Learning and Development Revolution 4.0 Are Your L&D Skills Future Ready? T H E F A C I L I T A T O R I N N O V A T I V E S O L U T I O N S & I M P R O V E D P E R F O R M A N C E
Power, Focus and Influence L&D Talent Development Organizational Effectiveness HR Finance Operations IT
Are you History/Context - Industrial Revolution • 4.0 prepared for Skills Revolution • change? Learner Insight • Learning Technology • Analytics • The Big Reveal •
The Era of the Fourth Industrial Revolution 1. Driven by adoption of new technologies at an exponential rate 2. Data is collected from physical systems, processed, and then analyzed by humans to drive decisions and performance 3. The change is global, not only technical, but also social, 4th 2nd 3rd cultural and economic 1st 4. Disruptive Cyber Mass Mechanization Electronic Connected Production Systems Systems
What does Digital Transformation look like? New Technology - Data - Physical Systems - Humans - Global Change - Disruptive
Impact of Industrial Revolution 4.0 on L & D • It’s about performance, not learning • Resources before courses • Making decisions with data • Influencing the performance of everybody, every day • Resources first, supplemented by formal events • Empowering employees to be self-sufficient and to contribute • Establishing personal learning networks
Skills Revolution Creativity Emotional Resilience Data Analytics Leadership Problem-solving Innovation Intelligence
1. Gone are the days when formal education was the only education anyone needed 2. Pressure for transformation is caused by longevity and rapid rate of change 3. Lifelong learning is no longer an option, it is a necessity
Life-Long Learning Old Approach to Learning & Work – The 3 Stage Life Work Learn* Retire Dead * High School Diploma, Bachelors, Masters taught top down, through rote memorization because information was finite New Approach to Learning & Work – Multi-Stage Life Learn to Learn, Work – Learn – Change – Work – Learn – Change - Work Retire Un-learn & Re- Learn** 0 75 100 25 50 **Critical Thinking Skills, Complex Problem Solving, Creativity & Innovation, Empathy, Emotional Intelligence, Active Listening, Dynamic Learning, Change Acceptance. Learn to model & practice collaboration because information is infinite .
The Human Skill Gap vs Technical Skill Gap Required Human Skills Accountability Change Acceptance Collaborate Creative Problem Solving Critical Thinking Data Analytics Emotional Intelligence Empathy Influence Innovate Lead Open Mindset Resilience
The Future is Now Work Today
Impact on L&D ? Challenges Giving people the choice, confidence, opportunity • and capability to earn a meaningful living through the period of disruption Recognizing increasing difficulty for some people • who aren’t comfortable or capable of learning new things quickly and interacting with other people Preparing for upskilling • Goals Identify ideal qualities in members of the workforce • Conduct a skills inventory • Distinguish the roles / responsibilities of L&D and OD • Align employees’ hearts and minds with a culture of • trust, life-long learning, and future of work. Create a learning ecosystem •
Learner Insight
HOW modern professionals learn Jane Hart, CWPL, 2019
To Innovate To discover For inspiration For the joy new things of learning To keep up To learn to do to date with (continuously) what’s improve the happening work they do in their WHY modern industry or profession professionals learn To solve a performance problem To become compliant or conformant To acquire a new body of knowledge or skills Jane Hart, CWPL, 2019
Personal Learning Network How the tools for Personal and Workplace Learning Compare Online Enterprise Twitter social network LinkedIn Media Facebook outlets PERSONAL AND Resource Podcasts authors/creators Blogs WOKRPLACE Inside Outside LEARNING my company my company Mentors Friends Manager Peers in other companies Coaches Industry publication HR/L&D Team and leaders members Professional Other membership colleagues Offline
How the tools for Personal and Workplace Learning compare LEAST VALUED ways to learn at work are classroom and eLearning Jane Hart, CWPL, 2019
Learning Technology
Learning Technologies Data Analytics Mobile Learning Ecosystems Social
Evolution of Learning Platforms TODAY 2000s The Learning Talent Platform Management and Talent 1990s Development MOOCs E-Learning and Video Blended Learning Management Apps Performance 1980s Management Machine Learning LEARNING Career Development Business Data E-Learning ADMINISTRATION Mobile Learning Virtual Classroom Compliance Blended Learning Classroom Materials Certification Simulations Wait List SCORM TRACKING Attendance
TALENT DEVELOPMENT ECOSYSTEM $ Talent Development Managers Talent Insight Business Intelligence Data Warehouse Leaders LEARNING RECORD STORE xAPI xAPI Talent Evaluation Engine Associate Performance Associate Reviews SuccessFactors ERP Survey Monkey Recognition Video Udemy MOOC LMS Slack LCMS Simulation SharePoint ERP Learning Experience Platform
Learning Data Analytics Data has a better idea !
5 Steps to Start Using Learning Analytics
Step 1 – Gather your data. Which approach should I follow? What data do you want to pull ? Approach 1 Approach 2 Start with what’s easy, if: Start with what’s valuable, if: You don’t have a goal in mind. You have a specific goal(s) in mind. Level 4 Results You want to get started quickly. You have additional time to get started. Level 3 Behavior You want to uncover You want to produce specific unexpected insights and outputs that your organization benefits. needs. Level 2 Learning You start by brainstorming the You start by identifying a clear pieces of data you might be business goal. Level 1 Reaction able to collect. You’re agile when it comes to You partners need structured, planning. detailed planning.
Step 1 – Gather your data. (cont.) What method do you want to use to pull the data from multiple sources ? The goal is to gather data to the Learning Record Store (LRS) Method 1: xAPI Easiest way, but all products with tracking output in the learning ecosystem must have xAPI connectors Method 2: Connectors Some applications, especially those outside of the learning sphere (HRIS) don’t support xAPI, but they do have their own product specific APIs. In this case you can use a connector, which is an application that sits between your data and your LRS Method 3: Performance Checklists Checklists are used for real time observations; manager, mentor, trainer or peer can observe learner completions and record performance against a set of criteria. Check out xapiapps Method 4: CSV Import Import data tables as comma separated variable files (CSV)
Step 2 – Check your data Use this step to start reviewing the data as well as quality assurance for Step 3. ASK Does the data seem reliable? • Were the xAPI queries scripted correctly? • Was the data recorded correctly before the transfer to LRS? • Is there an error in report configuration? • Learners are behaving in a way you didn’t expect? Why? • Measures and averages are being calculated slightly differently ? • DO Identify gaps. • Eliminate the junk. • Configure a few reports. Visualization will quickly highlight errors. (Tableau) • Make sure you are confident reports are accurate. •
Step 3 – Operationalize the data Look for some quick wins to gain internal • support Review existing operational reports then add • a sampling of new finding for improvement. o Make small improvements o Make reports clearer and easier to understand o Provide on-demand, up-to-date reports instead of monthly reports o Volunteer to drill down into the data instead of static charts o Allow stakeholders to quickly build their own reports and ask their own questions Report on additional, new metrics • Define benchmarks •
Now is time to start asking, “Why?” • Step 4 – Explore the Data. Explore the surprises. • Study the outliers. • Ask more questions. • Evaluate your programs. • Your learning design is mirrored by…………. How do people What solution is What do people Business need to perform needed for them need to learn to goals to achieve that? to learn that? perform? 4 2 3 1 Are people Are people Is the solution Was the goal performing as learning what they achieved? working? they need to? need to learn? ……….your evaluation metrics design
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