| |9 December 2019HIGHERReviewAs with any transformation, digital is a key enabler in infusing lifelong learning into an enterpriseKey tenets of successful digitalization of enterprise learning include:1. Learn based on interest2. Right sized learning3. Anywhere learning4. Universal credentialingInterest - Based LearningEmployees keep themselves informed by learning from trust-ed online sources on the key developments in their field of interest. Learning isn't confined to Learning Management Systems. Employees learn from Wikis, through gamified simulations and on their mobile phones. Tin Can APIs (also called Experience APIs or xAPI) allow employees to learn using the medium of their choice and provide them learn-ing credits for activities outside the conventional Learning Management System. Digital learning ecosystems allow users to subscribe to channels aligned to their interests. Learning & Development team can curate trusted sources relevant to the enterprise from which content can be automatically fetched and pub-lished on a learning stream. By tapping into the best of the www resources and providing learning credits, employees can be nudged to learn continuously from the best sources with very little manual effort.Right-sized LearningOne of the scourges of online learning is an intimidating ar-ray of learning assets of varying sizes and complexity. Re-search has proven that users dis-engage when training videos are longer than 5-6 minutes. Digital content needs to be right-sized to ensure that the user can grasp a concept quickly, assess his understanding through a short quiz and acquire a micro-credential on the topic. By understanding the level of proficiency, learning style and Ebbinghaus forgetting curve such micro-assets can be targeted algorithmically to the learner so as to serve their ongoing learning needs. Anywhere LearningIt is typical of employees to have long commute hours or have periods of time when there is significantly less workload. By combining micro-assets of short workloads with push noti-fications delivered on a mobile device, users can be nudged into learning at every available opportunity. Push notifications timed based on user's preferred tim-ings of learning in the past, calendar availability can make a significant impact in making users complete their targeted learning mandates. Mobile learning can also leverage offline content storage to enable employees to learn when they have limited to no connectivity. Field-force employees can benefit significant-ly by learning solutions that work offline and publish prog-ress & performance data back to the cloud once connectivity is re-established.Universal CredentialingTraditional learning and development resulted in learning credits that are visible and valued only within the organi-zation. Increasingly employees seek to pursue learning from publicly accredited MOOCs or OEM partner certifi-cations. They want to improve their employability by post-ing their skill/certification credentials on social platforms like LinkedIn. By integrating external learning resources that are LTI (Learning Tools Interoperability) standards compliant, em-ployees can reap twin benefits of complying with their enter-prise mandate and fulfilling their overall skill development and career enhancement goals. This is a significant incentive for employees to constantly learn and advertise their accom-plishments in their digital social circles.
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