taking e learning to the streets n.
Skip this Video
Loading SlideShow in 5 Seconds..
Taking e-Learning to the Streets PowerPoint Presentation
Download Presentation
Taking e-Learning to the Streets

Loading in 2 Seconds...

play fullscreen
1 / 35

Taking e-Learning to the Streets - PowerPoint PPT Presentation

  • Uploaded on

Taking e-Learning to the Streets. Innovation in Human Resources. Public Sector Style. Presented by:. E. Renee Brandon - MA, MBA, SPHR Training Manager City of Columbus (Ohio) Department of Human Resources Citywide Training and Development Center of Excellence (CTDCE). What we will cover.

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about 'Taking e-Learning to the Streets' - collin

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
taking e learning to the streets

Taking e-Learning to the Streets

Innovation in Human Resources

Public Sector Style

presented by
Presented by:

E. Renee Brandon - MA, MBA, SPHR

Training Manager

City of Columbus (Ohio)

Department of Human Resources

Citywide Training and Development Center of Excellence (CTDCE)

what we will cover
What we will cover
  • Organizational Background
  • Serving Internal and External Customers
  • The Application
  • Our Approach
  • Project Status
  • Lessons Learned & Recommendations
  • Next Steps
  • Questions and Answers
who are we

Who Are We?

Organizational Background

who are we the city
Who Are We?…The City
  • Eight-county region 
  • 28 cities and villages with 4,000+ population
  • Metropolitan area spans 4,000 square miles
  • 1.75 million people in the region
  • Annual growth of 1.1% 
  • Second-fastest major metropolitan statistical area (MSA) growth in the Midwest 
  • Driving Ohio’s population growth
  • 26 colleges and universities 
  • Home to 14 Fortune 1,000


who are we local government
Who Are We?…Local Government
  • Vision: To be the best city in the nation in which to live, work, and raise a family.
    • Mission
    • Principles of Progress
    • Goals
      • Education
      • Peak Performance
    • Dept. of HR Mission
    • CTDCE’s Mission
    • CTDCE’s Vision
    • CTDCE’s Values
    • CTDCE’s Goals
who are we ctdce
Who Are We?…CTDCE
  • Executive Order #03-01
    • Designates CTDCE as the initial and central point of contact for all training products and services
    • Broker of training and schedules training activities for the City
    • Service provider for the public
  • 4 FTE (Manager/2 Coordinators/1 Office Assistant)
  • HS and College Interns/AARP OTJ Trainees
the enterprise
The Enterprise
  • General Public
  • Central Ohio population – Columbus is the 16th largest city in the United States
  • 754,885 residents.
  • CTDCE Enterprise customers may include any of these residents over the age of 18
  • Individuals interested in personal and professional development
  • Direct relationship with the local WDE entity & Grant recipient
the employees
The Employees
  • +/- 9,500 employees
  • 14 Departments
  • 143 Buildings (estimated)
  • 3 shifts
  • Field and office
  • Frontline, management and elected/appointed officials
let s be innovative

Let’s Be Innovative

The Application

the problem
The Problem
  • 3 Problems = 1 Solution (sort of!) 
  • Internal Customer - Employee
    • Doing more with an increasingly reduced workforce
    • Limited time to attend offsite training
  • External Customer – The Public
    • Workforce Development Needs - Preparation for job/career attainment or upward mobility
the solution
The Solution
  • E-Learning
    • Refresher Courses
    • Career Development, Exploration and Preparation
the solution continued
The Solution continued
  • Refresher Training e-Learning Topics
    • Sexual Harassment Awareness
    • Workplace Violence Prevention
    • Diversity
    • Health/Wellness/Safety
    • Ethics
    • Employee 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 increased


the solution continued1
The Solution continued
  • Career Exploration and Preparation e-Learning Topics
    • Career Development
    • Resume Writing
    • Interviewing Skills
    • Moving from a Job to a Career
    • Building 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
Adult Learning Principles
  • Malcolm Knowles – Andragogy
  • Benjamin Bloom – Bloom’s Taxonomy
  • Sivasailam Thiagarajan – Experiential Learning Theory
  • Albert Bandura – Social Learning Theory
  • Carl Rogers - Experiential Learning Theory
  • Jerome Bruner – Constructivist Theory
  • Robert Mager – Criterion Referenced Instruction
  • Robert Gagne - Conditions of Learning
e learning best practices
e-Learning Best Practices
  • Meaningful skills
  • Keep Lean and Light
  • Emotional Engagement
  • Connected Concepts
  • Elaborated Examples
  • Pragmatic Practice
  • Refined Reflection
    • Clark N. Quinn, Ph.D.
e learning best practices1
e-Learning Best Practices
  • Identify 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 practices2
e-Learning Best Practices
  • View 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 practices3
e-Learning Best Practices
  • Actively 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
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:

  • Analysis
  • Design
  • Develop
  • Implement and
  • Evaluate
are we there yet

Are We There Yet?

Project Status

status of project
Status of Project
  • In Pilot Phase of project
  • Starting with HR Professionals and Executive leadership
  • Waiting for internal technology team to update LMS
ooops uh oh i didn t know

Ooops!...Uh Oh!...I Didn’t Know

Lessons Learned and Recommendations

  • 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 FTE
  • Established service provider contacts changed unexpectedly
  • Slow response time - internal & external technical support
  • Unplanned competing priorities/non-value adds
  • Metamorphosis of SME buy-in
  • Upgrade of LMS
i didn t know
I Didn’t Know
  • The magnitude of the e-learning software capabilities
  • Available resources
the wins
The Wins
  • Renewed ENERGY because of this Grant Opportunity
  • Green initiative
  • Shortened training time
  • Increased transfer of learning
  • More learner accountability
  • Increased ROI
  • Increased visibility of CTDCE
  • Vision attainment
  • Consistency of topic delivery
  • Improved record keeping
  • REACH more learners
what s left
What’s Left?
  • Launch via LMS
  • Evaluation , Metrics and ROI
  • White Papers and
  • Best Practices – Internal/External
what s next
What’s Next?
  • Training Needs Assessment (internal/external)
  • Identification of future e-Learning for internal and external
  • Partnering with external government agencies, universities, and non-profits
what questions do you have

What Questions Do You Have?

Questions and Answers