ilearn handbook

The Use of New Technology in Organizational Learning Process

I Learn, You Learn, We Learn

Presented By: Nailah Steadman, Najah Ghani, Helwa Qasem, Gaurav Dey, Sean Rupert, Unood Adnan

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Learning Outcomes

Getting acquainted with different forms of

E-Learning methods and its use from

Human Resources perspective.

Introduction to innovative applications that can

be used to enhance organizational learning

process.

Enhance knowledge about E-learning and

M-Learning.

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Survey Results

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7

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7

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E-Learning Mobile Learning Gamification Social Learning Micro Learning

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Learning Methods

Good Moderate Weak N/A

• Rate You Knowledge on the following Learning Methods:

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Survey Results

I Learn, You Learn, We Learn

ClassroomLearning

E-LearningMobile

Learning

GameBased

Learning

Social &Collaborative Learning

Least Effective 0 0 1 1 0

Somewhat Effective 1 4 9 2 2

Effective 8 10 6 11 9

Very Effective 9 3 0 2 6

0

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• Effectiveness of Learning Methods:

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Survey Results

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• Rate your preference of e-learning over instructor - lead learning activities from 1 –4, with "1" being the most preferred and "4" being the least:

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E-Learning

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Implications of E-Learning in Organizations

E-Learning is a methodology that has been

evolving over time and is widely used by

organizations as it can have a very positive

impact on the Learning and Development

aspect of the business.

The training design of every organization is a key

element of by which a business is able to achieve

its goals, enhance the skills of employees and

improve productivity within.

E-Learning can be described as learning that is

mediated through technology for the purpose

of Training and L&D in organizations.

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I Learn, You Learn, We Learn

Statistical Trends of E-Learning

(Ambient Insight, 2012)

DRIVEN BY RUSSIA

DRIVEN BY INDIA, CHINA, AUSTRALIA

0%

4%

8%

12%

16%

20%

NorthAmerica

LatinAmerica

WesternEurope

EasternEurope

Asia MiddleEast

Africa

2011-2016 Growth Rates by Region

16%

Annual growth rate of e-learning technology estimated to grow by 7.6% in 2016.

77% of Fortune 500 companies use online methods to train employees.

17%

9%

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Types of E-learning

Formal e-learning: Formal content

delivered through Learning Management

Systems with little or no interaction with

training professionals or peers.

Informal e-learning: Knowledge shared

through different technological platforms

such as, online forums, social media,

blogs etc.

Blended e-learning: Collaborative

learning activities and online learning

supported with face-to-face interaction

with trainers or coaches.

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I Learn, You Learn, We Learn

Knowledge sharing and social collaboration through Social Media such as Facebook, LinkedIn, Twitter.

Bite Size learning through applications on smartphones is known as Micro-learning and Mobile Learning.

Virtual Learning such as Online Podcasts, Webinars, Cloud Computing/Integration, Augmented Reality.

Games and brain-based learning, known in the industry as Gamification.

Advances in E-Learning Technology

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Gamification

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Find Out Your Knack

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8 minutes

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What is Gamification?

I Learn, You Learn, We Learn

(TechnologyAdvice.com, 2014)

I Learn, You Learn, We Learn

It is the application of game elements (mechanics) to

non-game contexts to encourage a specific behavior.

In simpler terms, Gamification takes the characteristics

we like about games and adds them to everyday actions

in order to make them more interesting.

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Meta Maze targets STEM-related traits & abilities.

Wasabi Waiter targets social and emotional intelligence.

Bomba Blitz targets leadership-related traits & abilities.

Knack games explore how you think, perceive, respond, plan, strategize, react, problem-solve, adapt, learn, persist and perform in a multitude of situations and dynamicenvironments.

Knack’s Games

Why Gamification?

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Fun and Enjoyable

Instant Feedback

Capture AttentionEngagement Generator

Safe EnvironmentDrives Innovation

Emotional Benefits

Knowledge Retention

Cognitive Benefits

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Gamification in the Workplace

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Attraction, hiring and Onboarding

Retention of employees

Learning and Development

Engagement and Collaboration

Boost Performance and Productivity

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Examples of Gamification

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Brain Training

Customer Service Assessment

Detectives Training

Innovation Assessment

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Social Media

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What is Social Media all about?

Social Media involves a vast number of tools that enables individuals to create andshare content and participate in social networking.

It has a great impact on the workplace as it can positively affect communications amongemployees, job seekers and customers.

Apart from being an effective marketing tool, Social Media is also used by organizationsin engagement activities and learning events.

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9.58 M

100%

5.4 M

56.4%

4.98 M

52%

4.60M

48.02%

Total Population Active Social Media Accounts

Active Social Media Apps

Active Mobile Social Accounts

UAE Social Media Statistics - 2015

(Global Media Insight, Jun 2015)

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I Learn, You Learn, We Learn

2.58 million

24% 2.49 million

39% 3.73 million

27% 2.58 million

21% 2.01 million

18% 1.72 million

27%

Top Active Social Media Platforms

(Global Media Insight, Jun 2015)

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Why adopt Social Media?

• Improve knowledge sharing

• Improve communication

• Foster learning

• Provide more informal

learning opportunities

• Find resources more easily

• Boost collaboration

• Build organizational

relationships

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Our Active Social Media Accounts

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Micro-Learning

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Augmented Reality

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What is Augmented Reality?

Is the real time delivery of digital information to enhance the physical experience

The layering of reality with virtual reality

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Who is using Augmented Reality (AR)?

Manufacturing, Maintenance & Repair Entertainment

MilitaryMedical

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Who is using Augmented Reality (AR)?

Retail

Automotive Real Estate

TourismTourism

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Advantages vs. Limitations

• Allows the ability to leverage physical space as an addition layer of content

• Learners have more control of their learning -constructivist learning style

• Appeals to multiple learning styles

• High Engagement • Safe Environment

• Risk of Cognitive Overload• Aligning with established

learning culture• Infrastructure & required

technical expertise

VS.

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T H A N K Y O UC R E A T I V E P I T C H D E C K

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