LECTURE 17 Promoting learning opportunities through e - learning

PROMOTING LEARNING OPPORTUNITIES Through e-learning and Corporate University NNNNNN

LECTURE CONTRACT By the end of this lecture, you will be able to: Define e-learning Explain the reasons for e-learning Describe the process of developing effective e- learning State the advantages and disadvantages of e-learning Define corporate university Identify 3 categories of corporate university Describe the link between corporate university and SHRD

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THE TOP 10 ELEARNING STATISTICS AND FACTS FOR 2015 YOU NEED TO KNOW 1)The Global eLearning Industry Market. $107,000,000, infographic/

e-learning?

VIDEO VIDEO What is e-learning? raTzkg-uF0

DEFINING E-LEARNING …instructional content or learning experiences delivered or enabled by electronic technology. (Pantazis, 2002) Learning that is delivered, enabled or mediated by electronic technology, for the explicit purpose of training in organizations. It does not include stand alone technology based training, such as the use of CD Rom. (CIPC, 2002)

…Defining e-learning Include Web-based training, distance learning and virtual classrooms. 3 important characteristics: –Involve electronic networks. –Delivered using computer with Internet technology. –Focus on learning solution that go beyond traditional training (include the delivery of information and tools that improve performance).

THE TOP ELEARNING STATISTICS AND FACTS FOR 2015 YOU NEED TO KNOW 2) Top 10 growth rates by country

WHY e-learning? Justifying e-learning: Strategic reasons (Driscoll, 2002) HOW MANY REASONS ARE STATED?

Appropriate for worldwide audience of learners. 1) Develop global workforce This require faster dissemination of product information to sales/support staff. 2) Respond to shorter product development cycles e-learning use to develop foundation skills, freeing managers for more advance skills, coaching and mentoring. 3) Managing flat organizations

Use e-learning to acquire skills and knowledge at any time/place that suit them. 4) Adjusting to needs of employees Web-based technique provide convenient way of imparting knowledge to these people. 5) Enabling a workforce of contingent workers Access to distance learning qualifications up to degree level is regarded as a significant benefits by highly motivated employees. 6) Retaining valuable workers

No cost for travel, overnight accommodation and subsistence payments. 7) Reducing travel and related costs Learners can access programmes from their desk, homes or on the move at times that suit them. 8) Enabling learning any time/place Learners can access material just before they need to know the content. Can refresh learning any time. 9) Providing just-in- time learning

E-learning can make use of existing technology (corporate intranet, dial-in access and personal computers of staff). 10) Leveraging existing infrastructure E-learning is accessible from PCs and number of other systems. 11) Enabling delivery independent of a platform E-learning programmes can be linked to other systems, e.g. data base and HR records. Progress can be monitored automatically and recorded. 12) Providing tools for tracking and record keeping

PROCESS OF DEVELOPING EFFECTIVE e-learning

ProcessDescription Needs assessment Identify connection between online learning and business’s needs. Make sure employees have access to technology and technology support. Consult with IT expert on systems requirements. Identify specific training needs. Design/methodIncorporate learning principles. Design course for the available bandwidth. Consider blended instruction. Use games and simulations attractive to learners. Structure materials properly. Allows trainees to communicate and collaborate with each other and with trainer, experts or facilitators.

ProcessDescription Design/methodMake the program user-friendly. Keep instructional segment self-contained. Provide learners with control. Provide developer/producer with clear specifications. Provide writer and instructional designers with clear guidelines. EvaluationMake trainees and managers accountable for course completion and learning. Conduct formative evaluation (pilot test) before large-scale use of online learning.

EXAMPLE OF ONLINE LEARNING

e-learning ADVANTAGES AND DISADVANTAGES

AdvantagesDisadvantages High degree interaction between learner and materials. Understanding can be assessed before learners moves on. Feedback can be tailored to learner’s decisions. Topics can be assessed in an order that suits learner. Requires specific equipment. Access to computer is needed. High development time. Specialist expertise is required to design and write programme. Hardware may be expensive. Not good at conveying attitudes or behaviour.

AdvantagesDisadvantages Potential to adapt learning style to user’s need. Easy to update text and graphics. Ready means for testing. Standardized form of training. Attractive to many learners. Learners can use material at their own pace. Some learners have difficulties reading text from screen. Can be inappropriate as single medium for longer applications. Learner may unable to comprehend learning material. Learning process cannot be followed or modified by tutor following production.

AdvantagesDisadvantages Computer aided learning programmes are flexible regarding usage time. Possible to use different kinds of material. Learning programme may be unreliable. High level infrastructure and equipment needed.

EXAMPLES OF ONLINE LEARNING SYSTEMS & RESOURCES

CORPORATE UNIVERSITY

WHAT IS CORPORATE UNIVERSITY? Essentially the in-house training facilities that have sprung up because of frustration of businesses with quality and content of post secondary education on one hand, and need for life-long learning on the other. They have evolved at many organizations into strategic umbrellas for educating not only employees, but also customers and suppliers (Meister, 1998)

CORPORATE UNIVERSITY CATEGORIES 3 categories of corporate university by Walton (1999): –First-generation corporate university –Second-generation corporate university –Third-generation corporate university

FIRST-GENERATION CORPORATE UNIVERSITY Typical features: Narrow training, organization- specific training modules requiring classroom attendance, emphasis on acquisition of corporate values, focus on creation of world- class work-force. Emphasize on organizational culture and values. e.g. Disney University and McDonald’s Hamburger University.Hamburger University

SECOND-GENERATION CORPORATE UNIVERSITY Often originated from desire to embed learning from TQM initiatives. Gave significant attention to quality oriented training. e.g. Motorola University.

THIRD-GENERATION CORPORATE UNIVERSITY Reflect technology advancements and move to virtual campus model. e.g. British Aerospace Virtual University (Bae)

Source: Knowledge Management: Concepts and Best Practices By Professor Dr.-Ing. Kai Mertins, Peter Heisig & Jens Vorbeck, Springer (2001)

CORPORATE UNIVERSITY IN SOUTH EAST ASIA? PLN CORPORATE UNIVERSITY, JAKARTA PETRONAS LEADERSHIP CENTRE (PLC), SELANGOR tre/virtual_tour_reception.php

LINK BETWEEN CORPORATE UNIVERSITY AND SHRD Where do corporate university fits into overall SHRD?

‘The Step Model’ generated by students of London Guildhall University (1998) used to evaluate corporate universities on two dimensions: –The extent to which corporate universities contributed to strategic direction of organization. –The extent to which they demonstrated a strategic HRD approach - of embedding learning into organization’s processes.

Conclusion of the model: –Most of the universities analyzed, support overall strategic direction. –Differences were identified in term of learning philosophies and a mature approach to SHRD. –Seem that they (corporate universities) being influence by concept that people and learning processes are the only true source of competitive advantage. –Most corporate universities originated from TQM tradition.