Over the course of the past year on this blog, I’ve described several ways MOOCs are already changing training and development. These digital learning environments and the technology-enabled learning tools that power them are making training more engaging, more relevant, and as a result, more effective. In particular, MOOCs have three main advantages over traditional instructor-led training:
- They allow training departments to easily unbundle content so that employees have access to the information they need when they need it.
- They help foster peer learning and the development of personal learning networks within, and even between, organizations.
- They allow organizations to track and mine training data on a large scale to improve training results, discover relationships between variables, customize training programs, and predict training effectiveness.
By Bryant Nielson, Managing Director On June 18, 2014 NO COMMENTS
We have finally come to the end of a long road. We have looked at how MOOCs can foster learning organizations, encourage lifelong learning, and be used in competency-based training. We have explored how gamification, mobile learning, and microlearning are changing ideas and practices surrounding corporate training. And we have seen how MOOCs are changing the role of the instructor and causing us to rethink the credentialing system.
Finally, in this last article in the “Megatrends in MOOCs” series, we’ll look at one of the most underestimated, but potentially most powerful, aspects of MOOCs—their role in building relationships: between companies and their current and prospective employees, companies and their customers, and even between business partners. It may see strange to say, but one of the largest impacts MOOCs have on training may not have anything to do with actual training at all.
The importance of relationships
Contrary to popular opinion, as we become more dependent on technology,
By Bryant Nielson, Managing Director On June 12, 2014 NO COMMENTS
The Millennial generation has posed one of the greatest challenges to the business world over the past few years. Millennials have different ideas from the generations that came before them about what jobs should be (i.e., places to learn and then move on), work-life balance (they believe balance is important), and the place of technology (they grew up with technology and much of their educational and social lives is already spent online). Millennials are changing how business is done, and in particular how workforce education is done. They are also the perfect audience for training MOOCs.
What do Millennials want?
What are Millennials? Digital natives who now make up more than one-third of the workforce. Tech-savvy self-directed learners. Young people who have spearheaded the rise of the share economy. Recent college grads who both expect and require extensive formal training to be successful in their jobs.
Their attitudes toward work and training are fundamentally different from those who came before, and it is essential that organizations both recognize and embrace these differences. As the Allen Communications website puts it:
“As learning professionals, we know we have to keep up with our audiences or be left behind. We also hear that Millennials
By Bryant Nielson, Managing Director On June 5, 2014 NO COMMENTS
New forms of education require new types of credentials. But what does it mean when job applicants put digital badges on their resumes or when an employee earns a verified certificate from a free online course? One of the biggest opportunities for MOOCs and other digital learning environments has been in the development of alternative credentials, which may turn out to be even better than traditional degrees at highlighting one’s knowledge and skills.
Why do we need alternative credentials?
As you are probably well aware, employers in general are becoming increasingly dissatisfied with traditional higher education. This stems from the fact that most business leaders don’t feel that recent graduates are adequately prepared for the workforce: in a recent Gallup survey, only 11% of business leaders strongly agreed that colleges and universities are doing a good job preparing students for work. Only 11%! Most companies want to hire degree holders, and indeed the number of jobs requiring a degree is expected to hit 60% by 2018, but hiring managers are becoming less and less certain about what those degrees actually mean.
To solve this problem, alternative credentials are being developed that are more closely tied to specific knowledge and demonstrable skills.
What alternative credentials are available?
There are basically two types of alternative credentials: non-degree credentials offered by degree-granting institutions (i.e., professional diplomas and certificates) and new credentials that are outside of the traditional higher education system altogether. This article focuses on the latter, as they are the types of credentials that are being developed in conjunction with MOOCs.