Workplace performance support and
learning analytics are two of the most important topics in organizational
learning today and continue to attract considerable research, comment
and debate. Find out the latest from industry leaders, practitioners
and those involved with practical implementations of both performance
support learning measurement technologies.
Program
09:00 for 09:30 start, 18:00 Close
Informal Learning:
Reaching learners where it matters
Bob Mosher, Microsoft
Sustainable learning and support in 21C enterprises
Harm Weistra, Weistra
Consult
former Senior Learning Consultant
Atos KPMG
Informal Learning
Donald Clark, Epic
Informal, casual, instant, spot, embedded or workflow learning is arguably the most important form of adult learning, quantifiably more important than formal learning interventions (4:1). We all know that over a lifetime, most of what we learn is not within the context of a college, classroom or course. We develop daily through natural exploration, exposure and encounters with knowledge and people. It has even been described as learning that 'takes place at subconscious levels' Rusaw (1995).
But let's reflect on what we mean by informal learning. It excludes those planned, timetabled events where learning is formally planned and executed. It is usually free from the explicit apparatus of teaching. It is also often divorced from the institutions that deliver learning.
Donald Clark will look at some radical approaches to informal learning including:
- Drift towards real-time organisations
- Drift towards real-time learning
- Workflow learning
- Invisible learning
- Viral learning
One of the problems with informal learning is that it is difficult to pin down. It evades capture because it is a fluid process and is easier to define by what it is NOT, namely formal courses. However, the advantages are clear and technology is making it possible to rely more and more on this type of learning.
Learning activity has already blended or smeared out into e-learning and knowledge management. It will continue to smear and tail out into workflow, invisible and viral learning. Event-based learning will not disappear but time taken by learners to learn will be spread much more evenly across a range of formal and informal activities.
E-learning is already being delivered in smaller, simpler, more focused packages. It is fragmenting further through knowledge management, EPSS and workflow learning, where the task, not the course, drives the learning.
Further changes can be expected as the technology makes learning part of the task. Invisible learning will discard the traditional language and structure of formal learning in favour of newer techniques around capture, search, retrieval and sharing.
This is turn will lead to viral techniques accelerating learning through populations of learners. These viral techniques will be both psychological and physical.
All of this will require better, faster and cheaper technology but that is the easy part. What will be difficult is getting people to discard the old ways of thinking, to wean themselves off a culture of dependency on spoon-feeding methods of learning. We are moving so fast that discarding the past is now harder than creating the future.
A free White Paper on 'Informal Learning' will be available to all attendees.
Learning
to improve results
Kent Barnett, Knowledge Advisors
Learning Metrics to Improve Results
This interactive session is designed to help learning professionals understand how to measure and improve the impact of learning. The session will include the following:
The eight primary reasons organizations invest in learning.
Industry accepted methods to measure learning impact including Dr. Kirkpatrick's four levels of evaluation and Dr. Phillips' ROI Process.
Case studies on how leading organizations such as Microsoft, British Telecom, and Caterpillar measure training performance.
Review how Learning Analytics technology can be leveraged.
Explore industry standard key performance indicators associated with each of Kirkpatrick's four levels.
Review innovative ways leading organizations address and measure ROI.
Business cases on workplace learning and performance measurement:
- Effective workplace support and e-learning part I: Organon
How a leading pharmaceuticals organization supports critical
business procedures
In mid-2004, Development Potential was retained to assist Organon International Inc. with the set-up, adoption and implementation of best-practice business processes that would result in a market-focused, evidence-based and global approach to brand development and brand management.
Central to implementation was creating a shared "mental model" of these processes in order to build alignment across all functional disciplines within the Company. In order to support this business strategy, Development Potential selected the Learning Guide as the platform on which to build a management tool that clearly defines the processes and will be employed to help facilitate the global implementation. This presentation will share the key elements of the project.
Organon is the human health care business of Akzo Nobel, which creates and markets prescription medicines that are sold in over 100 countries.
Development Potential is an international consultancy that specializes in facilitating organizational development and opening pathways for growth.
David Brown, Development Potential
former Director Global Learning Centre, Organon
- Understanding Learning Needs and Dynamically Steering Learning
Programmes
This session explores ways in which we can take a more holistic approach to understanding an organization's learning needs and shows how we can adopt a dynamic means of steering subsequent learning initiatives for the benefit of the business.
Many organisations invest heavily in learning initiatives often with little tangible evidence that they are producing any lasting business benefit. We build programmes that divorce the acquisition of skills and knowledge from the working environment and fail to take sufficient account of the critical impact that context and culture have on the adoption of new business practices.
Our research suggests that only by adopting a wider business focus to needs assessment can we hope to produce learning programmes that bring about lasting changes in business practice and performance. Furthermore this more holistic approach to needs assessment can be used as the platform for, and driver of, a more holistic and dynamic evaluation mechanism; one that can move evaluation out of the sphere of justifying previous action and reposition it as a means of illuminating current decision-making.
This session proposes a needs assessment process that provides a richer picture of the learning environment and positions evaluation as the central governing function for learning programmes.
Brian Sutton, Director of Learning, QA
- Customised enterprise training solutions from Microsoft Learning
Ian Turner,
Microsoft Learning
Business Development Manager
- Where technology
adds value to productivity and performance for today's highly
mobile workforce
Your workers are increasingly mobile ... is your learning?
eLearning has been primarily focused on reaching
learners at their desks – but as we look
around, we notice that’s not where they are!
They’re away having conversations, meetings,
traveling to other offices, etc. Simultaneously,
constraints on their time is increasing yet the
classroom remains the focal point for significant
change initiatives and delivery approaches there
remain the same, ignoring faster and more effective
ways deliver performance.
It’s time to rethink how workers are supported
- especially as growing numbers of workers now
are very comfortable with and expect to use technology
that enables just-in-time, just-for-me and anytime,
anyplace learning. The question is not should mobile
learning be part of learning strategy but how.
Topics:
- Mobile drivers and trends
- Matching tools and approaches
to support various levels of performance
- Integrating mobile solutions into
your mix
- Mobile performance support examples
- Revisiting classroom and performance
support strategy
Ron Edwards, Ambient
Performance
former Director Global eLearning,
Unilever
Cocktails, networking and entry to the Museum 16:00
Structure
- Moving forward with organizational learning is a one-day
event with a single morning plenary breaking
into two tracks in the afternoon
- Sponsors booths will be located in the refreshment area,
for attendees to check out the latest EPSS and learning
analytics products.
Venue
Museum of London
The Museum of London Group represents a quarter of a million
years of history and over seven million modern Londoners. Moving
forward with organizational learning will run in the museum’s
purpose built conference facility designed to seat up to 270 participants
in a modern lecture theatre.
Time has been allocated at the end of the day for attendees to
visit the museum to view some of its fascinating themed galleries
and check out it’s famous reconstructed Roman water pump pictured
below. The Museum of London’s galleries include: London before
London; Roman London; Dark Age, Saxon and medieval London; Tudor
and early Stuart London; Late Stuart London; 18th-century London;
World City, 1789-1914.
Pricing
£395 per person, includes:
- Event attendance
- Refreshments and lunch
- Access to the event Web site to download presentations, articles
and submissions provided by presenters and sponsors
- Attendee list
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