

employees.

• It has been received well and many

employees have commenced the MOOC.

• Today you received an email from someone

claiming to be the copyright owner for most

of the course content. The course creator

denies the allegations but the matter is

being pursued by the parties through the

courts.

• What would you do ?

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HOW DO L&D MONITOR AND

TRACK LEARNING DONE

THROUGH MOOCS ?

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WHAT ARE THE SKILL REQUIRED

IN L&D TO DESIGN AND

PRODUCE MOOCS

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