Weiterbildung mit Udacity – So macht Audi seine Mitarbeiter zu Digital-Experten

Zur Vorbereitung auf den Corporate Learning Sprint („Blended Learning mit kuratierten Inhalten bei Audi“) wird auf diesen Beitrag verlinkt. Im Vorspann heißt es: „Für die großen Zukunftsthemen Künstliche Intelligenz und Big Data bildet Audi seine Mitarbeiter auch über die Online Akademie Udacity weiter. Warum das Unternehmen auf die Plattform setzt und wie Audi die Abbruchquote bei fast null hält, hat Blog-Autorin Olivia Faulbacher von zwei Absolventen erfahren.“

Um das Geheimnis um die Abbruchquote zu lüften: Es gibt Audi-interne Präsenzschulungen und Tutorien, die das offene Kursangebot ergänzen. Das motiviert die MitarbeiterInnen dranzubleiben.
Olivia Faulbacher, Audi Blog, 5. Juli 2018

Cyber Security – Online Training Course and Certification Program

Welcome to the world of virtual reality wherein every organization is responsible for ensuring Cyber Security. The ability to protect an organizations information system from impairment or theft is essential. Implementing effective security measures will not only offer liability protection, but, it also increase efficiency and productivity. Course Intro: This eLearning course has 12 units…

Wappnen für die digitale Revolution

Digitalisierung, agile Organisations- und Arbeitsprozesse bilden den Rahmen. Um ihn zu füllen, benötigen Mitarbeiter Kompetenzen zum selbstorganisierten Handeln, zur problemorientierten und selbstorganisierten Gestaltung ihrer Lernprozesse. Werner Sauter: „Agile Werte- und Kompetenzentwicklung im Arbeitsprozess und im Netz sind daher die Zentren beruflicher Bildung der Zukunft.“

Im Artikel werden die Eckpunkte „agiler Werte- und Kompetenzentwicklung“ beschrieben: agile Lernsysteme, Ermöglichungsdidaktik, Social Workplace Learning und die damit einhergehenden Veränderungen für Corporate Learning. Dabei handelt es sich um einen Buchauszug („Agile Werte- und Kompetenzentwicklung“), der sich auf eine komprimierte Skizze der Gesamtarchitektur konzentriert.
Werner Sauter, BlendedSolutions’s Blog, 17. Juni 2018

Bildquelle: Industrieanzeiger

Tips And Examples To Create Highly Engaging Online Compliance Training

Online compliance training tends to be boring but this need not be the case. In this article, I share tips and examples on how you can increase the learner engagement quotient of your online compliance training.

How To Create Highly Engaging Online Compliance Training

As we know, compliance training is carried out by organizations to ensure conformance to rules and guidelines enforced by governments and/or regulators.

Since the late nineties, these trainings are being offered in the online format. While the eLearning technology and learning strategies have changed significantly over these years to use more engaging and immersive learning approaches, the way online compliance courses continue to be designed leaves much to be desired.

Even today, they are often boring. Sure enough, they do get completed and attested by learners; but they do not necessarily meet the corporate mandate of being able to instill the spirit of “why comply” and trigger the required behavioral change.

At EI Design, our compliance practice (to offer engaging and high-impact online compliance training) is now 15 years old. In fact, one in every six courses that we create is for a compliance mandate.

The key value that our compliance practice offers is a series of measures to step up learner engagement through strategies that would eventually trigger the required behavioral change.

In this article, I share tips on how learner engagement for online compliance training can be stepped up. I also share two examples that showcase how you can achieve a high engagement quotient with your learners and achieve your mandate.

Despite The Accepted Significance Of Compliance Training, Why Do We See That Employees Are Not Engaged With Them?

There are several factors due to which employees tend to be disengaged with compliance training (to the degree that they often dread them). These include:

  1. Compliance courses tend to be boring.
    The content of most compliance programs is rather dry and has a rich share of dos and don’ts and the consequences of non-compliance to name a few. In other words, they tend to be preachy and prescriptive – couple of things adult learners do not like.
  2. Lack of motivation.
    Unlike other courses that help learners gain a new skill or reduce a proficiency gap, compliance courses are “mandated” by the organizations, and therefore, learners tend to lack intrinsic motivation to take them.
  3. Lack of engagement.
    Most online compliance training programs today follow a rather predictive approach of laying down the facts, policies, and impact of non-conformance and wrap up the training with a quiz. Often, the information is not provided in a format that can truly help learners relate to it, internalize it, and push them to do the right thing when faced with situations that need the desired action.

What Are Some Ways To Encourage The Employees To Comply?

I believe that we need to have a combination of approaches to ensure that we can eventually see the required behavioral change in the employees.

Here’s my list of four tips that can aid you in the process of this transformation:

Tip 1: Change The Tone And Approach

As adult learners, we respond better to an approach that lays down why we should be mindful of certain aspects, as there are associated consequences (for us as well as the organization) if we do not comply.

So, flip the learning approach and start your online compliance training by explaining:

  • Why do the specific guidelines exist
  • Why is it necessary to conform and what are the implications if we don’t
  • What are the consequences for the employees and the organization

At the learning strategy level:

  • Engage the learner first
  • Share the facts in a format that they can relate to and understand their gravity (and more significantly, their consequences)

Once this is done, then move to:

  • Dos and Don’ts: Avoid jargons and keep it simple and relatable.
  • Reinforcement: Put the learners in situations (dilemmas) to assess if they have truly internalized the learning.
  • Assessment: Push the validation of learning through questions that map to both levels of cognition (Understanding and Application). You can also opt for a series of questions that can build from the response of the previous question. This threaded approach of assessments not only keeps the learners engaged but also pushes the cognition levels to the desired level.

Tip 2: Give The Control Back To The Learners

All adult learners like to be in control. It doesn’t hurt to provide the required flexibility to the learners through a combination of approaches, including offering courses on multiple devices (including smartphones and tablets) through mobile learning or mLearning.

This enables them to access the training on the device of their choice, when they want to (rather than when they are required to).

Tip 3: Use Innovative Formats

Today, you have a wide range of learning strategies to pick from. These approaches create a much higher engagement quotient and will help you see better completion rates within the stipulated time.

Some of the approaches we use include:

  1. Gamification.
  2. Partial gamification.
  3. Microlearning.
  4. Personalization.
  5. Scenario-based learning.
  6. Story-based learning.

Tip 4: Continue The Engagement After Completion Of The Formal Training

We need to eventually see the learners undergo the desired behavioral change to sustain the required compliance.

This can be achieved by adding components of Performance Support Tools (just-in-time learning aids or job aids) to your online compliance training to reinforce the learning.

These learning aids support the primary training and can be made available to the learners within their workflow. They work very effectively in reinforcing the message of the primary training. Additionally, they can be used to push the learners to take the required action.

What Can Be Done To Make Compliance Training Engaging For The Learners?

Before getting on to examples that showcase the techniques to step up the engagement quotient of online compliance trainings, it is important to watch out for what should not be done:

  1. Avoid making compliance training a bitter pill that everyone must swallow.
  2. Avoid preachy and prescriptive content as adult learners don’t like it.
  3. Avoid presenting information in a boring or predictable eLearning format.

Now let us look at two examples that feature the key aspects of what I have outlined so far:

  • How can you achieve a high engagement quotient with the learners.
  • How can you increase the stickiness of learning through immersive strategies.

Example 1: Compliance Course On Data Security

“A Date with Data Dave” is an informal microlearning nugget on the Compliance subject of Data Security. It is part of a larger suite of courses on compliance that we have developed. The information provided is a prequel to a comprehensive module on Data Security and provides preliminary information about the subject.

The nugget is in a responsive web-based training format called Interactive parallax based scrolling that is very popular on websites and is now being used as a microlearning technique. This design approach creates a compelling viewing thereby keeping the learners hooked. It also appeals to the millennial workforce.

Online Compliance Training - eLearning Microlearning Nugget Parallax 1

The introduction screen has a small video to set the context of the course. We used an “Ethical Hacker” Dave as the anchor for the course.

Online Compliance Training - eLearning Microlearning Nugget Parallax 2

Online Compliance Training - eLearning Microlearning Nugget Parallax 3

Learning aids (as popups) are provided as the learner scrolls down.

Online Compliance Training - eLearning Microlearning Nugget Parallax 4

Few learning aids are provided in the form of short videos that create sticky learning.

Online Compliance Training - eLearning Microlearning Nugget Parallax 5

Of course, the knowledge wrap up the course.

Online Compliance Training - eLearning Microlearning Nugget Parallax 6

The last scene summarizes the key learning points of the course. It also acts as an information highlight to indicate where the learners need to pay attention.

Example 2: Compliance Course On Insider Trading

This example highlights the usage of an immersive learning strategy where we put the learner within the learning path.

Learning strategy of “Investigation” to explore and learn: Rather than getting an access to what they must learn (as is the case in a traditional eLearning course), the learners must “investigate” the various facets to meet the learning outcomes. This immersive approach forms the core of the enhanced learning experience.

To highlight the impact of this approach, I also share a traditional eLearning course so that you can easily compare the learner engagement quotient between the two approaches (traditional vs a highly immersive one).

Traditional eLearning Approach

This course uses a standard scenario-based approach with relevant imagery as a backdrop overlaid with text and characters. In addition, it has intuitive layouts to make learning simple, effective, and scalable for rapid development.

Online Compliance Training - Insider Trading Level 1 - 1

Online Compliance Training - Insider Trading Level 1 - 2

Online Compliance Training - Insider Trading Level 1 - 3

Immersive Learning Approach

This course uses a crime scene investigation approach where the learner investigates a case related to Insider Trading and needs to identify the perpetrators.

The investigation (or the learning path) features decision-making scenarios that map to real life situations and would drive learners to act appropriately when they face similar dynamics.

This approach creates a much higher engagement, is immersive and pushes the cognition level to analysis and application. Eventually, it helps training meet the compliance mandate far more effectively than the previous (more traditional approach).

Online Compliance Training - Insider Trading Level 3 - 1

Online Compliance Training - Insider Trading Level 3 - 2

Online Compliance Training - Insider Trading Level 3 - 3

I hope this article provides you with food for thought as you seek to re-evaluate or revisit your online compliance training strategy.

Source: https://www.eidesign.net/tips-examples-create-highly-engaging-online-compliance-training/

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A New Paradigm For Corporate Training: Learning In The Flow of Work

Nun, was tut man als Erstes, wenn man ein neues Paradigma entdeckt hat? Richtig, man lässt es als Marke eintragen. Zumindest, wenn man Geschäftsmann und Amerikaner ist. „Learning in the Flow of Work“ ist also eine Marke. Und die erklärt uns Josh Bersin in diesem Artikel.

Vorneweg: In der ersten Hälfte werden wir durch 25 Jahre Learning & Development geführt, von E-Learning bis eben Learning in the Flow of Work. Das ist ein interessantes, atemloses Spiel mit Systemen, Anbietern, Trends und Stichworten, die sich die Hand reichen. Natürlich ist es auch der Berater Josh Bersin, der hier kräftig Staub aufwirbelt. Hierzulande wird sich wohl kaum ein Unternehmen finden, das diese Geschichte auch nur ansatzweise so nacherzählen könnte.

Nun steht Corporate Training also vor der nächsten Revolution. Josh Bersin grenzt sie zuerst ab von all den aktuellen Bildern, die ihre Anleihen bei Netflix oder Spotify suchen und die ihre Nutzer mit „channels“, „topics“ und „recommendations“ in den Bann ziehen wollen. Josh Bersin: „In learning the problem is different. We don’t want people to be “addicted” to the learning platform, we want them to learn something, apply it, and then go back to work.“

Der Rest ist nicht neu. Von „workplace learning“, „microlearning“ oder „on demand learning“ wird schon lange gesprochen. Auch dass dahinter unterschiedliche Anforderungen des Nutzers bzw. Lerners stehen. Doch jetzt ist es in den Stand des Paradigmas gehoben und zur Königsdisziplin von Corporate Training ausgerufen. Mit einer Anbieter- und Tool-Landschaft, die sich entsprechend aufstellt. Ich bin gespannt, ob sich das Paradigma als Paradigma durchsetzt. Das Thema bietet auch so genügend Stoff.
Josh Bersin, joshbersin.com, 3. Juni 2018

One stop-shop for Retail Courses – Swift Elearning Services partners with Australian Retail College (ARC) to bring you the best of content in Retail Management

Swift Elearning Services announces its association with Australian Retail College (ARC) to bring you the best of content in Retail Management. Australian Retail College (ARC) is a leading international Retail Training Organization. With 3 decades of experience, ARC leads the way in delivering effective learning programs. ARC is committed to developing industry–ready staff for retail…

How to turn the staff training to contribute in the goals of an organization?

 

Every business will have their own goals to achieve and they make every possible effort to accomplish these goals effectively and efficiently. A very common goal that we find in most of the product/ service based companies is, providing an effective on-job training to up skill the staff. The best approach to meet the training goal is to establish direct connection between business goals and training.

In this blog we will discuss how we can connect business goals with training outcomes i.e. learning objectives?

Organizations should adopt a Top-down approach to reap maximum benefits out of their training efforts. The business goals should guide to define the skill sets and knowledge it requires in workforce.

But this transition is not simple as it appears to be. Generally, the business goals are defined in broader perspective and in different parameters – something which are defined in terms of monetary, market-share, technological advancements. These are quite different than an individual’s achievements as training outcomes.

This means,

“The broader organizational goals should be converted into learnable as well as measurable individual achievements – in terms of specific knowledge and skill sets that enable an individual (a human resource) to achieve broader goals of an organization”

Turn Business Goals into Learning Objectives

Learning and Development (L & D) professionals or Instructional Designers are responsible to align aims of learning with business needs.

Step 1 – Analysis: Analyze the business needs and workforce current capabilities

The business goals may not be described in measurable terms, but they must be put-in using plain and specific terminology that describes those best.

Sample business goal areas are as follows:

  • Increasing market share to ____% in 6 months
  • Lowering production cost to ___% in 12 months
  • Increase marketing team to ____ numbers in 3 months
  • Improve customer service with not more than 10% of tolerance in failing to fix complaints on-time

Against to these business goals, check the current capabilities of the corresponding workforce. This is to identify the gap between what is the current competency and what is required to meet these goals. List down all the gaps in accordance with their priority to meet respective business goals.

Step 2 – Define: Break broader business goals into specific and measurable learning objectives

Define all the gaps using specific and measurable terms such as Bloom’s verbs. Each gap may require multiple skills and knowledge areas, so list down the learning objectives as many as required to achieve business goals fully and effectively.

For example,

Business Goal: Improve customer service with not more than 10% of tolerance in failing to fix complaints on-time

Identified Gaps:

  • Customer care executives are not completely aware of the product features that company sells.
  • Customer care executives are not able to describe product features as mentioned in product manuals.

Learning Objectives:

  • List the product features as they are in the user manual supplied with the product.
  • Explain features using the terminology used in corresponding product technical manuals.

Conclusion

In step 2, you must have noticed how the business goal is transformed into learning objectives. The effectiveness of these transformation lies on the ability of L & D professional. After we develop learning objectives, we need to evaluate them; and the best approach is to develop sample content for each objective and check whether it is relevant in achieving the corresponding business goals.

Swift eLearning Services Pvt. Ltd. is one of the best eLearning companies in India helping organizations achieve their business endeavors using our custom eLearning solutions for workforce training.

Source link: http://www.swiftelearningservices.com/how-to-turn-the-staff-training-to-contribute-in-the-goals-of-an-organization/

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„Corporate Learning Is More Important Than Ever”. An Interview with Josh Bersin

Auf zwei Dinge ist in Interviews mit Josh Bersin Verlass: Zum einen betont er unermüdlich, wie wichtig Corporate Learning in Zeiten des technologischen Wandels und einer boomenden Wirtschaft ist (und dem werde ich nicht widersprechen); zum anderen liefert er uns immer einen Ausblick auf die Technologien, die Lernprozesse zukünftig formen werden. So heißt es dieses Mal: “Artificial intelligence, chatbots, video, and virtual and augmented reality will significantly change learning in the years ahead.”

Weitere Stichworte fallen eher en passent: die Bedeutung einer Lernkultur für den Erfolg von Corporate Learning; die Impulse, die Design Thinking für ein besseres Verständnis der Lernbedürfnisse freisetzt; „learning experience design“ und „learning experience platforms“ als „hot topics“; die Unterscheidung zwischen „micro-learning“ und „macro-learning“. Und einiges mehr. Ein paar lobende Sätze für Blackboard, dem Betreiber dieses Blogs, gibts obendrauf.
Priscila Zigunovas and Josh Bersin, e-learn, 17. Mai 2018

Schulzeugnisse ade?!

Über den „Zertifikats- und Abschluss-Wahnsinn“ schimpft Anja C. Wagner im akuellen Newsletter. Aber eigentlich ist es auch ein Blick auf unterschiedliche Systeme, Welten mit unterschiedlichen Geschwindigkeiten, und die daran anschließende Frage, ob Industrie 4.0, ob Automatisierung und Künstliche Intelligenz, darauf Rücksicht nehmen werden.

„Mein Fazit, je länger ich über dieses Thema nachdenke:
– Bei den Grossunternehmen spielen Abschlüsse, Zertifikate und CV kaum mehr eine Rolle – dort arbeitet man an smarten Lösungen, um geeignete Fachkräfte zu finden.
– Die KMU wissen es nicht besser. Deren HR-Abteilungen filtern womöglich noch manuell entlang dieser Indikatoren. Allerdings nicht sklavisch. Hier kann man mit beruflicher Erfahrung in seinem CV sicherlich viel wettmachen. Und hier werden die privaten Plattformen der Tech-Giganten ihr Geschäftsmodell suchen und bessere Matchings empfehlen.
– Die einzigen, die weiterhin primär entlang der formalen Abschlüsse einstellen, ist der öffentliche Dienst. Es ist also ein geschlossener Kreis, eine Filterblase sozusagen.“

FrolleinFlow / FLOWCAMPUS, The NeWoS, Mai 2018

HR will mit zum Mars? – Beitrag zur DGFP Blogparade

Ich weiß jetzt gar nicht, was bereits alles im Rahmen dieser Blogparade zusammengekommen ist. Karlheinz Pape jedenfalls wirft folgendes Gedankenmodell ins Rennen: Wenn es um die Vorbereitung auf neue, ungewisse und unbekannte Herausforderungen geht (Mars!), helfen die bewährten Angebote und Muster der Personalentwicklung wahrscheinlich nicht weiter. Also rücken das Lernen in Teams, in der Praxis, das informelle und selbstgeteuerte Lernen in den Vordergrund. Und Corporate Learning? Es schafft Rahmenbedingungen und geht mit gutem Beispiel voran:

„Aus meiner Sicht geht es künftig mehr darum, Rahmenbedingungen fürs Lernen in Organisationen zu schaffen. Das fängt an bei der Zeit, die für Lernen ganz selbstverständlich jedem bereitgestellt wird (z.B. Viessmann: 2 Stunden frei verfügbare Lernzeit je Mitarbeiter je Woche), geht über zusammengestelltes Lernmaterial, das häufig nachgefragt wird, über das Anregen von Fach-Communitys bis zum persönlichem Entwicklungs-Coaching – um nur einige Beispiele zu nennen.“

Karlheinz Pape, Corporate Learning Community, 25. April 2018