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Analog Learner in a Digital World How mobile learning affects the future of training and development Presented By: Markita C. Riley
Intro to Mobile Device Use: Activity • Predicted in an ASTD study that by the end of 2011 50% of all phones purchased by Americans will be smartphones • According to ChetanSherma technology and strategy consulting, 70% of all Americans own smartphones as of fall 2012 • We are the microwave generation: Content has to be quick and convenient • An ASTD study reported that content in timely, contextualized chunks are more effective for learners: i.e., mobile device use
What is Mobile Learning? • Definition: Mobile learning allows organizations to bring together all of their learning services into a portal that employees can always have with them and access anytime through mobile delivery. • With each new technology introduced, natural shift from traditional software programs • Mobile learning becomes a product of the latest emerging trend along this technological and evolutionary timeline. • Mobile devices are a side dish to an entrée: It needs to work with traditional learning technologies but not necessarily by itself • However, the entrée doesn’t taste as good without a side dish • Organizational change is occurring more rapidly and the need to effect change requires them to stay ahead • Traditional methods need mobile devices to accomplish this • Static information vs. Interactive information
Sudden Link • St. Louis provider of digital television, telephone, and high speed Internet services • Used it in effort to go paperless • Nine-week instructor course where they allow the textbook for training to be available via mobile device • Technicians had ability to pull up instructional videos on site Ex: how to install a cable box • Company examined the costs, but saw the many benefits (efficiency and high quality products and services)
How do you think mobile learning can go really right or really wrong with mobile learning? • It’s at the beginning stages, so there is room to grow • Great place for augmented reality (gameifying the learning experience; helps with re-conceptualizing “learning” to be more attractive for users ) • Stanford University: Trial and error found that it may not be beneficial • People tend to steer away from using mobile devices and apps for learning (Young people vs. Adults: they are in different life stages and needs) • Technology constantly changes, learner especially adults may not adapt as quickly • Leadership may not be willing to explore these options • Have to account for these costs (financial, technical, cultural, and social) • Needs assessment and evaluation is VERY important (transfer of training) • These kinds of programs need to be specifically target needs of a learner • Recommended to evaluate program every six to twelve months to ensure it is working
Strategy on how to use it effectively • What should a company think about? • What are the actual needs of the company and employees? • Is mobile learning a feasible or productive delivery? • Does the learner hold the same expectations in cooperating and cultural practices with using mobile devices in the workplace? • Cost-benefit ratio: (User issues, policy issues, possible conflicting cultural issues within organization vs. efficiency, employee’s learning style and ability to accommodate training them through mobile learning, and productivity) • It’s all about the learner, the device, and the learner’s social aspect • Goes well with readiness of training • In strategically using mobile learning, it provides collaboration among learners, access to more information, and deeper contextualized learning
Recommendations for Practitioners • Try to remain agnostic • Approach it from a mobile web-based perspective when creating and executing mobile training • This allows companies less up front cost by providing mobile devices and a single platform because employees can use the mobile devices of their choice to access information on the mobile web • It’s not all about training! • There are more benefits to having it than training • It’s hard enough to convince leadership to invest in training especially with the statistics that 90% of new skills are lost after a year, so capitalize on those other benefits of learning such as increased efficiency and productivity • For once, it is really ok to wait and see what happens • The mobile market is constantly changing, take time to observe it…you don’t have to rush into using this form of delivery (Think Iphone) • Take small bites • You don’t have to deliver a 100% mobile program: Test smaller pilot programs • Leverage the things that make mobile unique • These devices have many features and different functions, i.e., camera, apps. GPS, microphone, etc.: Use them to market mobile learning function!