How do your employees feel about your organization’s current training program? Are they getting the training they need? Do they find that training valuable? Engaging? Relevant? Does it help them do their jobs better?
Corporate learners today need something different from their training than they did in the past. This article will focus on those needs and on how massive open online courses (MOOCs) can address them.
There are no two ways about it: today’s employees need more training—both more than they have ever needed before and more than they are currently getting. This need takes a variety of forms:
- More new-hire training. A recent Accenture survey revealed that while 80% of 2014 graduates expected formal training at their first job, fewer than half of 2012 and 2013 graduates actually received any training at all. Companies, especially those facing a skills gap, need to provide more training to help new hires be successful on the job.
- More regular training. With the pace of technological change, the half-life of skills is getting shorter. In many cases, knowledge and skills acquired five or 10 years ago are now obsolete. This is especially true in tech industries, where skills that were in hot demand even a few months ago may already be in need of an update. Annual or biannual training isn’t sufficient to keep up with the pace of change. As management consultant Mark Lukens wrote for Fast Company, the traditional once-a-year approach to training often focuses more on filling gaps and fixing weaknesses rather than on developing strengths. It also encourages complacency. Lukens suggests that organizations should “change goals as they become redundant or something better shows up, not just because it’s January.”
- More varied training. According to a new study by IBM, 80% of companies are now looking outside of their IT departments for ideas to bridge technical skills gaps. With boundaries between departments becoming blurrier, today’s employees need more well-rounded training options, including technical training outside of their areas of expertise and soft skills training to improve communication and collaboration.
- Innovation training. Innovation is the key to success in today’s competitive business landscape. Innovation expert Anthony Ferrier recommends training employees at all levels how to be innovative, not just to manage innovation. This training can result in benefits an improved bottom line and more empowered and engaged employees.
By Bryant Nielson, Managing Director On August 20, 2014 NO COMMENTS
For more than a year now, this blog has focused on massive open online courses (MOOCs). We’ve looked at what they are, the technologies that underlie them, and their place in organizational and employee learning and development. At this point, it feels like a good time to take a step back from the ROIs and the how-tos, and explore the top reason MOOCs are having such a huge impact on corporate training.
MOOCs are not just fancy new technologies to attract and retain Millennials. Nor are they just more efficient methods for companies to save time and money while also delivering high-quality training. Over the past few years, especially as the skills gaps continue to widen and digital technologies pervade every aspect of our personal and professional lives, some of the fundamental ideas that have defined training for decades are shifting. Training is not only moving from in-person to online, but from just-in-case to just-in-time and from knowledge transfer to performance support. MOOCs have become popular largely because their flexible format allows companies to deliver the type of training required in the increasingly ad-hoc, BYOD environment that is the modern workplace.
Training with a purpose
By Bryant Nielson, Managing Director On August 12, 2014 NO COMMENTS
Digital learning environments, like e-learning, online training, and massive open online courses (MOOCs), have without a doubt been the biggest influencers on corporate training practice over the past several years. According to recent statistics, 80% of organizations offer online training and companies that have adopted e-learning have realized significant benefits, including 60% reduction in training time.
But while traditional e-learning may offer improvements over instructor-led training, from a learner’s perspective, it still leaves much to be desired. As this Learn Dash infographic shows, e-learners become frustrated by many aspects of their courses, including:
- Finding lists of procedures and regulations tedious (76%)
- Getting bored with the courses (38%)
- Hating it when the pace is too fast or too slow (37%)
In the previous post, we explored how MOOCs can improve on instructor-led training and traditional e-learning in terms of saving organizations both time and money. But of course the ultimate goal of training is have your employees learn something, which requires keeping them engaged.
By Bryant Nielson, Managing Director On August 7, 2014 NO COMMENTS
Organizations are now spending more on corporate training than they have in more than seven years. According to Bersin by Deloitte’s 2014 Corporate Learning Factbook, U.S. companies increased their spending on corporate training by 15% in 2013. Training is now a $70 billion industry in the United States and a $130 billion industry worldwide.
This is surely a good sign for the economy, and for training professionals, but what does it mean for companies? Well, it doesn’t mean that all of these organizations are suddenly flush and have extra money to spend. Instead, organizations are facing serious skills gaps that are already threatening their bottom line and promising to have even more of an impact in the future. Employees require much more training than companies were previously providing, and it is taking a toll. So while businesses may have increased their L&D budgets by 15%, they are expecting a much greater increase in both the amount and the quality of the training provided.
Massive open online courses (MOOCs) allow organizations to deliver that increased and high-quality training their employees need without necessitating even larger increases in the training budget. In fact, compared to instructor-led training and even traditional e-learning, MOOCs can even confer cost savings. Here are five ways MOOCs can save your organization time and money.
By Bryant Nielson, Managing Director On July 24, 2014 NO COMMENTS
On this blog, we have looked at massive open online courses (MOOCs) from a variety of perspectives. We have explored what MOOCs are and what they can do, the many reasons corporate training departments are ripe for MOOC disruption, and how to use various technology-enabled learning tools to design and run a MOOC.
One issue we have not addressed, and which will be the focus of this next short series, is how to get the support—from executives, managers, and staff—necessary for a MOOC’s success.
Upper-level buy-in is important for all L&D initiatives, but perhaps even more so with MOOCs. Many of the advantages of using this training format, for example the development of personal learning networks, only come when a course is integrated both horizontally and vertically throughout an organization.
By Bryant Nielson, Managing Director On July 17, 2014 NO COMMENTS
So far in this series, we have looked at ways massive open online courses (MOOCs) have led educators and trainers to rethink how content is delivered and the role of social media in the corporate classroom. This article focuses on a topic that has historically been an albatross around the neck of training and development: assessment.
Assessment in corporate training is complicated by a couple of factors. First, there is a widespread misconception that exposure to information equals learning. The result has been an overabundance of objective testing methods that assess information recall but little else. This practice is probably responsible for the fact that employees retain only about 10 to 15 percent of what they learn in training sessions—information is easily forgotten; only when we apply that information does it become knowledge. The second complicating factor is even more troubling: many organizations don’t assess employee learning at all. In an interview with the Wall Street Journal last year, corporate training researcher Eduardo Salas noted that one of the biggest mistakes businesses make in training is failing to evaluate employee learning. If they do, he says, “they usually stop at the first level of evaluation—the reaction data. Companies think that if there is a positive reaction to the training, people will learn. But what we know is that the correlation is very week between reaction to training and actual learning.”
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.
By Bryant Nielson, Managing Director On May 21, 2014 NO COMMENTS
As digital learning environments, MOOCs are incredibly flexible—they can be used for fully online courses, in hybrid courses, as supplementary materials, and more. One of the offshoots of the growth of MOOCs has been an interest in “flipped classes,” which is commonly conceived as a reversal of in-class time and out-of-class time. For example, the typical formula for flipping a class is to assign video lectures as homework and use in-class time for collaborative activities including role play and problem-solving. Here, we’ll look briefly at how to use MOOCs to flip a corporate classroom in this way as well as explore a broader perspective on what it means to flip an online course.
Flipping class time
When people talk about “flipping” a classroom, what they are usually talking about is a way of integrating technology into
By Bryant Nielson, Managing Director On April 9, 2014 NO COMMENTS
Over the past several years, the educational requirements for jobs have been increasing. According to a study by Georgetown University, 63 percent of all jobs will require a bachelor’s degree by the year 2018. However, although students have been scrambling to get their degrees, employers are experiencing an unprecedented gap between the skills they need and the skills their employees have. In a survey conducted last year by Adecco, 92 percent of U.S. senior executives reported a workforce skills gap. The major areas of weakness were soft skills, technical skills, leadership, and computer skills, and these gaps are negatively impacting U.S. businesses, particularly in terms of their ability to obtain investment.
The problem can be traced to inadequacies in traditional education as well as a lack of sufficient workforce training. Nearly 60 percent of survey respondents reported that U.S. colleges and universities are not adequately preparing students for the workforce, and although 89 percent believe corporate apprenticeships or training programs could be a solution, more than 4 in 10 said that cost was a major impediment to developing in-house training programs.
The apparent disconnect between what students are learning in their degree programs and the skills that employers require has sparked interest in competency-based training programs, as well as digital learning environments like MOOCs that can greatly facilitate this training. Businesses need employees with skills, and they need them now.
By Bryant Nielson, Managing Director On March 27, 2014 NO COMMENTS
Massive open online courses (MOOCs) like the ones offered by Coursera, edX, and Udacity have been around for about two years now, and over the past year or so, I have written about how they have evolved and the impact they have had on corporate training. Now, after several ups and downs, MOOCs are starting to find their place, and it turns out that place is much larger than could have been anticipated: MOOCs aren’t just disrupting how training is delivered; they are changing how companies interact with their employees and others on a much grander scale.
As organizations continue to expand their use of new digital learning environments, we can identify some MOOC megatrends that are starting to shape up. I’ve touched on many of these trends before, but over the course of the next several weeks, we’ll look at each of these trends in turn, defining them, describing where we are in the process, and identifying challenges in their adoption. The goal for this series is to provide a complete picture of the place of MOOCs in training departments and in organizations as a whole.