developing effective it learning processes
DESCRIPTION
Developing an Effective IT Function Learning Process. Slides from Webinar presetnation Sept 16, 2013TRANSCRIPT
Developing Effective
IT Learning Processes
Tom Gram, Senior Director
Leadership and Business Solutions
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Agenda
The changing IT landscape and skill implications
Requirements for an effective learning process
New approaches to learning
Developing role based learning paths
Managing the learning process
Q and A
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Current IT professional roles
Planner
Builder
Developer
Maintenance
Support
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IT Business and Technology Trends
Cloud
Big Data
Social Media
Consumerization
Mobile Technology
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Implications
Organizational and job restructuring
Technical Skills
Behavioural Competencies
Process Skills
Leadership Skills
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Audience Poll
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Ad Hoc Professional Development
Employee
Manager
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Requirements for an effective learning process
Meets business needs AND individual needs
Develops for current role AND future roles
Based on clearly defined performance/skill standards
Tools to assess gaps against standards
Formal and informal learning resources mapped to
standards
Role-based learning paths
Personalized learning plans
Management and administration system
Effectiveness Measurement
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The IT Professional Development Process
Current
Capability
Performance
Standards
Assessm
ent
Gap Development
opportunities
Personal
Learning
Plan
Role-based
Learning Paths
Formal and
informal Learning
Resources
Learning Management System
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Defining performance and skill standards
Current
Capability
Performance
Standards
Assessm
ent
Gap Development
opportunities
Personal
Learning
Plan
Role-based
Learning Paths
Formal and
Informal Learning
Resources
Learning Management System
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© 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 13
Proficiency Levels
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Competency by Role Matrix
Competency
Role
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Assessing skill gaps
Current
Capability
Performance
Standards
Assessm
ent
Gap Development
opportunities
Personal
Learning
Plan
Role-based
Learning Paths
Formal and
Informal Learning
Resources
Learning Management System
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Measuring current against target skill levels
Application development
Database design
Security
Testing
Analytical Thinking
Client Focus
Communication
Results Orientation
Programmer/Analyst
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Identifying appropriate learning resources
Current
Capability
Performance
Standards
Assessm
ent
Gap Development
opportunities
Personal
Learning
Plan
Role-based
Learning Paths
Formal and
Informal Learning
Resources
Learning Management System
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70/20/10
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Informal learning
T
T
T
T
• Doing
• Asking questions
• Receiving feedback
• Discussing
• Observing
• Collaborating
• Researching
• Refining skills
• Coaching others
Expert
Novice
Time
T
T Formal training event
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Informal Learning
Social and Mobile Learning
Virtual Learning
Gaming and Simulation
Performance Support
New paths to learning
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Learning alternatives
Modes of Learning
eLearning Self Study
Webinar Blogs, podcasts, forums, networks
Instructor Led Job aid
Coaching/Mentoring Internal meetings
OJT: Job shadowing
One-on-one practice
OJT: assignments Professional associations
Communities of Practice Lunch and Learn
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Defining learning “actions”
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Learning actions mapped to competencies
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Proficiency
Level
Learning Actions
Expert
Advanced
Intermediate
Foundational
Learning actions grouped by proficiency level
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Proficiency levels and learning approach
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Creating role based learning paths
Current
Capability
Performance
Standards
Assessm
ent
Gap Development
opportunities
Personal
Learning
Plan
Role-based
Learning Paths
Formal and
Informal Learning
Resources
Learning Management System
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Role Based Learning Roadmaps
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Role Based Learning Paths
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Personalized learning plans
Current
Capability
Performance
Standards
Assessm
ent
Gap Development
opportunities
Personal
Learning
Plan
Role-based
Learning Paths
Formal and
Informal Learning
Resources
Learning Management System
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Personal learning plan
Record of learning goals, gap assessment, learning
targets, progress and achievements
Communication aid between the employee and others who
support the learning process
Reinforces links between personal competencies, role
based performance standards and business requirements
Personalized, flexible
guide for learning
Owned and used by the
employee, supported by
manager
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Manage the process with an LMS
Current
Capability
Performance
Standards
Assessm
ent
Gap Development
opportunities
Personal
Learning
Plan
Role-based
Learning Paths
Formal and
Informal Learning
Resources
Learning Management System
© 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 32
Learning/Competency Management System
ILT Management Mobile Learning eLearning
Analytics
Learner Support
ILT Management User Management
Content Authoring
Workflow
Compliance
Virtual Classroom
Collaboration
Communication
Social Learning
Competency Mgmt
Management System
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© 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 34
Effectiveness Evaluation
Are employees improving their
skills and competencies?
Are learning actions improving
competencies?
Are some competencies improving
and others not?
Are competencies improving
business performance?
What areas of the program can be
improved?
© 2010 Global Knowledge Training LLC. All rights reserved. 10/22/2013 Page 35
Summary
IT roles, structure and skill requirements are
changing rapidly
Learning and skills needs to be managed as a
business process
An integrated learning process ensures both
business and individual needs are met
Formal and informal approaches to learning will
help meet learning goals
LMS provide tools to automate
Continually evaluate for process improvement
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Thank You!
@tomgram1
performancexdesign.wordpress.com
ca.linkedin.com/in/tomgram
www.globalknowledge.com
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