personalised learning environment (ple) · personalised learning environment (ple) the next step in...

This project has received funding from the European Union’s Horizon 2020 research and innovation programme under grant agreement No 688127

Personalised Learning Environment (PLE)The next step in your (employee’s) career

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Dr Alec W Serlie (GITP) Dr Uta Schwertel (IMC)

3Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

Background of DEVELOP

4Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

✓ Horizon 2020 EU Research and Innovation project.

✓ DEVELOP’s overall objective is to deliver an adaptive personalisedlearning environment (PLE) for career development.

✓ The environment will provide assessment of transversalcompetencies and social capital to highlight learningopportunities for career development.

✓ Combination of personalised visualisations of potential careerpaths in order to inform and guide learners towards realistic andattainable careers.

Project Aims

Enhance employee awareness and understanding of career development.

Provide insight into how a career can be developed through reflecting on current competencies.

Highlight transferrable competencies that apply across jobs and facilitate internal mobility.

Reveal potential career paths and the learning activities.

Pioneer the use of personalisation tools, game-based assessments, social network analysis, and artificial intelligence (AI) planning for learning environments on career development.

Provide a fundamental change in the way competency growth and career development is experienced, analysed, and supported in large organisations.

5Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

Motivation

Increased working lives and longer careers1

Changing labour markets with reduced job security2

Growing demand for adaptable workers with increased mobility3

Employees who are actively developing their careers also receive the least career guidance4

1. Joint Employment Report, Council of the EU, 2015, http://ec.europa.eu/social/BlobServlet?docId=9213&langId=en2. Towards Common Principles of Flexicurity, European Commission, 2007.3. Strategic framework for European cooperation in education and training (‘ET 2020’), European Council, 20094. Career Development at Work, Cedefop, 2008, http://www.cedefop.europa.eu/files/5183_en.pdf

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Short Introduction Video

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https://youtu.be/O1lE9CDZHpk

The Coolness of Using Develop

Insight in my present proficiency level.

How does my proficiency relate to my present job role?

Where do my strengths and weaknesses lie?

How can these insights support further career development?

How can I use my competency profile gaps to find tailored and useful learning activities?

8Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

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Competencies

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The Great Eight

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Analyzing and Interpreting Shows evidence of clear analytical thinking. Gets to the heart of complex problems and issues.

Applies own expertise effectively. Quickly takes on new technology. Communicates well in writing

Creating and Conceptualizing Works well in situations requiring openness to new ideas and experiences. Seeks out learning

opportunities. Handles situations and problems with innovation and creativity. Thinks broadly and

strategically. Supports and drives organizational change.

Organizing and Executing Plans ahead and works in a systematic and organized way. Follows directions and procedures.

Focuses on customer satisfaction and delivers a quality service or product to the agreed standards.

Enterprising and Performing Focuses on results and achieving personal work objectives. Works best when work is related closely

to results and the impact of personal efforts is obvious. Shows an understanding of business.

commerce. and finance. Seeks opportunities for self-development and career advancement.

Leading and Deciding Takes control and exercises leadership. Initiates action. gives direction. and takes responsibility

Supporting and Cooperating Supports others and shows respect and positive regard for them in social situations. Puts people

first. working effectively with individuals and teams. clients. and staff. Behaves consistently with

clear personal values that complement those of the organization.

Interacting and Presenting Communicates and networks effectively. Successfully persuades and influences others. Relates to

others in a confident. relaxed manner.

Adapting and Coping Adapts and responds well to change. Manages pressure effectively and copes well with setbacks.

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Bartram, 2005

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Communication

Independence

Conceptual thinking

Sociability

Public Relations

Marketing Engineering Entrepreneur

Communication

Sociability

Conceptual thinking

Independence

Communication

Sociability

Communication

Independence

How to Measure Competencies

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Competency

✓Personality Questionnaire✓General Mental Ability Test✓ Serious game

✓ Leadership Game Simulation✓Cooperation Game Simulation

✓ 360 Review✓ Social Network Analysis

DEVELOP Features

Competency Profile

Assessments

Career Goals

Learning Activities

Social Learning Tool

Social Network Analysis

Data Privacy

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Short Introduction Demo PLE

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Personality Explained

“… Personality refers to individual

differences in characteristic patterns of

thinking, feeling and behaving. (APA)”

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Personality

Extraversion

Agreeableness

Conscien-tiousness

Stability

Openness

Assessments – Personality Questionnaire

Big5 questionnaire:

Reliable α: .79 (O) -.89 (E)

There is no such thing as a ‘right’ or ‘wrong’ personality profile.

Your profile can help to predict how you will respond in certain situations and how to take advantage of your strengths to maximise your competency development.

16Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

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General Mental Ability (GMA) Explained

G-factor

Numbers

VerbalAbstract

General Mental Capability that, among other things, involves the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly and learn from experience

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Assessments – General Mental Ability Test

General Mental Ability refers to your ability to learn, understand instructions, and solve problems.

Abstract reasoning: high g-factor loading.

Reliable α = .77

Assessments are useful because they help you to predict your potential to learn.

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Focuses on the “Leading and Deciding” cluster

Assesses the participants’ proficiency level and potential in a fun, immersive and sound way.

Distinction between intention and behaviour

Survey captures Intention

Game captures Behaviour

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Assessments – Leadership Game

Serious Games Explained

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https://youtu.be/zTb7bHsVasA

Proven Practice

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Overall rating: 8+

The actual content of the simulation is

related to the tasks in a management

position.

83%

I can see a clear connection between

the simulation and what I think is

required in a management position.

80%

I did well in this simulation.

90%

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Adaptive scenarios

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Rich measurement

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https://youtu.be/bv9fhL72eoM

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Assessments – Cooperation Game

Focuses on the “Supporting and Cooperating” cluster

Working with remote teams to produce vaccine for perilous flu virus

Assesses the participants’ proficiency level and potential in a fun, immersive and sound way.

Cooperation Game Demo

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https://youtu.be/BMNhUW2H0Ck

Cooperation Game

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360 Review Feedback Explained

Mapped to Bartram’s (2005) Great Eight competency taxonomy

Users are guided to focus on the competencies requiring the greatest improvement in proficiency, 2-3 competencies at a time

Behavioural statements will be used rather than questions

Qualitative (narrative) questions will not be used

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Assessments – 360 Review

Social Network

The Social Capital of an employee, based on their network

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Demo Scenario – Marie

Name: Marie Jones

Occupation: Team Leader

Profile: Jane is a 1st time user with

the PLE and has just signed up in the

system. She is keen to progress her

career and is going to start by

completing the Personality and

Simulation Assessments to find out

her current competencies.

This is the 1st page presented to users before they sign in.

Here they can watch a promotional video, which will provide more information for the user on the benefits of using DEVELOP.

Additional information on the various sections within the PLE will also be available on this page.

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Brochure Page

In the Sign In pop up box, Marie will sign in using her login details.

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Sign In

We now review the Privacy Settings page.

Here, we can see that the default setting is for all the user’s data to be private.

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We care about privacy

After signing in, Marie will be brought to the homepage of the PLE.

As Marie is a first time user of the PLE, the PLE is not yet personalized towards her chosen career.

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Homepage

Marie clicks the Create Competency Profile button to go to the “Your Competency Profile” page.

Here, she is presented with various assessments she can complete which will help to build an accurate picture of her competencies.

She first decides to complete the Personality Assessment.

Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies 36

Competency Profile

First she will need to consent before taking the assessment.

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Consenting

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She then completes the Personality Assessment.

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Personality Assessment

When the assessment has been completed, her results are displayed and detailed explanations of each of the five personality traits are presented.

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Personality Assessment Results

She now decides to start the Leadership Simulation game.

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Leadership Simulation

Marie views her Leadership Simulation results.

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Leadership Simulation Results

Return to Homepage

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When she returns to the homepage, she can see that her competency profile has been updated.

With some knowledge about her competency profile, Marie can reflect her strengths and now choose a career goal with some level of insight.

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Demo Scenario – Marie wants to move on

Name: Marie Jones

Occupation: Team Leader

Profile: Jane is a 1st time user with

the PLE and has just signed up in the

system. She is keen to progress her

career and is going to start by

completing the Personality and

Simulation Assessments to find out

her current competencies.

Name: Marie Jones

Occupation: Team Leader

Profile: Marie has already

completed a Personality

Assessment and Leadership

Simulation and is eager to set up

her career goal as a Project

Manager and get started on her

recommended Learning Activities.

Marie navigates to the Career Goal page so that she can select her new role, Project Manager.

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Career Goal

The competency profile of Marie is now displayed against the new career goal.

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New Career goal “fit”

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Once her Career Goal is chosen, the system provides a list of learning activities that fill the competency gap for Marie.

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Create Learning Plan

She launches a Learning Activity and then marks it as complete.

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Learning Activities

Social Learning Tool

The PLE also recommends to Marie a Social Learning Activity on versatile leadership. It is a practical assignment.

Marie adds it to her learning plan and starts the social learning activity.

48Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

Social Learning Tool

The PLE also recommends to Marie a Social Learning Activity on versatile leadership. It is a practical assignment.

Marie adds it to her learning plan and starts the social learning activity.

49Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

The DEVELOP Social Learning Toolis a service to define and deliver activities which foster self-directedand informal learning and on the job application of transversal competencies in a digital community of practice.

Social Learning Tool

Marie signs-in to work with the activity in the Tool. She klicks on Participate.

50Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

Social Learning Tool

Marie signs-in to work with the activity in the Tool. She klicks on Participate.

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The Tool first asks Marie to reflect on her leadership competencies and to define her personal goals.

Social Learning Tool

Marie signs-in to work with the activity in the Tool. She klicks on Participate.

52Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

The Tool first asks Marie to reflect on her leadership competencies and to define her personal goals.

Depending on her choices the Tool recommends specific tasks to her to improve respective leadership competencies.

Social Learning Tool

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Marie starts working on one of the tasks.

She shares her experiences, contributes resources, likes and comments contributions of others, invites peers and adds own tasks that she plans to work on.

Social Learning Tool

54Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

Marie starts working on one of the tasks.

She shares her experiences, contributes resources, likes and comments contributions of others, invites peers and adds own tasks that she plans to work on.

From time to time she checks her competency development.

When satisfied, she marks the activity as complete in the PLE.

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Process

Funded by the EU (Horizon 2020 Programme) | © DEVELOP – Developing Careers through Social Networks and Transversal Competencies

Sign in

Browse

Consent

Competencyprofile

Take theassessment

Review results

Next assessment

View gap analysis

Select proposedlearning

interventions

Evaluate LI

Monitor progress (e.g.

360)

Keep on developing

DEVELOP Application Variants

Assessment Suite▪ Basic / Plus▪ Individual / Group▪ Pro

Personal Learning Environment▪ Pre-filled Job Roles▪ Pre-filled Generic▪ Full system

Integratable Modules▪ Social Learning Tool▪ Social Network Analysis▪ Simulation Games

Get good / advanced insights about your individual / your employees'transversal competency profiles.

Assessments▪ Basic only / plus gamesHR access for group insights▪ No / YesCompetency taxonomy▪ Great Eight / Customer specific

Full DEVELOP functionality based on Assessment Suite Plus with competency profile, career goals, learning plan, privacy settings etc.

Competency taxonomy▪ Great Eight / Customer specificJob roles▪ Pre-filled examples only /

Customer can addLearning Interventions▪ None added / Customer can add

Integrate individual modules into your existing learning solution to better support assessment and development of transversal competencies. Examples:

Social Learning Tool▪ Integrate into your LMS to support

leadership training program.Social Network Analysis▪ Find out your employees’ Social

Capital.Simulation Games▪ Use in independent training mode

and / or connect to your LMS.

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DEVELOP Services and Delivery

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Support and Maintenance

SaaS Delivery On-premise Delivery

Configuration, Mapping and Customizing Services

Training and Interpretation Services

ProfessionalServices

Assessment Suite• Basic / Plus• Individual / Group• Pro

Personal Learning Environment• Pre-filled Job Roles• Pre-filled Generic• Full system

Integratable Modules• Social Learning Tool• Social Network Analysis• Simulation Games

Consulting Services

Plan strategy

Configuresystem

Run system

Additional on-demand Services

Use DEVELOP in your own organisation

Work to be done

Decide on implementation strategy and application variant

Identify your transversal competency taxonomy

Map to the Great Eight

Relate job roles to competencies

Relate competencies to learning interventions

Define user roles and HR access policy

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DEVELOP Projecthttp://develop-project.eu/contact

Dr. Alec W. SerlieDr. Uta Schwertel

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