Megatrends in MOOCs: #11 Alternative Credentials

Your Training Edge

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? 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?

Alternate Pedagogies and Experiences

Clark Quinn

This approach also provides the necessary structure to support adaptive systems, which can present different objects at different times. Problem-based. The approach I typically refer to as the problem-based approach (similar approaches are seen in case-based, project-based, and service learning) essentially puts the problem, an overarching practice, first.

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Supporting Gig Worker Performance

Litmos

In a previous SAP Litmos Blog article , it was mentioned that you could make training an option for less than stellar performance. One is to substitute performance support for training. As performance consulting tells us, not all problems should be solved by training. Some problems can come from a lack of clear communication of goals, or incentives misaligned with desired performance. Other problems can be lack of resources, or knowledge.

Supporting (Gig) Employee Performance

Litmos

In a previous SAP Litmos Blog article , it was mentioned that you could make training an option for less than stellar performance. One is to substitute performance support for training. As performance consulting tells us, not all problems should be solved by training. Some problems can come from a lack of clear communication of goals, or incentives misaligned with desired performance. Other problems can be lack of resources, or knowledge.

12 Ways to Get the Most Out of Your Authoring Tool

the latest Performance Management Maturity Model. Content New Value gomolearning.com @gomolearning A common problem for organizations who. are switching between devices, alternating between. problems for you further down the line. support a worldwide workforce.

Building Responsive Performance-Oriented Solutions

G-Cube

Instant learning solutions that address immediate needs to improve job performance. ? Reducing the need for longer costlier training and increasing speed to performance. The solution is developing performance-oriented solutions to deliver tacit knowledge. Here are some key points to consider when developing performance-oriented solutions: ? It’s short, focussed and solves one problem. That’s just how performance-oriented solutions should be designed.

Front-End Analysis: Improving Performance

Dashe & Thomson

As I am straddling the line between performance improvement and instructional design, I have been mulling over the use of Front-End Analysis and thinking about whether it would apply to the performance problems that we so often see associated with implementing ERP systems. Front-end analysis is actually part of the Human Performance Technology (HPT) model, which is a systematic approach to improving productivity and competence. The Human Performance Technology Model.

Performance Based eLearning

TalentLMS

If there is one thing that fails an eLearning course, it’s the capability to differentiate performance of its learners from pre-course to post-course. Measuring performance is an essential tool to determine if the eLearning course has been effective. How do you achieve a performance boost in your learners? Above all, how do you justify to your top level managers, that your eLearning course is a result of a gap analysis between strategic goals and current performance.?

Alternatives to Kirkpatrick

bozarthzone

Too, the linear causality implied within the taxonomy (for instance, the assumption that passing a test at level 2 will result in improved performance on the job at level 3) masks the reality of transfer of training efforts into measurable results. In the interest of fairness I would like to add that that Kirkpatrick himself has pointed out some of the problems with the taxonomy, and suggested that in seeking to apply it the training field has perhaps put the cart before the horse.

Training, Job Shock, and Performance

Actio Learning

There is higher than expected turnover at the end of critical training stages, such as on-boarding Managers complain that people aren’t prepared to do the work after completing training It takes too long to reach minimum performance expectations What causes Job Shock? Here are three examples that highlight the difference between enablers and performance. In each example below, successful performance is built on the integration of knowledge and skill in a real world context.

How to Optimize Top Team Performance

CLO Magazine

Subsequently, many people try to solve health, business, law and other nontechnology and non-psychology related problems with technology and psychological behavior tools. In addition to those challenges, administrative and social factors play a role such as lack of support from CEOs and senior leaders and lack of buy in from individuals. Target the issue with the right tools and choose alternatives if there are no quick fixes.

9 Definitive Blended Training Strategies to Coach and Mentor Your High-performance Employees

EI Design

There may be several high-performance employees in any organization, awaiting “discovery” and whose potential the company might not currently be tapping. With the ongoing COVID-instigated disconnect, the gulf between high performers and their advisors, supervisors, and managers has widened. One way to bridge that gap, between the discovery and utilization of talent, is to train high-performers through coaching and mentoring. Webinars for groups of high-performance employees.

Cultivating Constructive Devil’s Advocates

CLO Magazine

These naysayers can block innovation and spark defensive behavior on the part of those proposing innovative solutions to pressing problems. Effective devil’s advocates can stimulate constructive conflict and debate that helps teams generate more alternatives, surface hidden risks and make better decisions. The dissenters find support in one another, and in so doing avoid pressures to conform to the majority view. Leaders must encourage the generation of many alternatives.

Captivate popup manager with 508 accessibility support

Adobe Captivate

As an alternative, we have developed a JavaScript popup manger that simplifies the process of display, and state management given certain shape naming conventions. The popup manager performs the following: Show all elements that are associated with the popup. You can place this anywhere on the page, but it will be required to have such a shape to support our 508 accessibility needs (discussed below).

Employee Performance Management – Broken but can we Fix it?

Learning Cafe

A recent Harvard Business Review (HBR) article, “ Reinventing Performance Management ”, featured the revamp of the Performance Management system at Deloitte, which mentioned about getting rid of the annual performance reviews tools such as cascading objectives, once-a-year reviews, and 360-degree-feedback in favor of simpler and more frequent performance discussions. Indeed performance appraisals have been the butt of a lot of jokes in Dibert.

The State of Instructional Design

Tom Spiglanin

They may also include online social components, performance support options, Internet-based resources, internal proprietary content, video, learner-produced content, and much more. If only designing an optimal solution for the workplace were as simple as knowing every possible alternative for a given knowledge need or performance gap and then choosing the best blend of approaches.

Deeper eLearning Design: Part 2 – Practice Makes Perfect

Learnnovators

If you’ve gotten the right objective, with a clear statement of what the learner needs to be able to do, in what context, and what performance measure you’ll use to evaluate them, you’ve got the basis for creating the practice that will develop the learner’s abilities. The goal is to develop learners to the point where you can have confidence that they’re prepared to perform in the workplace in the ways they need to have an impact on organizational outcomes.

How to Exceed Customer Expectations During the Coronavirus Pandemic

KnowledgeCity

This includes always answering business calls and emails Listening to your customers shows them how much you care about their ideas and concerns When you receive complaints, show the customer that you value their input and are making an effort to rectify the problem Don’t make promises you can’t keep. Offer alternatives and trust them to make the choices that are right for them. Risks the Coronavirus Pandemic Poses to Your Customer Service Performance.

Awesome Quotes On The Evolving Nature Of Learning

Learnnovators

I didn’t see the regular schools doing the things I thought should be done. ” — Elon Musk (who built an alternative “un-school” without grades for his children). The problem is to remain an artist as we grow up. Traditional learning environments were built to support a world that no longer exists. The demand is for quick and short learning and performance support interventions that are made available (automatically!) QUOTE. “

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Deeper eLearning Design: Part 4 – Examples

Learnnovators

Note that examples are events: problems in a context that someone acts to solve, with outcomes. The focus should be on the problem, the concept chosen to solve (maybe even why/how chosen), and how it is applied. Make clear what the protagonist thought about the situation, the alternative actions that were considered, why the choice made, and evaluations of the outcomes of those actions. This is the fourth post in a series of six that covers Deeper eLearning.

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Cathy Moore – Crystal Balling with Learnnovators

Learnnovators

She’s a passionate advocate for improving business performance by respecting and deeply challenging people. She’s the creator of the action mapping model of training design used to improve performance by companies worldwide. In this context, what are some of the ‘instructional’ challenges that these changes have presented to support learners who are successful in managing or self-organizing their own learning (by finding ways to solve their learning problems)?

CATHY MOORE – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

She’s a passionate advocate for improving business performance by respecting and deeply challenging people. She’s the creator of the action mapping model of training design used to improve performance by companies worldwide. In this context, what are some of the ‘instructional’ challenges that these changes have presented to support learners who are successful in managing or self-organizing their own learning (by finding ways to solve their learning problems)?

DEEPER ELEARNING DESIGN: PART 2 – PRACTICE MAKES PERFECT

Learnnovators

If you’ve gotten the right objective, with a clear statement of what the learner needs to be able to do, in what context, and what performance measure you’ll use to evaluate them, you’ve got the basis for creating the practice that will develop the learner’s abilities. The goal is to develop learners to the point where you can have confidence that they’re prepared to perform in the workplace in the ways they need to have an impact on organizational outcomes.

How to Get Your Association to Support Staff’s Professional Development

WBT Systems

Associations have long been leaders in the lifelong learning business—which is why it’s so shocking to see how few associations support staff’s professional development, according to these survey results from Association Media & Publishing. If your association doesn’t support staff’s professional development, here’s a plan for convincing them otherwise. Be clear on the skills and knowledge you need to reach your performance goals and/or advance your career.

Workflow Learning: Clarity in a Name

CLO Magazine

For many learners, the early days of e-learning were a disappointment, not because it wasn’t an incredible alternative to the classroom, but because it didn’t live up to consumers’ expectations. Our first effort was “informal learning,” which carried a host of problems. To move to true workflow learning we need to add other support-oriented approaches. In the workflow, context is king, and it drives more of a support mentality than a training one.

THE 70:20:10 MODEL – TODAY, TOMORROW & BEYOND

Learnnovators

ABOUT CHARLES JENNINGS (Managing Director, Duntroon Associates): Charles Jennings is a leading thinker, practitioner and consultant in the areas of performance improvement, change management, and learning. From 2002 until the end of 2008, Charles was the Chief Learning Officer for Reuters and Thomson Reuters where he had responsibility for developing the global learning and performance strategy and leading the learning organisation for the firm’s 55,000 workforce.

Learning Campaigns: Driving Engagement and Performance Improvement – Part 1

Fort Hill Company

This will be a three-part blog series that will examine learning campaigns from three perspectives: 1) participant engagement; 2) performance improvement; and 3) social learning. The 70:20:10 approach fundamentally shifts the focus from course delivery to performance improvement. One strategy that supports the shift is to transform training programs into learning campaigns. Supporting Skill and Knowledge Transfer.

Choosing Mobile Learning Solutions Using Standards

JCA Solutions

With a wider variety of ways we could deliver learning experiences, combined with the desire to support and track performance, things had to change. That creates a problem for SCORM right there in that most eLearning content was made for the bigger displays of desktop and laptop computers. But that’s okay because most mobile browsers fully or almost fully support javascript. It could be performance support or a cheat sheet.

Cammy Beans Learning Visions: My Objection to Learning Objectives

Learning Visions

Thursday, December 20, 2007 My Objection to Learning Objectives After reading this post, you will be able to: Explain two of the reasons why Cammy Bean doesnt like learning objectives Explain your own view of learning objectives Develop an alternative approach to listing learning objectives in your next eLearning course Introduction I hate writing learning objectives. Have you experimented with alternatives to listing out learning objectives?

How to Meet the Demand for Better Government Performance Management

Avilar

It’s no secret that federal government has a troubling and long-standing reputation for low employee satisfaction, engagement and performance. The White House appears ready to discard outdated and restrictive systems in favor of performance management technologies and practices designed to improve “service to America through enhanced alignment and strategic management of the Federal workforce.”. There are many problems with this system.

How To Phrase Employee Evaluation Comments In Plain English

TalentLMS

Yet, a whopping 74% of employees feel uncertain about how their managers think they’re performing. But the biggest concern is that employee performance comments aren’t just reserved for line managers. In many companies, employees receive feedback from peers, senior managers, training managers, and even need to rate their own performance, in order to truly understand where their potential lies. You trust and support other team members to take ownership of their tasks.”.

Colorful Consulting: Lessons from Larry

Allison Rossett

He said it was no problem. It remains a problem. You wouldn’t hire an evaluation expert to build your performance support tools, would you? When I didn’t cotton to his first idea, which was to do nothing, he offered an alternative plan that held out hope for improvements. No such problem with Larry and the salon. Blog posting Analysis consulting performance performance consulting Today I learned about consulting from a surprising source.

Is Social Media Learning Hype or a Valuable Tool?

JCA Solutions

What if you could turn your social media problem into something positive? Alternatively, each person can contribute to an ongoing thread as it fits their schedule. A service like Pinterest would be an excellent way to post up performance support material like quick reference guides and short tutorials that can be grouped by topic. Many virtual world services exist that are more practical in nature; or at least offer a practical alternative to the fantasy worlds.

Unpacking some nuances

Clark Quinn

Jonassen’s work) has shown that we perform better working from problems that are concrete rather than abstract. Which is why those abstract problems kids are assigned in schools are so wrong !). We work better with concrete problems with facilitation to support abstraction and transfer. Otherwise we get ‘inert knowledge’, knowledge that we can pass a test on, but will never even activate in a relevant problem situation.

Cammy Beans Learning Visions: Do Instructional Design Degrees Get "Wasted"?

Learning Visions

ID student commented: My problem with the industry is that the degree in instructional design is required of management. In the most basic view, when youre in a training group, your job is to help resolve problems related to lack of skill or knowledge insofar as they detract from the organizations ability to achieve its results. Its generally helpful if the immediate manager understands the work that her team performs. Bob Mosher: Performance Support and Learning at th.