Conference 2009
| |< | < | 1 | 2 | 3 | 4 | 5 | > | >| |
| Managing content for great learning impact | |||||||||||||
|
Lt Cdr Paul Pine, Type 45 Training Unit, Royal Navy | ||||||||||||
 Like many organisations, the Royal Navy has increasingly sophisticated systems that require increasingly skilled operators and maintainers. To meet these new needs, when setting up training for the new Type 45 Destroyer, the T45 Training Unit lead by Lt Cdr Pine completely overhauled existing training delivery ideas, opting to focus on synthetic training using a LCMS. The result: training materials that could be used where needed - whether in the classroom or onboard ship, and when required. In this presentation, Lt Cdr Pine covers: - Working collaboratively on learning design - Shifting to a student-centred approach - Increasing the rate of learning materials production - Re-using materials - Reducing the costs of training |
|||||||||||||
| Getting social with web 2.0 | |||||||||||||
|
Barry Sampson, Consultant, Web Based Thinking | ||||||||||||
|
We're frequently told that we should be adopting web 2.0 ideas and using platforms like Facebook to deliver or enhance our learning content. But if we use these social tools without embracing the social element, isn't that a bit like a gin and tonic without the tonic? Or worse still, without the gin. Drawing on his experience in the retail and banking sectors, Barry Sampson provides a quick guide to using web 2.0 to: - Improve engagement and retention - Grab your learners' attention before they even arrive - Measure your organisation's people performance |
|||||||||||||
| Supporting learning using collaborative tools | |||||||||||||
|
Kate Day, Director, European Markets Sales Enablement, Cisco Systems | ||||||||||||
|
How do you meet the learning needs of a mobile workforce that needs constant updating, and which is always impatient to be at work? By adding collaborative learning to the blend. Cisco's 'Technology Masters' training puts online content, e-synchronous and its own internal version of YouTube alongside face-to-face interventions to reduce down-time and increase knowledge retention. - Creating and sustaining an online community - Using webinars 2.0 - Sometimes simple is best: using IM for learning |
|||||||||||||
| Driving adoption - the value of partnering with HR | |||||||||||||
|
John Castledine, former Head of Learning and Development Pfizer Global Research & Development | ||||||||||||
|
Pockets of Web 2.0-based learning can be found in many organisations. For example; when Pfizer research scientists created their own wiki (Pfizerpedia) to share knowledge. But how do you turn isolated initiatives into organisation-wide success? John Castledine (former Director of Learning & Development) helped establish a mutually beneficial partnership between HR and IT to successfully drive the adoption of Enterprise 2.0 tools for Pfizer Global R&D. This was achieved via: - Managing change (making non-enthusiasts enthusiastic about learning 2.0) - Blending formal and informal learning (aligning training and knowledge management) - Techniques for successful partnering |
|||||||||||||
| To open source or not to open source? | |||||||||||||
|
Mark Berthelemy, Senior Consultant, Capita Learning and Development | ||||||||||||
|
Open source learning software means more than just Moodle. As well as the ubiquitous LMS, there are open source content development tools (e.g. ExeLearning), mind-mapping applications (e.g. Freemind and CmapTools), audio-editing tools (eg. Audacity), utilities (e.g. Filezilla, Firefox), content management systems (e.g. Etomite and Joomla), and even full-blown competitors to Microsoft Office. All are useful for learning professionals, but how do you choose the right tool for the job? What are the pros and cons of an open-source solution? In this presentation, open source expert Mark Berthelemy explores: - Open source myths and realities - Six steps to a successful open source implementation - Implications for ongoing support & development - Integration and organisation-wide rollouts - Making long term choices that will work |
|||||||||||||
| From course delivery to total learning | |||||||||||||
|
Sue Farrow, Business Systems Training Manager, Xerox Ltd | ||||||||||||
|
Training for roll-outs often stumbles but at Xerox it is not allowed to. Faced with 16 countries and thousands of users of a new SAP system, the organisation has developed a process for roll-out training that ensures success through blended learning with a solid communication plan built in. Xerox's process includes process training and role discussions as well as post-roll out support, and is part of bigger plan to move learners to an independent learning culture involving a blend of classroom, e-learning, remote learning, and on-line point-of-need help. - Why effective change management is essential - Reducing resistance to learning - The five-stage roll-out training process - The difference executive involvement makes - Getting the delivery blend right |
|||||||||||||
