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
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MOOCs for Employee Learning – Practitioners View – Online Forum
Currently there is limited discussion on the use of MOOCs (Massively Open Online Courses) for organisational or employee learning. Given that MOOCs are being dubbed a game changer in the academic world, Learning Café did some thinking and made this call:
MOOCs (Massively Open Online Courses) can be a mainstream employee learning option. It offers cost effective solutions for organisations with the benefits far outweighing the challenges. L&D/HR need to be proactive in exploring and including MOOCs in learning strategies.
To back this call, Learning Café formed a working group – MOOCs@Work comprising of experienced learning practitioners from leading organisations including Suncorp, QBE, IAG, Red Cross Blood Services, Royal Australasian College of Physicians etc. The working group has been hard at work exploring, developing a framework and methodology for effective deployment for employee learning.
This online webinar presents the work done so far and provides direction for Learning/HR who are considering including MOOCs as an employee development. Webinar covers:
A framework to deploy MOOCs for employee learning as part of the learning strategy and design. How NBNCo plans to incorporate MOOCs in their learning strategy and processes. The fours scenarios of how using MOOCs for employee learning will play out. Panel discussion on the opportunities and challenges of using MOOCs for employee learning.
Tim Drinkall - General Manager Enterprise Training at NBN Co LimitedMichelle Ockers Learning CafeJohn Forrest Learning Cafe
Jeevan Joshi Learning Cafe Knowledgeworking
Panelists
Tim Drinkall – General Manager Enterprise Training at NBNCo Limited – Tim has over 18 years leadership experience in Learning & OD for organisations such as Telstra, AGL and Origin. Michelle Ockers – National Supply Chain Technical Capability Manager at Coca-Cola Amatil – Michelle is an experienced Learning professional, with depth in learning strategy and program development and implementation, project management, stakeholder management and change management. John Forrest - Director of Extreme Impacts and Allestis. John is a serial entrepreneur recognised for his expertise in scenario planning. Jeevan Joshi – Founder – Learning Cafe & Director – Client Solutions Director Upside Learning. Jeevan is an experienced Learning and HR practitioner who is passionate about enhancing the capabilities of Learning professions and the digitisation of the Learning function
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Transcript
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
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Next webinar
MOOCs for Workplace
Learning – The Mechanics •Building a business case
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
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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