Monday
Jun122006
393 - Wearable Content, Impact Objectives and Wage Cost of Learning
June 12, 2006
Learning TRENDS by Elliott Masie - June 12, 2006.
#393 - Updates on Learning, Business & Technology.
52,487 Readers - http://www.masie.com - The MASIE Center.
Learning 2006 - Early Registration Now Open - www.learning2006.com.
Learnings From the Field:
1. Wearable Content.
2. Impact Objectives.
3. Wage Cost of Learning.
4. Raw Content.
5. Document Management for Compliance.
6. Learning 2006 Additions.
Note: I have been on a 3 month tour around the U.S., meeting with our Learning CONSORTIUM Members, including Apple, Wal-Mart, Disney, GM, CNN and more. Here are some "observations and tidbits" from the field as we have met with over 600 learning colleagues:
1. Wearable Content: Apple has created a great, low-tech tool for their sales staff in the field. Imagine a D ring that fits around your belt with a dozen of small plastic cards filled with product and process content.
2. Impact Objectives: A number of our CONSORTIUM members have started to use our model of adding Impact Objectives to every course. In addition to instructional objectives that focus on what the learner can do, the Impact Objectives target the effect on a business process or outcome. For example, the impact objective for a course on scheduling staff might be a 5% reduction in overtime. Usually, the metrics for an Impact Objective have to be gathered by the business unit, some time after the learning event, and often on a sampling basis for all learners in a given course.
3. Wage Cost of Learning: This is a measure used by Home Depot and others to place the cost of development into perspective. How much will an organization spend for all employees taking a mandated module or suggested course? When one loads up the total "Learning Wages", it often puts into perspective the costs of development, design and delivery.
4. Raw Content: As much as learners want context with their content, they sometimes just want the raw content. In some situations, learners want the original content without reformatting or style. For example, look at the field notes from a service rep, straight from their logs, rather than what's "designed" by the learning department. In fact, if you can provide the learners with access to many items of "raw content", this can give them the ability to design their own pathway to understanding.
5. Document Management for Compliance: Companies are turning to newer Document Management systems that will track electronic signatures when workers access compliance mandated content. If we can leverage more of our Document Management for pure procedure-based compliance oriented changes, it will save significant design and delivery resources.
6. Learning 2006 Additions: We are adding content on a daily basis for our Learning 2006 event to be held in Orlando, Nov 5-8th:
* Nigel Paine, Head of People Development - BBC - New Keynoter.
* CLO Fantasy Camp: Peter Jones, one of our closest colleagues, will be building a Chief Learning Officer Fantasy Camp where you can step into the shoes of a CLO and face senior CFOs and CEOs for feedback and ratings.
* Great Debates: Knock-down debates on topics like:
- Is Instructional Design Dead (or Relevant in Rapid Development)?
- Outsourcing: Good or Evil?
- ROI: Real or Imaginary Numbers?
* Studios: We are building Studio Sessions such as:
- PodCasting for Learning Studio.
- Performance Support Design Studio.
- Blended Learning Studio.
- Impact of Learning on the Business Workout Studio.
* Learning in a "Flatter World": This is our top level theme for Learning 2006. How do we create and deliver high impact learning that is shorter, faster, changing formats and global in nature?
Save hundreds of dollars by using our Early Registration discount (valid until July 1st). Hundreds of your colleagues have already registered.
Information and registration at http://www.learning2006.com
#393 - Updates on Learning, Business & Technology.
52,487 Readers - http://www.masie.com - The MASIE Center.
Learning 2006 - Early Registration Now Open - www.learning2006.com.
Learnings From the Field:
1. Wearable Content.
2. Impact Objectives.
3. Wage Cost of Learning.
4. Raw Content.
5. Document Management for Compliance.
6. Learning 2006 Additions.
Note: I have been on a 3 month tour around the U.S., meeting with our Learning CONSORTIUM Members, including Apple, Wal-Mart, Disney, GM, CNN and more. Here are some "observations and tidbits" from the field as we have met with over 600 learning colleagues:
1. Wearable Content: Apple has created a great, low-tech tool for their sales staff in the field. Imagine a D ring that fits around your belt with a dozen of small plastic cards filled with product and process content.
2. Impact Objectives: A number of our CONSORTIUM members have started to use our model of adding Impact Objectives to every course. In addition to instructional objectives that focus on what the learner can do, the Impact Objectives target the effect on a business process or outcome. For example, the impact objective for a course on scheduling staff might be a 5% reduction in overtime. Usually, the metrics for an Impact Objective have to be gathered by the business unit, some time after the learning event, and often on a sampling basis for all learners in a given course.
3. Wage Cost of Learning: This is a measure used by Home Depot and others to place the cost of development into perspective. How much will an organization spend for all employees taking a mandated module or suggested course? When one loads up the total "Learning Wages", it often puts into perspective the costs of development, design and delivery.
4. Raw Content: As much as learners want context with their content, they sometimes just want the raw content. In some situations, learners want the original content without reformatting or style. For example, look at the field notes from a service rep, straight from their logs, rather than what's "designed" by the learning department. In fact, if you can provide the learners with access to many items of "raw content", this can give them the ability to design their own pathway to understanding.
5. Document Management for Compliance: Companies are turning to newer Document Management systems that will track electronic signatures when workers access compliance mandated content. If we can leverage more of our Document Management for pure procedure-based compliance oriented changes, it will save significant design and delivery resources.
6. Learning 2006 Additions: We are adding content on a daily basis for our Learning 2006 event to be held in Orlando, Nov 5-8th:
* Nigel Paine, Head of People Development - BBC - New Keynoter.
* CLO Fantasy Camp: Peter Jones, one of our closest colleagues, will be building a Chief Learning Officer Fantasy Camp where you can step into the shoes of a CLO and face senior CFOs and CEOs for feedback and ratings.
* Great Debates: Knock-down debates on topics like:
- Is Instructional Design Dead (or Relevant in Rapid Development)?
- Outsourcing: Good or Evil?
- ROI: Real or Imaginary Numbers?
* Studios: We are building Studio Sessions such as:
- PodCasting for Learning Studio.
- Performance Support Design Studio.
- Blended Learning Studio.
- Impact of Learning on the Business Workout Studio.
* Learning in a "Flatter World": This is our top level theme for Learning 2006. How do we create and deliver high impact learning that is shorter, faster, changing formats and global in nature?
Save hundreds of dollars by using our Early Registration discount (valid until July 1st). Hundreds of your colleagues have already registered.
Information and registration at http://www.learning2006.com
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