Taking e-Learning to the StreetsInnovation in Human Resources

Presented by:E. Renee Brandon - MA, MBA, SPHRTraining ManagerCity of Columbus (Ohio)Department of Human ResourcesCitywide Training and Development

Center of Excellence (CTDCE)

What we will coverOrganizational BackgroundServing Internal and External CustomersThe ApplicationOur ApproachProject StatusLessons Learned & RecommendationsNext StepsQuestions and Answers

Who Are We?

Organizational Background

Who Are We?…The CityEight-county region 28 cities and villages with 4,000+ populationMetropolitan area spans 4,000 square miles1.75 million people in the regionAnnual growth of 1.1% Second-fastest major metropolitan statistical area (MSA) growth in the Midwest Driving Ohio’s population growth26 colleges and universities Home to 14 Fortune 1,000 headquarters

Who Are We?…Local Government

Vision: To be the best city in the nation in which to live, work, and raise a family.

MissionPrinciples of ProgressGoals

EducationPeak Performance

Dept. of HR MissionCTDCE’s MissionCTDCE’s VisionCTDCE’s ValuesCTDCE’s Goals

Who Are We?…CTDCEExecutive Order #03-01

Designates CTDCE as the initial and central point of contact for all training products and servicesBroker of training and schedules training activities for the CityService provider for the public

4 FTE (Manager/2 Coordinators/1 Office Assistant)HS and College Interns/AARP OTJ Trainees

City of Columbus Employees &The Enterprise Customer

Internal and External Customers

The EnterpriseGeneral PublicCentral Ohio population – Columbus is the 16th largest city in the United States754,885 residents. CTDCE Enterprise customers may include any of these residents over the age of 18Individuals interested in personal and professional developmentDirect relationship with the local WDE entity & Grant recipient

The Employees+/- 9,500 employees14 Departments143 Buildings (estimated)3 shiftsField and officeFrontline, management and elected/appointed officials

Let’s Be Innovative

The Application

The Problem3 Problems = 1 Solution (sort of!)

Internal Customer - EmployeeDoing more with an increasingly reduced workforceLimited time to attend offsite training

External Customer – The PublicWorkforce Development Needs - Preparation for job/career attainment or upward mobility

The SolutionE-Learning

Refresher CoursesCareer Development, Exploration and Preparation

The Solution continuedRefresher Training e-Learning Topics

Sexual Harassment AwarenessWorkplace Violence PreventionDiversityHealth/Wellness/SafetyEthicsEmployee Work Rules and Policies

To increase annual refresher, compliance, and mandatory training completion rates to >75% via the implementation and utilization of e-Learning.To reduce documented infractions by at least 5% due to increasedawareness

The Solution continuedCareer Exploration and Preparation e-Learning Topics

Career DevelopmentResume WritingInterviewing SkillsMoving from a Job to a CareerBuilding Your Business Acumen

To assist in the personal and professional development of unemployed learning participants to the extent of minimally increasing confidence (intangible -goal of 100% success rate) and at maximum obtaining gainful employment (tangible - goal of 30% to 50% success rate) due to increased awareness and the implementation and utilization of e-Learning.

Adult Learning Principles &e-Learning Best Practices

Our Approach

Adult Learning PrinciplesMalcolm Knowles – Andragogy Benjamin Bloom – Bloom’s TaxonomySivasailam Thiagarajan – Experiential Learning TheoryAlbert Bandura – Social Learning TheoryCarl Rogers - Experiential Learning TheoryJerome Bruner – Constructivist TheoryRobert Mager – Criterion Referenced InstructionRobert Gagne - Conditions of Learning

e-Learning Best PracticesMeaningful skillsKeep Lean and LightEmotional EngagementConnected ConceptsElaborated ExamplesPragmatic PracticeRefined Reflection

Clark N. Quinn, Ph.D.

e-Learning Best PracticesIdentify e-Learning needs in the broadest possible sense, including tracking, analytics, collaboration, and other important organizational constructs.Define what AICC or SCORM compliance means for your organization.Institute a formal process for collecting and documenting needs. Select learning that’s appropriate for delivery by e-Learning. Align e-Learning initiatives with current business issues. Use business metrics to help evaluate and validate e-Learning priorities.Involve the many stakeholders and internal constituencies to achieve buy-in.

e-Learning Best PracticesView platform decisions as long-term investments understanding the TOC (total cost of ownership). Emphasize the value-add elements of the platform to drive acceptance. Start with the minimum standard appropriate for the situation and work upwards based on requirements. Practice a bandwidth stingy; no plug-in approach unless the parameters of the initiative call for otherwise. In line with a no-plug-in philosophy, consider easier-to-use authoring tools that do not require a lot of programming knowledge and support rapid content development.

e-Learning Best PracticesActively lead and manage the process. Practice strong process management techniques and document along the way. Partner with internal and external vendors. Develop a suitable skills base for e-Learning.Define a set of company standards regarding the look and feel of screen displays. Use a disciplined planning approach to design that includes paper prototyping, outlines and storyboards. Consequential interactions should happen within the “5 minute 3 screen” rule. Program developers should work in teams, never alone. Perform extensive user testing.

ADDIE – Analysis - F2F The e-learning course curriculum has been designed following the A.D.D.I.E. instructional design methodology ensuring that each course has experienced due diligence in the following categories:

AnalysisDesignDevelopImplement and Evaluate

Are We There Yet?

Project Status

Status of ProjectIn Pilot Phase of projectStarting with HR Professionals and Executive leadershipWaiting for internal technology team to update LMS

Ooops!...Uh Oh!...I Didn’t Know

Lessons Learned and Recommendations

Ooops!Software is a little “BUGGY” = some REWORK“I thought I saved it”Spent too much time in the Analysis Phase (F2F)

Uh-Oh!Loss of 1 FTEEstablished service provider contacts changed unexpectedlySlow response time - internal & external technical support Unplanned competing priorities/non-value addsMetamorphosis of SME buy-inUpgrade of LMS

I Didn’t KnowThe magnitude of the e-learning software capabilitiesAvailable resources

The WinsRenewed ENERGY because of this Grant OpportunityGreen initiativeShortened training timeIncreased transfer of learningMore learner accountabilityIncreased ROIIncreased visibility of CTDCEVision attainmentConsistency of topic deliveryImproved record keepingREACH more learners

What’s Left and What’s Next?

Next Steps

What’s Left?Launch via LMSEvaluation , Metrics and ROIWhite Papers and Best Practices – Internal/External

What’s Next?Training Needs Assessment (internal/external)Identification of future e-Learning for internal and externalPartnering with external government agencies, universities, and non-profits

What Questions Do You Have?

Questions and Answers

Questions….Answers