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Dave Egan
Co-Founder &
Vice President, Content Strategies
Yes, but …
“E-Learning is Important.”
Says who?
“By“As we e-learning
2005, transition from thethe
will be
“Organizations
industrial
most-used to the around
knowledge
corporate the
“eLearning…will
world
society, areeffective
application become
recognizing
on the use
Web.thean
of
benefitsthe
knowledge
indispensable
Further, ofisWeb
eLearning—cost
becoming
partwill one of
of become
business
the infrastructure.”
thesavings,
important
lifelong flexibility and
distinguishing
learning platform
increased
factors
for much ofproductivity.”
between leading
the world.”
-- Eduventures
companies and also-rans.”
----Gartner
Brandon-HallGroup
-- IDC
THINQ Agenda
Ostriches Eagles
Remedial Future-focused
Legal
Diversity,
Federal
Harassment, etc. Finance FDA, EPA, etc.
Health CFP, CFA
Safety NASD
HRCL, HCCA OSHA, ISO Series 6, 63 & 7
HIPAA
Why important?
Certification Compliance
Reporting Audits
E-learning as a cost-cutting measure
Online Efficiency
25 – 60% less time to convey the same amount of learning
Instant scalability – more employees trained in a shorter time,
anywhere
Course development more expensive … but delivery is substantially
cheaper
Faster Time to Market
Rapid deployment – get learning to employees, channels
Effective Hiring and Training of New Employees
Shorten the learning timeline
Pre-hire tool
Smarter Employees Adapt Better & Faster
Avoid lost opportunity costs
What is “E-learning?”
Elliott Masie:
“The use of technology to design,
deliver, select, administer, support
and extend learning"
E-learning saves time, travel costs
& on-the-job productivity
300%
Return On Investment
3
Average Payback =
15 Months
2
50%
1
Years
Aggregate Results from THINQ Installed Clients
ROI: Adding “E” to Learning
Customer Example:
AFTER:
Online training = $10 per learner
On-demand learning requires less than ½ time
of classroom
Long-term ROI:
9 critical parameters
Revenue Competitive
Enhancement advantage
(THINQ Client -- larges global technology client, recently engaged in a major merger)
E-Learning Kung Fu:
Aligning Operations & Training
$$ Inputs Outputs
$$
Operating Mgr Specific Targeted Performance Goals
$$ Performance
Consulting
ID Targeted
Programs
Ability to
People who are: Produce
• New Ongoing Baseline Programs
• Transferred
• Reassigned
• Certified Skilled Worker Production
• Recertified… Process P
E-Learning Kung Fu:
Aligning People & Training
Skills/Competencies Courses
Courses Deliver Skills
Job Required Skills
Course Delivery
Enrollments &
Transcripts/
Primary Job
Secondary Jobs
Job Roles Learners
Department level Align Learning with the BUSINESS
Line of business
Business Goals
1. Increase revenue of direct sales Learning Objectives
2. Decrease production waste Competencies 1. When and where recycled
… components can be utilized
-Right…Workers 2. Precise calculations of material
-Smarter Workers quantities
Metric & Period
-Efficiency/ …
Competition Current x
-Growth Own,
Target 2x Build,
-Innovation
-Achieve Goals Actual 1.5x Buy
-Profit
-Value Correlations
Curricula / Courses
INSERT 1. Product ABC Composition
Jobs
LEARNING SYSTEM 2. Precision Measuring using Digital
Weight Indicators
VALUE PROPOSITION …
HERE Resources
Behavior Modification
(Skill, Competence, Performance)
Extra-Enterprise
Enterprise
Department
Group
LMS
Interactivity
ONLINE - Asynchronous
ONLINE - Synchronous
PEER – TO - PEER
CLASSROOM
Books, Documents
Custom
“Bag ‘o Content”
Variety of Learning
Actions, Objects Off-The-Shelf
Disconnected Learning?
E-Learning Kung Fu:
Think BIG
• People-centric
• Strategic
• 21st-century
• Scales knowledge
• Fragmented
• Value-chain focus (&
outcome)
Agree on what’s important
Competency
Program Management Change
Strategy & Leadership
Design
LMS
Content Collaboration
Management
Content Knowledge
Collaboration
Management Mgmt.
Staff
Extra-Enterprise
Corporate Customer
Strategy & Program Distributors/
Key Strategy & LMS
Change suppliers
Leadership
Business Design
Partners
Objectives
Citizens /
constituents
Key
Not Happening
Partially Engaged
Fully Engaged Optimized Workforce (V)
Competency-driven (III)
Ad hoc (I)
A View of E-Learning Consolidation: Today
Program
Strategy & LMS Change
Design Leadership
(Services) (Services)
Program Learning
Strategy Management
& as
Design Human Capital
(Services) Development
Performance Optimization
Progress Report:
Key customers by stage
I II III IV V
HP
Boeing
CVS
Grant Thornton
Qwest
Winn-Dixie
USPS
Lockheed Martin
Thought leaders on LM3
William Dyas
President, Dyas Consulting
Former Branch Head, U.S. Department of Navy
Chief of Naval Education and Training
Thought leaders on LM3