THE ONLINE LEARNING REVOLUTION
OPEN ONLINE COURSES CAN BE VALUABLE ADDITIONS T0 WORKPLACE LEARNING, SAYS SUNDER RAMACHANDRAN
Massive
Open Online Courses (MOOCs) have revolutionised the world of education and most
learning and development professionals have started taking note of it.While
there is in-principle acceptance of MOOCs as an important tool for professional
development and executive education, there is a lack of clarity on how it can
be integrated into workplace learning in India.
The
Indian education system traditionally has been content-rich but
interaction-poor; so, careful orchestration is required for an employee to
adapt to this new way of learning needs. Here are some recommendations to
integrate MOOCs within your organisation:
1. UP-SKILL YOUR TRAINING / L&D TEAM
Any
new platform or way of working needs evangelism. L&D personnel should champion
this at the workplace. It becomes critical that they are up-to-speed on the
latest in the world of MOOCs, emerging methodologies and challenges. It makes
sense for the L&D folks to complete a couple of MOOCs before they start
propagating it within their organisations. There are a few websites that are
great for curated resources on MOOCs, reviews, case studies, etc.
2. CREATE AWARENESS
This
is a big next step and would probably consume most of your time. It’s important
that employees are educated on MOOCs and their benefits.You can start by
creating a short 30-minute starter module. During this session, get your
employees to experience learning sites to gain first-hand knowledge. While
there are several MOOC websites, limit your campaign to about two or three
sites as too many resources at the start could overwhelm employees. It’s best
to allow them to get started and let employees figure out more platforms as
they progress.
3. ASK LEADERS TO ENDORSE IT
Treat
the MOOC integration campaign as any other serious learning solution. Every
L&D professional knows that leadership endorsement can be a make or break
factor. Get your leaders to talk about MOOCs and encourage employees to
participate and adopt it. Ask your CEO to share their views on MOOCs in R&R
forums and monthly events. It makes a big difference when your CEO says,“Go try
this and it will blow your mind.”If you have an enterprise social network, you
can ask employees to share what courses they are taking.
4. CURATE AND RECOMMEND COURSES
It’s
important to be a bit directional at the start of the campaign as employees are
still figuring out the MOOC mechanics. Research courses and make
recommendations to all employee groups. As adoption levels increase, this can
and should get totally crowdsourced with time. Think of an ideal state as one
where your enterprise social network becomes an indispensable part of learning.
One employee asks recommendations for learning a particular skill/knowledge
module and another employee recommends.This takes time and continuous effort;
so the L&D team must be prepared to play this in the long haul.
5. PUSH VIA LMS AND BLEND
This
is something you can consider if tracking and reporting are key expectations.
Employees can be scheduled for MOOCs via the Learning Management System (LMS)
and then self-report post completion.You could also consider a MOOC with some
offline interaction to increase adoption and arrest dropout rates.
6. INCORPORATE MOOCs AS A PART OF THE
CONTINUING EDUCATION POLICY
Most
signature tracks on sites cost anywhere between $39 - $49.This may not be a
huge investment but telling employees that even this will get reimbursed is
‘putting your money where your mouth is’.This is also a great way of
demonstrating an organisation’s commitment to continuing education beyond the
stipulated AICTE-approved courses that most Indian organisations limit
employees to.
7. CREATE A
R&R FRAMEWORK FOR SUCCESSFUL MOOC COMPLETION
All
L&D professionals know that ‘what gets rewarded gets repeated’. It’s a good investment to start rewarding employees who have
successfully completed signature tracks on MOOCs. Get your top leaders to hand
them certificates and a ‘thank you’card at the reward forums.What you are
rewarding is learning agility and a commitment to lifelong learning. These are
skills that all organisations will pay a premium for.
It’s
important to remember that integrating any new learning solution is less of a
technology but more of a culture/behaviour issue.You can always buy the
technology but behaviours and cultures need to be built.
- The author is senior manager –
training,Jardine Lloyd Thompson India
Source
| Times of India – Ascent | 20 November 2013