Getting started with elearning - SkillsoftGetting Started with eLearning SkillSoft Learning Growth Model ... A Case Study of Onboarding Sales Talent Evaluating eLearning Solutions

© 2015 Skillsoft Ireland Limited


Getting started with elearning

Eight questions to consider

Dorman Woodall, Solution Services Consultant

February 19, 2015


Our Guest Speaker Today

Dorman Woodall

Solution Services Consultant

Getting Started with eLearning

SkillSoft Learning Growth Model

The Eight Key Phases of Workplace Learning

Blended Learning Strategies

Skillsoft New Hire Training Program: A Case Study of Onboarding Sales Talent

Evaluating eLearning Solutions

Dorman has been in the learning industry for over 2

decades and is currently assisting our clients with their

learning strategies. Based on his extensive experience,

he has authored several white papers. His industry

papers include:


Getting Started with Elearning – White Paper

Learning has changed… a lot.

Elearning is no longer only for

just the large organizations

Skillsoft has also learned and

changed too

People need to be reminded of

the value of elearning

White paper is available on our commercial

website www.skillsoft.com

http://www.skillsoft.com/


ATD State of the Industry Report 2014

Good news. Since 2001…

Classroom usage is down by 20%

and still king.

Elearning usage is up by 300% and

now queen.

Elearning is no longer thought of as

new technology. It has proven to be

more efficient and just as effective

as traditional classroom delivery

The huge investment by large

organizations can now be leveraged

by smaller or medium enterprises.

“Nothing can stop an idea

whose time has come.”

Victor Hugo


Employee development is critical

Using e-learning to drive prerequisite course

work, we built a learning infrastructure on

the foundation of what people need across

our organization to do their job competently,

with a strong bias towards simulation and

experience based “learning by doing”

model. Johnni Beckel

Chief Human Resource Officer

Ohio Health

We have found on the few occasions when

we have “gamified” a training program that

we have much higher participation; this is

something were considering doing more

frequently in the future. Tracy Cote

Senior Vice President, Human Resources, Genesys


Sources: ASTD State of Industry Report 2014 & “The New Economics of People & Profits” McBassi & Company 2010

• Award-winning organizations invested an

average of $1,296 USD per employee

• BEST winners are recognized for their

efforts to nurture a learning culture and

fuel business results

• Human capital investments are smart

business decisions and positively

correlated to:

1. Stock performance

2. Profitability

3. Employee retention

$1,208

$1,296

$1,000

$1,050

$1,100

$1,150

$1,200

$1,250

$1,300

ConsolidatedBenchmarking

Forum

BEST AwardWinners

Average Investment Per Employee

7% more

According to ATD (formally ASTD), U.S. organizations spending

approximately $164.2 billion on employee learning in 2014.

The Best organizations invest more in people


The Eight Questions for You to Consider

#1 – What is elearning?

#2 – What benefits does elearning provide for my organization?

#3 – How does elearning reduce scrap learning?

#4 – How do I select the ‘right’ elearning content?

#5 – Should I buy or build elearning content?

#6 – What is blended learning?

#7 – Which topics should I address first?

#8 - How do I ensure the success of my elearning program?

Understanding the Value

Planning for Success


Question #1

What is elearning?



Definition: elearning

The term “elearning or technology-based learning” is

used to define a wide array of learning interventions

provided by technology, which can include:

Courses, videos, portals, live virtual classrooms,

certified chats, assessments, job aids, practice labs,

books, book summaries and audio books, articles,

recordings, presentations, blogs, social networking,

learning management systems and similar online

resources.


Good elearning is…

Rich – a collection of rich and varied learning resources

that support a multitude of job roles, and imperatives.

Ready – available anytime, anyplace and anywhere a

learner and web-linked device happens to be.

Everywhere – delivering content either synchronously

(same time) or asynchronously (different time).

Scalable – the size of your audience can range from a

single individual to a thousands of globally diverse

learners.

Flexible – works just as well in a formal as it does in an

informal or social setting… and this is where most learning

actually happens.


Question #2

What benefits does elearning provide

for my organization?

11



Primary Benefits of Elearning

Lowers Cost of Delivery - elearning does away with

the need for travel, allowing content to be easily shared

across any organizations, large or small.

Increases Retention – the retention of content

expands when elearning is blended into formal

programs with other methods. Studies have shown

elearning build greater retention in less time than

classroom delivery.

Transfers more learning into workplace –elearning

has a very high transfer to workplace productivity and

an extremely low scrap rate compared to training

delivered via traditional methods (classroom).


Wide range of elearning benefits Hard (Quantitative) Soft (Quantitative) Fuzzy (Difficult to measure)

Increases:

• Sales • Productivity • Global Capability

• Customer service • Agility & flexibility • Employee loyalty

• Quality • Content deployment • Scalable content

• Output • Availability • Market share

• On-boarding content • Recruitment & retention • Green technology

• OTJ transfer • Nurtures growth of

High Potentials

Reduces:

• Travel time & costs • Development cycles

• Employee turnover

• Lawsuits

• Time away from work

• Scrap learning rate


Question #3

How does elearning reduce scrap

learning?

14



“The elephant in the room”

The “elephant in the room” is scrap learning.

The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results, by Calhoun Wick and Roy Pollock

15

Scrap $85.9 billion

Lost Delivery

55% to 80%


Tip of the Iceberg Scrap learning is only

the tip of the iceberg

What is hidden is the cost of

lost performance which is

many times greater than the

cost of scrap learning …

and consists of the loss in

productivity, time, revenue,

and customers due to lack of

transfer of learning into the

workplace.

The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results, by Calhoun Wick and Roy Pollock 16


Which factors influence scrap learning?

Factor Organizations with high scrap Organizations with low scrap

Metrics Use “Smile Sheets” (Level 1) as their

primary measurement

Consistently use reaction, learning, &

behavior metrics (Levels 1, 2, & 3)

Delivery

Deliver excellent face-to-face &

virtual classrooms, but very little

blending is being done

Deliver blended learning that include

classrooms and a large mix of

modalities closer to the workplace

Prepare Provide little pre-class support for

learner by trainer or manager

Provide pre-class support for learner

by both trainer and manager

Support Have little or no post-class follow-on

support, assets or coaching

Routinely provide post-class follow-on

support, assets and coaching

Transfer

Believes only the manager controls

the learner’s transfer of skills into the

workplace

Work in a partnership the learner and

manager to support the transfer of

learning into the workplace

Reporting Unaware of their scrap learning rate

and/or not motivated to reduce it

Aware of their scrap learning rate and

make concerted efforts to reduce it

Value Rarely, reports business impact or

ROI to organizational leadership

Performs ROI studies routinely for

strategic programs (Levels 4 & 5)

17


60%

50%

40%

30%

20%

10%

0%

Elearning increases transfer of learning

• A majority (86%) of Skillsoft learners were able to apply what they

learned within 6 weeks of the training. Skillsoft’s scrap learning rate

was 14% - far below the norm of 55% to 80%.

I was able to apply my training within…

Employee Satisfaction

1 Week

50.2%

2-4 Weeks

24.8%

5-6 Weeks

11.3%

I haven’t applied

what I learned yet,

but plan to in the

future.

11.8%

I don’t expect to

use the

knowledge/skills

gained

1.9%

18

Source: “Moving the Needle: How Skillsoft Impacts Performance of Individuals and Organizations”


Question #4

How do I select the “right’ elearning

content?

19



Characteristics of “Right” content include:

Instructional content – well-designed content based on

adult learning principles and emphasizes problem solving,

critical thinking, learner initiative, self-management and

experiential learning.

Informational content – learning occurs informally, having

quick, searchable access to a wide range of informational

content wherever the learner is located is essential.

Quality of content – the content must teach and support

the transfer of skills into the workplace. Avoid page-turners,

poorly organized “shovelware” and never select content that

doesn’t teach or respect the adult learner.

Blend and reinforce content - blending is a combination of

formal, informal and social (collaborative) approaches or

modalities that improve the effectiveness and efficiency of

learning.


Enlist greater

manager support

Blend formal,

informal & social

Embed learning

into the workflow

Ensure quality

content

Reinforce

learning

Align

learning

Creating increased performance

21

Source: Guide to Reducing Scrap Learning

& Eight Phases of Workplace Learning


Question #5

Should I buy or build elearning

content?

22



Decisions, decisions, decisions

Buy or lease? – lowest cost option and better way to maintain the currency of your elearning content

Custom development? – more expensive, look for customization options before you develop using inside or outside resources

Build it yourself? – use rapid development tools and leverage your subject matter experts.

Half of all learning within any

organization is basically the same and

other half is unique to that industry or

the enterprise.

Same Unique


Question #6

What is blended learning?

24



Ebbinghaus Forgetting Curve

Elapsed Days Since Event

100

90

80

70

60

50

40

30

20

10

Immediate Recall

20 min

1 hour

9 hours

2 days 6 days

31 days

Without context, 50% is

forgotten in one hour

Source: Herman Ebbinghaus, Memory: Contribution

to Experimental Psychology, 1885/1913

Retention (%)

80% is forgotten

after 2 days 90% is forgotten

after 31 days

25


The 70–20–10 Rule

70%

Informal

10%

Formal

20%

Social

90% Non-formal learning

Source: Morgan McCall, Robert Eichinger and Michael Lombard

of the Center for Creative Leadership:

Where are most L&D

dollars being spent?

26

Mostly “Pull” Mostly “Push”


Segmenting the Blended Learning Process

Where is the Value versus Spend? - Much of the value of blended

learning comes from pre-work and follow-up segments, but most

organizations invest disproportionately in the event itself.

27

10% 85% Spent on the Event 5%

Source: Extending Reach and Ensuring Effectiveness of Leadership Development: The Role of Technology-Based Learning, April 2010

& The Promise of Phase 3 by Jack Zenger, Joe Folkman and Robert Sherwin, T+D Magazine, January 2005

Before

26%

During the Event

24%

Follow-up

50%

Value by Percentage

Spend by Percentage


Blending increases learner retention

Before, during and after a formal event - A true blended solution includes online

courses, online access to reference materials (books, white papers, job aids, etc.),

instructor-led training, mentoring by seasoned experts and other information

resources.

Before During After

Read a chapter

in a book

Complete

assigned

course

Exercises

using

simulations

View a video in

a manager’s

meeting

Meet with your

coach

Use job aid in

workplace

28


Eight Phases Blending Model

Mostly Formal Mostly Informal & Social

Preparation Instruction Validation Transfer of Learning

1-Prepare Me

Readiness Phase - Set expectations

- Obtain commitment

- Preparatory skills

2-Tell Me

Presentation Phase 5-Check Me

Assessment Phase

- Assess learning

- Reconfirm expectations

- Begin knowledge & skills

transfer into workplace

6-Support Me

Assistance Phase

3-Show Me

Demonstration Phase

7-Coach Me

Experience Phase

4-Let Me

Practice Phase

8-Connect Me

Collaboration Phase

Training checkpoint Mostly sequential Transfer checkpoint Mostly non-sequential


Question #7

Which topics should I address first?

30



Focus on Core Competencies

Management and leadership skills

General business and interpersonal skills

IT and desktop skills

Mandatory and compliance

Professional and industry certifications

Sales and customer Service

New employee orientation


Question #8

How do I ensure the success of my

elearning program?

32



Fundamental Building Blocks

33

• Demonstrate impact

against the value

objectives

• Outcomes are

optimized through the

quality of engagement,

alignment and adoption

efforts

Value Engagement

• Value objectives

defined upfront with

stakeholder buy-in

• Annual success criteria

is defined in order to

deliver progress toward

the value objectives

Engagement

• Learning solutions

aligned to enable value

objectives

• Context is key (right

people, right content,

right time)

Alignment

• Marketing of how

learner performance

expectations contribute

to organizational value

objectives

• Accessibility and

visibility are vital

Adoption

Learning Culture


Thanks for Joining us today!

Visit the Skillsoft Web Events Page on www.skillsoft.com

©2013 SkillSoft Limited

Dorman Woodall – Director of Skillsoft Learning

http://www.skillsoft.com/

Documents

Getting started with elearning - SkillsoftGetting Started with eLearning SkillSoft Learning Growth Model ... A Case Study of Onboarding Sales Talent Evaluating eLearning Solutions