(digital)  working  =  learning  world

2

ShiH  happens

Industrial  economy Knowledge  economyCommand  &  Control Matrix  Organiza9on

Importance  of  9tles Importance  of  results

Learning  is  work Work  is  learning

Rigid  Work  Hours Work  Any9me

Wired Wireless

3

We  are  going  mobile!

4

Book  stores  &  publishers..?

5

Challenges4L&D

6

Learning  in  organiza+ons  is  s+ll  based  on  the  industrial  paradigm

7

Knowledge  from  books

In  par9cipants  heads

Maximal  20  –  25  %

workers  of  the  organiza9on

In  trainers  headsRight  or  wrong  

knowledge  at  the  workplace  level

Trainers  deliver  training

Par/cipants  started  to  hate  training

So  we  develop  e-­‐learning  instead

Now  par/cipants  hate  e-­‐learning  too

9

Agenda

Solu/ons:  (digital)  working  =  learning  world

10

!!!

!Organiza)onal!Results!Working!

Learning!

Learning!too!o4en!not!available!at!the!‘moment!of!need’!!(Gehry,!1991)!

!‘moment!of!need’!

!!!!!!!Novice!!!!!!!!!!New!knowledge!

!!Advanced!beginner!More!knowledge!

&!prac)ce!!

!!!Competent!Apply!

Rou)ne!tasks!

!!!!!!!Proficient!Apply!

Improve!

!!!!!!!Expert!Apply!

Improve/Innovate!

!!

In  con

text  design  crite

ria  (d

igita

l)  working  =  learning  world

 

(Inspired  by  Clive  Shepherd)

Performance

Informal  learning:  70/20/10

Social  &  Personalized  learning

Task

Micro-­‐learning  &  performance  support

Recources

Formal  learning:  10/20/70

Training

Classroom  learning

Competencies

e-­‐learning

Courses

12

Prototype  (digital)  working  =  learning  world

Context-­‐sensiJve  informaJon  support

Need  to  know  InformaJon  support(mobile)  performance  support  

Informal  learning

(mobile)  micro-­‐learning(need  &  nice  to  know  knowledge,  cer9fica9on),  training,  coaching  etc.

 Electronic  Personal/Team  Development  Plan

Co-­‐creaJon  /  Sharing  /  CommuniJes  of  PracJce

Formal  learning

Metrics

Learning  &  business  improvement  intervenJons  

PULL

Organiza

/onal  Results

PUSH

13

(Digital)  working  =  learning  world

14

ALLEEN%OP%DE%WERELD?%

Informal)learning)%

�%Role%modeling%%�%Collabora8on%%�%Gain%knowledge%%�%Prac8ce%%�%Discover%%

%%))formal)learning))�)(Cer8fied)%training%%�%microClearning%%�%mobile%learning%%%� games%%�%WebClectures%%�%Webinars%%�%(EC)Coaching%%�%Generic%&%jobspecific%competen8es%%%

%

Social)Media))�%Blog%%�%Forum%%�%Wiki%%�%Youtube%%�%Rss%%�%TwiMer%%�%Yammer%a.o%%

%�%ECPDP%�%ECTDP%%

�%Measurements%%�%Competencies%%�%360Cfeedback%tests%%

Results%1.%%2.%%3.%%4.%�%Mobile%performance%

support

15

Performance  reviewManagers

Introduc6on

Welcome  at  the  module  performance  reviews.  You  can  choose  between  different  support  tools.  If  you  move  your  mouse  over  the  icons,  you’ll  get  more  informa9on.  Click  on  the  icons  to  open  them  and  start  the  support.  

16

Performance  reviewIntroduc.on

subjects  performance  review1.              What  is  it?2.              Subjects3.              OrganisaJon4.              Report  and  acJons

MUMC+  goals

RVE  goals

Department  goals

Ac6on  plan  department

Evaluate  achieved  goals

Determine  development  issues  and  

evaluate  them

Make  appointments

Discuss  input  variables

Preview  future

The  first  subject  is  to  evaluate  achieved  goals.  This  means  that  you  will  collect  data  during  the  year  to  approve  wether  or  not  the  results  have  been  achieved.  Determine  causes  and  describe  development  points.

17

Performance  reviewPerformance  support

Ac6ons  -­‐  end  of  the  conversa6on

Prepara6on Execu6on End  of  the  conversa6onEnd  of  the  

conversa6on

               Form  filled  by  employee

                 Form  signed  by  employee

                 Form  in  file  employee

                 Op9onal,  ac9ons  in  plan  of  the  department

                   Op9onal,  informa9on  send  to  stakeholders

18

Performance  reviewMicro  learning

Ac6ons  -­‐  end  of  the  conversa6on

Prepara6on Execu6on End  of  the  conversa6on

•Goals•Input•Development•Personal  budget•Career      development

•Start      conversa9on•Core      conversa9on•End

•Report,  form

Introduc6on  performance  

reviews

Communica6ve  skills

19

Prototype  (digital)  working  =  learning  world

Context-­‐sensiJve  informaJon  support

Need  to  know  InformaJon  support(mobile)  performance  support  

Informal  learning

(mobile)  micro-­‐learning(need  &  nice  to  know  knowledge,  cer9fica9on),  training,  coaching  etc.

 Electronic  Personal/Team  Development  Plan

Co-­‐creaJon  /  Sharing  /  CommuniJes  of  PracJce

Formal  learning

Metrics

Learning  &  business  improvement  intervenJons  

PULL

Organiza

/onal  Results

PUSH

20

Business  case  L&D:Tangibles

•  Decrease  formal  training  budgets  50%  •  Addi/onal  50%  reduc/on  unpaid  leave•  Cost  of  EPSS  30%  compare  to  formal  training•  Decrease  training  cost  /  par/cipant

21

Individual  cost

Totalcost

4.000  workers

75 300.000

unpaid  leave

80 320.000

300  managers

300 90.000

Unpaid  leave

200 120.000

830.000

Year  1 Year  2 Year  3

Digital  working  &  learning  world

300.000 100.000 100.000

Cost  formal  training  workers

50.000 25.000 25.000

Cost  unpaid  leave 0 0 0

Cost  training  managers

50.000 50.000 50.000

Cost  unpaid  leave 0 0 0

Business  case+ 430.000 655.000 655.000

ROI 107% 374% 374%

Business  case  L&D  Performance  review

22Business  Impact  with  ROI:

• Depending  on  the  business  need  we  are  able  to  demonstrate  measurable  business  impact  with  ROI

• Less  rework

• Less  mistakes

• Less  cost  unpaid  leave• Improved  corporate  image  due  to  contemporary  designs  

of  learning

23

New  approaches  needed  voor  L&D

• Scalable• Mass  customiza/on  • Formal  &  Informal• Performance  based• Business  metrics• Micro-­‐learning  &  performance  support• Resources  instead  of  courses

24

Adapt  or  die!

Informa9on  Factory

Improvement  Factory

Technology  Factory