Taking e-Learning to the StreetsInnovation in Human Resources
Presented by:
E. Renee Brandon - MA, MBA, SPHRTraining ManagerCity of Columbus (Ohio)Department of Human ResourcesCitywide Training and Development
Center of Excellence (CTDCE)
What we will cover
Organizational BackgroundServing Internal and External CustomersThe ApplicationOur ApproachProject StatusLessons Learned & RecommendationsNext StepsQuestions and Answers
Who Are We?
Organizational Background
Who Are We?…The City
Eight-county region 28 cities and villages with 4,000+ populationMetropolitan area spans 4,000 square miles1.75 million people in the regionAnnual growth of 1.1% Second-fastest major metropolitan statistical area (MSA) growth in the Midwest Driving Ohio’s population growth26 colleges and universities Home to 14 Fortune 1,000 headquarters
Who Are We?…Local Government
Vision: To be the best city in the nation in which to live, work, and raise a family.
MissionPrinciples of ProgressGoals
EducationPeak Performance
Dept. of HR MissionCTDCE’s MissionCTDCE’s VisionCTDCE’s ValuesCTDCE’s Goals
Who Are We?…CTDCE
Executive Order #03-01Designates CTDCE as the initial and central point of contact for all training products and servicesBroker of training and schedules training activities for the CityService provider for the public
4 FTE (Manager/2 Coordinators/1 Office Assistant)HS and College Interns/AARP OTJ Trainees
City of Columbus Employees &The Enterprise Customer
Internal and External Customers
The Enterprise
General PublicCentral Ohio population – Columbus is the 16th largest city in the United States754,885 residents. CTDCE Enterprise customers may include any of these residents over the age of 18Individuals interested in personal and professional developmentDirect relationship with the local WDE entity & Grant recipient
The Employees
+/- 9,500 employees14 Departments143 Buildings (estimated)3 shiftsField and officeFrontline, management and elected/appointed officials
Let’s Be Innovative
The Application
The Problem
3 Problems = 1 Solution (sort of!)
Internal Customer - EmployeeDoing more with an increasingly reduced workforceLimited time to attend offsite training
External Customer – The PublicWorkforce Development Needs - Preparation for job/career attainment or upward mobility
The Solution
E-LearningRefresher CoursesCareer Development, Exploration and Preparation
The Solution continued
Refresher Training e-Learning TopicsSexual Harassment AwarenessWorkplace Violence PreventionDiversityHealth/Wellness/SafetyEthicsEmployee Work Rules and Policies
To increase annual refresher, compliance, and mandatory training completion rates to >75% via the implementation and utilization of e-Learning.To reduce documented infractions by at least 5% due to increasedawareness
The Solution continued
Career Exploration and Preparation e-Learning TopicsCareer DevelopmentResume WritingInterviewing SkillsMoving from a Job to a CareerBuilding Your Business Acumen
To assist in the personal and professional development of unemployed learning participants to the extent of minimally increasing confidence (intangible -goal of 100% success rate) and at maximum obtaining gainful employment (tangible - goal of 30% to 50% success rate) due to increased awareness and the implementation and utilization of e-Learning.
Adult Learning Principles &e-Learning Best Practices
Our Approach
Adult Learning Principles
Malcolm Knowles – Andragogy Benjamin Bloom – Bloom’s TaxonomySivasailam Thiagarajan – Experiential Learning TheoryAlbert Bandura – Social Learning TheoryCarl Rogers - Experiential Learning TheoryJerome Bruner – Constructivist TheoryRobert Mager – Criterion Referenced InstructionRobert Gagne - Conditions of Learning
e-Learning Best Practices
Meaningful skillsKeep Lean and LightEmotional EngagementConnected ConceptsElaborated ExamplesPragmatic PracticeRefined Reflection
Clark N. Quinn, Ph.D.
e-Learning Best Practices
Identify e-Learning needs in the broadest possible sense, including tracking, analytics, collaboration, and other important organizational constructs.Define what AICC or SCORM compliance means for your organization.Institute a formal process for collecting and documenting needs. Select learning that’s appropriate for delivery by e-Learning. Align e-Learning initiatives with current business issues. Use business metrics to help evaluate and validate e-Learning priorities.Involve the many stakeholders and internal constituencies to achieve buy-in.
e-Learning Best Practices
View platform decisions as long-term investments understanding the TOC (total cost of ownership). Emphasize the value-add elements of the platform to drive acceptance. Start with the minimum standard appropriate for the situation and work upwards based on requirements. Practice a bandwidth stingy; no plug-in approach unless the parameters of the initiative call for otherwise. In line with a no-plug-in philosophy, consider easier-to-use authoring tools that do not require a lot of programming knowledge and support rapid content development.
e-Learning Best Practices
Actively lead and manage the process. Practice strong process management techniques and document along the way. Partner with internal and external vendors. Develop a suitable skills base for e-Learning.Define a set of company standards regarding the look and feel of screen displays. Use a disciplined planning approach to design that includes paper prototyping, outlines and storyboards. Consequential interactions should happen within the “5 minute 3 screen” rule. Program developers should work in teams, never alone. Perform extensive user testing.
ADDIE – Analysis - F2F
The e-learning course curriculum has been designed following the A.D.D.I.E. instructional design methodology ensuring that each course has experienced due diligence in the following categories:
AnalysisDesignDevelopImplement and Evaluate
Are We There Yet?
Project Status
Status of Project
In Pilot Phase of projectStarting with HR Professionals and Executive leadershipWaiting for internal technology team to update LMS
Ooops!...Uh Oh!...I Didn’t Know
Lessons Learned and Recommendations
Ooops!
Software is a little “BUGGY” = some REWORK“I thought I saved it”Spent too much time in the Analysis Phase (F2F)
Uh-Oh!
Loss of 1 FTEEstablished service provider contacts changed unexpectedlySlow response time - internal & external technical support Unplanned competing priorities/non-value addsMetamorphosis of SME buy-inUpgrade of LMS
I Didn’t Know
The magnitude of the e-learning software capabilitiesAvailable resources
The Wins
Renewed ENERGY because of this Grant OpportunityGreen initiativeShortened training timeIncreased transfer of learningMore learner accountabilityIncreased ROIIncreased visibility of CTDCEVision attainmentConsistency of topic deliveryImproved record keepingREACH more learners
What’s Left and What’s Next?
Next Steps
What’s Left?
Launch via LMSEvaluation , Metrics and ROIWhite Papers and Best Practices – Internal/External
What’s Next?
Training Needs Assessment (internal/external)Identification of future e-Learning for internal and externalPartnering with external government agencies, universities, and non-profits
What Questions Do You Have?
Questions and Answers
Questions….Answers