With the rapid changes around us, we, as educators, need to be flexible with the adaptation to new environments.
One of these changes is the skill set that is needed to survive in today’s world. Such skills are essential to every person in order to succeed either in life or in academia or in the job market.
These skills are needed due to the technology explosion, information overflow, and the fast growth of the information industry. Such as, research skills, evaluating skills and most importantly Lifelonglearning skills.
In that sense, we need to encourage, guide and support our students to find their way in the learning environment and help them to navigate through their learning journey in order to acquire the necessary skills, and to master the Lifelonglearning skills.
Our role as educators is changing so is the students’ role. The new learning theories support such changes as well as any new topic.
Encourage the students to seek skills, knowledge and experience on their own terms with your guidance and support.
building adn managing an E-learning infrastructure:
u need access
learning portals: provides gateways to learning resources.
LMS ; learning management systems: provides the functionality. it is essential for creating an environment where employees can plan, access, launch, and manage e-learning on their own. what can LMS do:
a common online course catalog
a common online registration system
an up-front competency
the ability to launch and track e-learning
management of learning materials
integrating KM resources
organizational readiness information
supporting collaborating and knowledge communities
however the system should have:
authoring tool neutral
Learning / knowledge objects: it is the smallest “chunck” of information that stand alone and still have a meaning to a learner. such as a video. the costs are lower, it enables real customization of learning, it enables e-learning solutions to be very quickly. ————————————————————————- the four C’s of success: culture, champions, communication and change: building a learning culture:
what do not work:give customers what they want / create and distribute a robust course catalog / thinkl of training as another product and sell it / make training free / build competency models…but do not actually use them / call yourself a “corporate university” / move everything to technology / mandate training
what works: make the coach or the direct manager accountable for learning / focus at the enterprise level / integrate laerning directly into work / design well and certify where appropriate / pay for knowledge / everone’s a teacher / get rid of the training noise / eliuminate teh abil;ity to pay as a gatekeeper / make sense as easy as possible
u need the senior managers to support it. the following are signs that senior are NOT serious: work is assigned to people already overloaded or who do not have a clue / support or directives are given without any money / during budget cutting activities, the e-learning budget is always cut first / they refuse to learn anything about e-learning / leaves it to the team to make all the decisions / refuses to tell his boss anything about it / does not assign any deliverables or accountability / believes that going to training is either a perk or a sign of a performnce problem / approves other learning strategies that undermine e-learning / suggests that employee use of the web at work is disruptive.
how to to engage executives: build a sound business case / use success stories / educate executives / coach executives / overcome prior perceptions / work the politics / ignore the disbelievers
leadership and communication: how to set up good communications:
KM is about creating communities where people can share what they know and other people can use this knowledge. it is not information posting only. it is a sharing and discussing place for people have something together like an organization. knowledge is more than what people know, it is what an organization knows.
type of KM:
explicit: that is found in documents and training. it is easy described.
tacit: it is a hard one such as the skills that a leader has. it is difficult to convey that is why sharing it would help other people.
explicit and tacit are related to each other, they even interact.
however, Km benefits:
learning: learn and apply information in new situations
vision and action: sees and reacts to the world around it
memory: storehouse for the collective intelligence of the firm
toolbox: access to performance support tolls and systems.
creativity: serves as a brainstorming forum
integration: brings the firm together
information creation, sharing and management
a tool or a system that helps you do a better and faster job with less cost and without having to learn directly. so the goal of it is to speed the individuals in their work with minimal support from people. such as: checklist, and electronic performance support tolls (EPST) that is delivered as stand alone software.
external support: most basic type of performance support: job aid, the oven documents, etc.
extrinsic support: the help that comes with softwares, or on line help. it requires that a worker would stop completely the work and focus on the info.
intrinsic support: adapts to user’s needs. such as the help resources and tool bars for Microsoft. user uses the help while working and in some it does the correction for him.
this book address the e-learning issues from an industry ankle. the author uses a lot of useful example from real life with real people.
in business: “it is a means to an end” for better: cost, productivity, income and so on.
in context of business: “it is the process by which people acquire new skills or knowledge for the purpose of enhancing their performance”. and again for less cost and better revenue.
Training: “to facilitating and improving performance”. but training is used when there is a need to shape the learning, to achieve a certain goal then the instruction is used. it can be used in different ways: in classroom, via the phone, or PC including lectures, case study, drill and practice, simulation, laboratories and small group work. training has the following 4 elements:
an intent to enhance performance in a a certain way.
a design that reflects that instructional strategy.
a more formalized easement
but when we have a situation of learning we need to be careful if it requires information or instruction. Instruction means training and information means knowledge management:
focus on specific learning outcome.
purpose defined by instructors
based on users’ needs and characters
sequenced for memory retention
contains presentation, feedback, practice, etc
focus on specific organization or content
purpose defined by users
based on the characteristics of targeted users and particular knowledge
sequenced for reference
centered on effective presentation
information: to be up-to-day
open culture: that employees share their knowledge
effective technology: not too cost and does the work.