When most people think of online learning, they think of courses offered through the Internet by a local college or university. Or, they think of a corporate LMS (Learning Management System) where employees go to take compliance training. A much newer form of online learning is offered through an Extended Enterprise, or Customer LMS. Extended enterprise learning is learning offered to those that are outside of the organization. In this case, a company has determined it would be beneficial to offer training externally, whether it be to their vendors, franchisees, an external sales force, customers or the general public. There are a number of reasons you may find this advantageous:
Most training professionals know about the 70-20-10 training model and that it has been an accepted industry standard for professional trainers since it was first proposed in the 1980’s. For those not familiar with this model it states that 70% of a person’s learning comes from hands-on experience, 20% from coaching and mentoring and 10% from formal classroom training. But how effective and relevant is this model now and how does it apply to training for the shop floor or production line employee? The answer is it’s very relevant.
“We have about 30% of our workforce retiring in the next five years!” my client said with panic in her voice. Her panic is well-grounded. In fact, it’s a cry that reflects a disturbing statistic: 10,000 people are retiring every day, and will continue to do so until 2019. And they’re taking their knowledge with them.
You may have noticed that the average age of the workforce has shifted dramatically recently. It’s getting younger. You may also have noticed that older generations of workers are also shifting: they’re aging out and retiring. Shift happens. Change is inevitable. It’s a part of life. It’s even necessary.
In our previous 3 blogs, we looked at how eLearning can be incorporated into our existing training structures. We focused on the ongoing success of Millennials at our organizations.
There’s a mindset that’s already in the workplace, thanks to us who are, well, older than the Millennials on our teams. We tend to separate work from play, training from entertainment, and tools from toys. Again, our Millennials are far more likely to integrate these seemingly disparate worlds. One of the reasons why eLearning is so vital to personal and professional growth is the blurring of the lines between work and play. It’s a lesson that all of us can learn. Perhaps one of the safest bits of advice for us non-Millennials is this: we gotta learn to lighten up.
What is Millennialish? Well, let’s be honest: we made that one up. But when we say “Millennialish,”, we mean more than just the language of Millennials. It’s a worldview — a mindset — of an entirely new generation that is now entering the workforce.
What if the information you needed was whispered in your ear, just when you needed it the most? Sound futuristic? Creepy? Maybe a little spooky? Or could it simply be technology? And what if we said that all that is already happening to people right now… and it’s happening because people are asking for it? Welcome to the world of location-based augmented learning.
I’ll bet that when you encounter the phrase ‘augmented learning’ you get a mental picture of a person, wearing a high tech set of goggles or a helmet, with an expression of opened-mouthed, rapt wonder on his/her face. Right? That’s augmented learning. Right? Well, I’m not sure that’s what augmented learning looks like today, and that’s what we’re exploring in this three part series.
e-Learning Trends 2015 No.3 What do a 6-year-old and and a 26-year-old have in common? Ask them whether they want to learn or play a game and you will know. Why is that? Games are more fun. If games are more fun than learning, why don’t we turn learning into games? e-Learning makes it possible! Learning is everywhere. We learn at work, at school, at home, when traveling etc., it is part of life. Learning is important, we need it for qualifications, being able to work, using the microwave, playing a game or the guitar and talking to people in other countries and languages. Like we have seen in our blog post last week, learning is the no.2 reason for employee happiness. I personally can relate to this, because I am a learner, I am curious by nature, I was the kid that always asked “Why?” (still am), yet there is a problem, LEARNING CAN BE SO BORING! So, I think it is time to rethink learning, it needs to be fun.