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Utilising digital learning and recognition to enhance skills and productivity in the workplace March 2018 Chris Kirk, MD of Digitalme [email protected]
Utilising digital learning and recognition to enhance skills and productivity in the workplace
March 2018Chris Kirk, MD of Digitalme
Skills JobsIn a global economy, the ability to
compete depends on building
a skilled, competent and
confident workforce.
2
Digital
credentialing
services
Vocational
assessment and
accreditation
Leadership and
management
assessment and
accreditation
Elearning,
compliance training
and learning
technology
Training specialist
in engineering
and technology
Helping people, organisations and economies
to develop their skills for growth
Leadership
development, training
and executive
coaching
Skills credentialing Technical training Corporate learning
Our brands
4
Our Technology Investments
Data & AnalyticsRecruitment
Recruitment Digital credentialingLMS & Social Talent Simulations
Personalised Learning
Delivering skills solutions in thousands of employers to millions of employees
Why will Upskill & Reskill in the workplace be so critical
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Perfect storm of change changing how we think about skills and jobs in the 21st Century
Human cloudShare
economyAutomation AI
Machine learning
Migration Globalisation 3D printing
IoT DigitisationDigital social
footprint
The world of work will change forever from how we know it today, but we can control what that looks like…
Upskilling and reskilling has never been so important
1. Worldwide by 2030, 700m could be displaced in their current job unless they receive
upskills or reskill training
2. In the developed world there is insufficient pipeline of future talent with the skills
that will be required to fill that 700m gap (if we don’t retrain)
3. The World Economic Forum predicts that only 2% of workers are likely to have an
optimal chance of finding a rewarding new role without by 2030 without reskilling.
We can increase that to a 95% chance where there is proper targeted investment.
4. 4 generations of work will need to be upskilled at every level, with each generation
requiring quite different blend of learning and skills
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Technical
Skills
(occupation/ industry specific)
Working habits
(non-cognitive)
Transferable
Skills
(cognitive)
And the skills required will be different
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Woking Habits eg• Self-belief • Self-control • Perseverance • Resilience • Curiosity • Empathy • Creativity• Craftsmanship
Transferable skills eg• Communication• Time management• Self-management• Problem-solving• Giving and receiving feedback• Teamworking
Know it
Show it
Live it
Ensuring we impact workplace productivity
See every skillTime
WorkplaceProductivity
(end goal) Understanding
Competence in a skill
Will, working habits, transferable skills and technical competence
combined
Most training stops here and fails to deliver productivity gains
Stages of skills acquisition that drives productivity in the long term
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Beginner
Competent
Proficient
Expert
Into a job >> on the job >> into the next job
Dreyfus model of skills acquisition
An individual needs to know the criteria that makes up the jump between each stage. And getting objective recognition when achieved, in order to build confidence and for better decisions to be made on workforce deployment and talent management.
Remembering the first principles of how we learn
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Does your technology approach extend beyond
remembering and understanding?Bloom’s taxonomy revised
Creation & collaboration tools
Consumption
Scope of a traditional LMS and VLE
New technology & tools required
Technology beyond learning is critical
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Learning consumption
RecognitionAssessment
Technology has a role to play in all key components, not just learning. Yet almost all of the significant leaps forward in digital have focussed on the acquisition and testing of underpinning knowledge only.
Assessment and recognition must play a critical role throughout career development. Not just in formal education and training.
So what are employers and the corporate learning sector doing about it?
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The changing landscape of learning technology in the workplace
The focus for ‘mature’ employers:
• Changing mind-set and effort of employees to need for continual upskill and reskill
• Driving motivation and skills for self-development (Making pathways clearer and simpler)
• Equipping people with the skills to learn to learn
• Moving beyond the LMS and classroom, into integrated talent ecosystems
• Focus on the transferable skills and working habits that allow redeployment
• High prioritisation on leadership and management development
• Looking for innovative new ways to assess talent - peer assessment especially
• Recognise and communicate talent achievement differently credentials and badges
• Preparing people for portfolio careers (gig economy and workforce alumni)
Moving from L&D to more holistic talent management
Power to the learner – trends in 2017
Kineo asked: what are the biggest new trends in Employer L&D?
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
Personalised learning Social learning Mobile learning
Taking corporate learning innovations and applying to the skills sector
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Up close and personal
Personalised Learning is about:
• Clear learning objectives, linked to career goals
• Tailored content intelligent recommendations based on those goals
• Self development pathways
• Flexible technology options “where I want and when I want”
• Just-in-time (Searchable and servable)
• Resources not courses
So what can we learn from best practice
• Absolute clarity of purpose and measures of success for why (people have
limited time and time of the job = money)
• Personalisation and curation (so much free learning out there already)
• Best of breed services (ecosystem of tools, not an uber platform)
• Interoperability and integrations (single view of data and intelligent
decision making)
• Destination and seamless experience through fit for purpose technologies
• Pull not push to drive learner ownership and self-development
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Personalised learning and assessment
Get to Gatewayat your own pace, in your own space
Applying principles from corporate learning into Apprenticeships
Get to Gateway - at your own pace, in your own space
• Access on demand using nothing more
complex than a web browser
• Learners use their choice of device,
whenever and wherever they want to
access learning
• Assessors engage online, less time on
the road means more time coaching
• Management reports present accurate,
up-to-the-second data on progress and
funding
3/20/2018City & Guilds - Get to Gateway
Get to Gateway – Structure and Content
City & Guilds - Get to Gateway
Off-the-shelf learning and assessment content for selected
apprenticeship standard knowledge, skills and behaviours.
As well as generic apprenticeship induction material, the PIVOT
content store contains learning material for use across a growing range
of industry sectors.
Use our “out of the box” resources and activities mapped to standards
to deliver skills and behaviours.
3/20/2018
Get to Gateway – Measure and report 20% off the Job
3/20/2018City &Guilds - Get to Gateway
Reports can be
accessed by
employer, assessor
and administrators
on either individual
learners or groups
of learners
A learner, employer or
assessor could be asked to
acknowledge the entry
Learners and Assessors can easily create Contact Diary entries and record their
off the Job Training
Diary entries are date stamped and have the embedded electronic signature
of the person who recorded the entry
Documents and evidence can be uploaded as part of the entry if required
Smart Assistants (AI and chatbots)
http://learn.filtered.com/blog/productivity-skills-intelligent-learning-recommendations
Their patented AI:
• makes intelligent learning
recommendations
• serves almost 1 million users
• makes sense of any learning content
• Continually improves its recommendations
• Reduces training time by 30%
• Improves skills by 5% an hour
• Fully embeddable in existing LMS
• Is called magpie
HI, BENJAMIN
Assess
Personalised to
each apprentice
with up to six
hours of generic
content per
standard
Organised by
assessment skills
most relevant to the
apprentice and to the
standard
Tools to help your
apprentice calmly
approach EPA
Applying AI and Filtered in the ILM/City & Guilds EPA preparation tool
Useful and
relevant learning
resources
relevant to the
standard and
assessment
method
Apprentices can
gain confidence in
areas like interviews,
presentation skills,
writing and exam
revision
Introducing 21st century skills recognition through digital credentialing
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Digital credentials are the (clean) fuel for modern employment and career development decision making
Their modern linked-data structures can be mined, crawled and discovered
(AI and Machine Learning ready) in support of a earners’ life goals and to help business deploy skills to increase
productivity for economic growth.
ALL SKILLS IN A UNIVERSAL AND INTEROPERABLE DIGITAL FORMAT...
Job search Project Resourcing
Talent PlanningSkills Gap Analysis
Consumer / B2B Confidence
Contingent WorkforceManagement
…TO POWER SMART ‘BIG-DATA’ DRIVEN HR ENGINES
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So what is a digital credential?
Digital credentials are a highly-visual, data-rich and easy to share representation of someone's skills and achievements. Built on the
secure global Open Badge Standard, they can be issued from a variety of platforms. With one click, anyone viewing / validating them can see
all the issuer information, assessment criteria and evidence requirements that sits behind the credential.
Name
Description
Criteria
Evidence
Image\\\\\\
Issuer
Issue Date
Recipient
Tags
Expiry date
They are career credentials full of data and built for the
internet age…
City & Guilds CPD
City & Guilds CPD
Bringing safe, secure and trusted validity to all skills and achievements across the web
Digitalme.Credly platform allows organisations to issue credentials from their existing workflows, platforms and
websites- creating a seamless, fully-branded user experience
Achievement data can be bulk-uploaded or sent via Open Credit API
Reports show an organisation their issuing history and where the earner has shared their credentials and how
many times it has been viewed
ISSUING BRAND(Organization platforms, services and content)
EXTERNAL / SOCIAL (Social Media accounts owned by the earner)
LMS, Marketing Website,
Mobile Apps, MIS
The earner’s profile page makes it easy for them to share their credentials with
all their other social media accounts and embedding in their CV.
LinkedIn, Facebook, Twitter, Mozilla, Embedded, Shared Link
See every skill. See your people and business grow.
• Take control of defining the critical skills needed to stay ahead
• Advertise and promote your business and market priorities
• Create clear pathways to career success
Frame the skills you want to see
• Motivate and engage staff in their own self-development
• Democratise access to objective recognition
• Reward progression with CV worthy credentials
Empower self-development
• Make all skills visible to better understand your human capital
• Match skills to internal opportunities and client projects
• Make data-driven people decisions
Connect people to opportunities
• Communicate visible differentiation through your people
• Build trust and confidence with clients in your capabilities
• Attract future talent and retain your key people
Turn your talent into brand ambassadors
CV worthy credentials can power talent
strategies that can help you and your
clients to see every skill to
ensure you both stay ahead of the
competition through more
engaged, confident and
productive people.
How this work for an employer:
Across 4 key areas of opportunity for employers
Existing Talent
• Make the invisible, visible
• Deliver meritocracy
• Enable greater x-business collaboration
Future Talent
• Build brand awareness
• Nurture talent diversity
• Support educators / advisors
Contingent Talent
• Maintain quality through contractors / suppliers
• Seamless partnerships
• Support 3rd
Party Networks
Customer Talent
• Build customer/user capability, embed change
• Measure impact, prove client ROI
• Build loyalty and advocacy
Underpinning Skills
Policy & legislation
Trends and future skills
Industry Specialisms
Values & Behaviors
Professional Practice
Leadership & Management
Mastery
Where are credentials supporting the talent spectrum?
Workforce impact
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Employers developing global talent ecosystems
IBM Brand Advocates: External Partners, Clients and consumers
IBMers: Internal workforce development
SUPERIORSOLUTION
CUSTOMERLOYALTY
Skills deliver growth
IBM Started 2015 with exponential growth in the last 18 months
City & Guilds Group – Talent Recognition
Supporting launch and assessment
Organisations issuing digital credentials to boost professional development
Augmenting paper certification for qualifications
THEY ARE:
Visual
Universal
Safe & secure
Data-rich
Evidence based
Shareable
Verifiable
Trackable
Portable
Connected
Which accumulate to create a ‘bank account’ of verifiable skills
Allowing everyone to see each skill with greater trust
The City & Guilds Group is committed to issuing over 1.5m digital credentials a year alongside its paper certification for its full
qualifications by 2019.
ON-PROGRAMME KNOWLEDGE & SKILLS
BEHAVIOURS, MATHS & ENGLISH
END-POINT ASSESSMENT
Alongside painting a richer picture of every skill acquired along their formal learning programmes
Micro-credentials on an ILM level 5 L&M Apprenticeship
Enabling global skills mobility for occupational excellence
1
2
4
3
5
6
789
Career stepping stones and role progression now clearly mapped and understood by Chefs and employers. Worldchefs have developed the first ever trans-national credentials for the Culinary industry to help employers find talent anywhere across the
globe.
Workforce Workforce development
End point for traditional qualifications
Innovation of the Year Award (2017)Federation of Awarding Bodies
AICPA – Association of International Certified Professional Accountants (inc. CIMA)
“ Digital badges allow our members to showcase their abilities in a transparent, verified way to a far wider audience than would otherwise be possible ”
Clar Rosso, Vice President for Member Learning and Competency
Promote their offerings
Instantly verifiable
Build added value to members
Issue shareable credentials
600k+ members globally:
Save on print costs/effort
Close
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Professional development for L&D practitioners
Key takeaways
• Not just technical skills, must embrace transferable skills and working habits
• Use technology to think about collaboration and creation, not just consumption of
knowledge (Show it & Live it – not just know it)
• Explore utilisation of assessment and recognition technology not just learning
• How are you personalising the learning experience? It doesn’t require big budgets
• Mind the gap - Ensuring great user experience will be critical as expectations driven by
consumer technology leave the risk of disengagement on gen Z etc
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