Learning Solutions in an All-Communicating Mobile World
Paul Landers, Ericsson: 10:30 am
Actively involved in learning services, now how does that get impacted by the proliferation of mobile devices?
all about us
Ericsson - communications is a basic human need. Some handset business (Sony/Ericsson - E owns 51% of Sony/Ericsson), mainly network business. Business units: Handsets, Networks, Mulitmedia, Global Services
Mobile communications today: 3 billion mobile subscriptions, 1 billion handsets sold per year, 1 billion Internet users, 280 million broadband connections
2007: $13.5 billion on digital music, send 1.9 billion video messages, receive 2.6 billion on-demand videos.
Talks abou the concept of a 'digial native' - mobile phone use, online social networking, myspace, youtube, emails, im, sms, video games, mobile internet
carriers moving to more 'all you can eat' mobile internet access models
active participation and user-generated content - ala youtube, as a driver
Mobile Learners
Digital natives versus digitial imigrants versus 'analog seniors'...
Voice versus Internet versus TV/Video - started with quality of service and network stability. Market now being driven by end users of operators, must listen to them, operators are being pushed by end users, how do we anticipate the end users needs before the operators ask us for it.
service providers moving beyond voice and data, 3G, IMS, wireless multimedia
Mobile Technology Advances
network operators must deal with interoperability, formats, content rights, flexible costs, location presence, and many more issues
handsets evolving
Learning Solutions in a mobile world
Learning solutions: what do the technicians, engineers, customer care, serivice and content providers, sales and distribution channels, end users need from learning solutions...
use end-to-end learning solutions based on competence and performance plan linked to telecom business and operational needs
cycle of:
analyze, build, deliver, evaluate, performance management, analyze...
Business Situation analysis: Business objectives, operational objectives, job performance objectives
Competence Gap Aanlysis: job performance objectives, learning objectives, desired reactions, learning activities
Satisfaction: learning activities, training reactions
Knowledge: learning effects
Application: job performance results
STS LMS as an overlay, includes finctions for:
Analyze: BSA, CGA
Build
Evaluate: Satisfaction, Understanding, Application
Key outcomes: customized, individualized development plans on a per-student basis based on competence gap analysis, Use pre-test and post-tests, immediately, one month and six months after training.
Integration of STS LMS platform into Ericsson mobile system
Learning solutions for ARPU growth
Mobile learning as a supplement to web-based e-learning and traditional methods
Showss example content for HSDPA Systems techniques, looking to target Java and Flash-lite, Java is more common. modeled as e-learning formatted for small screen. Uses both text and graphics.
Content development/format: nothing special done for mobile, use existing techniques and tools.
Hm. They are talking about downloading stand-alone Jave. Hm. It appears they really aren't doing integration per se, or at least in any live, direct to mobile sense.
Web 2.0, Corporate Portals and Learning
Don Duquette, GP: 11:45 am
Concept: Changing the center of the universe from the LMS to the learning portal, and using Web 2.0.
Web 2.0: weblogs, socal bookmarking, wikis, podcasts, RSS feeds and other forms of many-to-many publishing via social software.
Connectedness is changing the inside and outside of the business, market and employees. Web 2.0 can enable your best people to hyperlink themselves together, outside the org chart, helping them be more productive and innovative.
WSJ monday article - IBM use of wikis in their websphere product team, assists 'follow-the-sun' workflow model
Today: HR is separate, LMS may be separate, LCMS may be separate, still need to access the corp intranet, portal becomes another system to manage.
Learning portal: how do we provide a unified view of learning?
Portal becomes an integrating agent for learning regardless of source or mode/medium.
LMS plus Collaboration plus Collaborative Process is the new model
LMS (Organize and Manage): classify & organize, search & retrieve, versioning & library services
Collaborate: collaborate arond information in a business context
Collaborative Process: creating knowledge management
How do we get past the 'why not to do it' to 'let's do it'? Don't know, got to work the detailed objections
Use portlets to gather data via web services and inject into portal pages. Example portlets: content management system tools, streaming content objects, curent LMS enrollments, notifications, feedback.
Portal - give the person one place to go for everything they need to do what they need to do on a daily basis, add tools for things like communities of practice, knowledgebases, threaded discussions.
Instructor/Course developer: add tools for course development, content management, workflow, review, approvals, tasks
Manager: aggregate external data, such as databases, other web services
Summary:
Quickly and easily connect learners to the right context for learning - accelerate and increase performance
Better enable instructors, course developers and SME's by building a knowledge repository of best practices and knowledge over time
Maximize effectiveness through fosterinng collaboration and timely sharing of information
Portal is a mash-up concept, nothing much works off-the-shelf, everything is a customization and/or integration
Upgrading Docent to SumTotal TotalLMS 7.5: Achieving true blended learning
Jean-Pierre Bertels, Scania Academy 2 pm
LMS, LCMS, content and support: Docent 6.5 in 2003, now transitioning to TotalLMS 7.5, concluded they were not 'successful' with Docent, triggered the decision to upgrade. In this disucssion, TMS is LMS.
Highly diverse, worldwide markets. company background in slide handouts.
85% of training is technical training, product related, independent per country. No consistency, only delivering about three days of training per year, all instructor-led. Vison was to get to ten days od training per person, per year by 2010. Need to get there via e-elearning due to cost drivers. Implemented and went live in 2003. In 21 countries to date on Docent, varying levels of acceptance and rolll-out by country. Key drivers remained, including the implementation of a centralized training organization.
Efficiency through getting the right people into the right training at the right time, knowing the training needs and establishing training programs/plans by job category. Add efficiency through true blended learning.
Need 23 languages for full worldwide support in regard to content and the LMS.
Driver: end of support/development for 6.5, poor functionality for communications, registration, etc, see details in handouts.
Will TotalLMS offers better functionality, though it requires configuration, sometimes complex.
Aim for transition, centralization, standardization, common training process, certification programs from factory. Note that individual in-market training needs from the external dealer network are routed through the in-country company HR function.
Packaed e-learning prereqquisities are scheduled in groups, with follow-up by local training coordinator. Must pass e-learning before enrollment on instructor-led. Both instructor and student are evaluated after completion of instructor-led training.
21 countries on Docent, roll-out is tough because each country has their own barriers to acceptance of new version, or adoption of LMS at all if previous adoption didn't 'take',
Three categories of users, full, light and external. Only external uses e-commerce. Domains with 'light' users can be moved to the 'full' hierarchy as an 'upgrade'.
Use system with as few customizations as possible. Focus on end-user functionality. Come up with standardized configurations, settings and population of ????
Create an Implementation Toolkit - support for implementstion steps.
Job aids: Captivate generated 'single task' quick guides. Example, how to register for a course. Customized manuals based on configuration options used in this implementation.
Difficult to find content, decided to use the training calendar as the 'standard' view for student registration. Calendar contains links to register based on learning events, with pre-requisite links as well.
Maintenance: FTP celandar files to/from web server. Calendars are simple table-based HTML pages linkinng back to TotalLMS learning activities.
Lessons learned: lack of defined best practices (from STS), based on scenarios.
Problems with the registration process, especially with manager approval - missing functionality, some things can't be done by the manager, or require much backtracking to accomplish (decline approval, re-register, re-request approval, and so forth)..