eLearning Weekly

Day 1 of AG08 was busy and completely wore me out - but it was all worth it! The day started with an early discussion at one the Breakfast Byte sessions and ended with dinner at Wolfgang Puck’s restaurant with some great newfound friends.

Here are the sessions I attended:

• Positioning your Careers in Social Networking and Collaborative Learning (Ray Jimenez)
• Learning 2.0: Harnessing the Potential of Contextual Informal Learning (Janhavi Padture)
• Mobile Learning Today and Tomorrow (Judy Brown)
• (Briefly attended) Tips & Tricks for Adobe Captivate and Presenter (Silke Fleischer)
• (Briefly attended) Storyboarding for e-Learning Video Production (Steve Haskin)

Here a quick wrap-up of the various thoughts I picked up throughout the day:

• Keith Sawyer’s opening keynote was pretty good, but I think many of us were expecting more specifics. He discussed innovation and how we can better hone collaboration efforts to be more innovative. Much of his discussion covered high-level education concepts that I think many instructional designers have mastered. I wished we could’ve seen more examples or heard more tips for applying this to our organizations. Still, it was pretty good. And he is a professor at Washington University in St. Louis (not too far from where I grew up ).
• I twittered about this, but I get the feeling that the overall world of eLearning is shifting more toward learning and performance, with technology in the back seat. We’re no longer as thrilled and ecstatic over the latest tools. We’re now looking more closely to see how tools can better help us achieve our goals. And we realize that technology won’t solve every problem. I think eLearning is maturing, in a good way.
• I found out there’s an Enterprise version of Facebook. Interesting. I know many companies are interested in Facebook, but are afraid to let their employee data outside of their firewall. If the enterprise edition can be installed locally, I think this’ll interest many people. (Note: I didn’t have time to verify or research this, so take it with a grain of salt for now.)
• Many people are wondering if the LMS is dead, or will die soon. I think the role of the LMS will shift to become less important in the next few years, as people realize the value of social learning tools, such as wikis, tagging, social bookmarking, blogging, etc. We’ll probably have LMSs around forever to track important training, such as compliance, legal, and safety training. Legal departments have to have that information somewhere.
• I visited with Judy Brown and David Metcalf. They’re both doing great things with mLearning, and I would love to somehow work with them. Judy has many of her presentations posted on her web site. Great stuff!
• One interesting note related to mLearning: People will scroll vertically on their mobile devices, but they hate to scroll side-to-side. Simple observation, but impactful. Need to keep that in mind… Also, check out this mLearning page validator: mr.dev.mobi.
• I keep running into Mark Chrisman of the badsquare blog. We’ve yet to sit down and have a good conversation. I’m hoping we can meet up soon.

(Don’t forget - I’m micro-blogging about the conference on Twitter…)

An opportunity has opened up for an eLearning Specialist at Ferrellgas in Kansas City. It’s a great position and Ferrellgas is an excellent company; if you’ve got the skills and you’re in the Midwest, you should take a look.

From the Ferrellgas Career Connection web site:

eLearning Specialist

Key Accountabilities:
This position is responsible for creation of e-learning courses. The incumbent will produce highly complex training initiatives to be delivered online, through CD or in the classroom. This position requires a minimum of a 4-year degree, 5+ years of experience in training and development and 1+ year experience of e-learning development.

Essential Functions:

• Maintain LMS and other online tools.
• Research and recommend appropriate e-learning development software.
• Design engaging, interactive and effective instructional materials that can be used in a web-based, computer-based and/or distance learning format.
• Ensure the instructional integrity of course development projects through defined standards, systematic design and clear, concise writing of scripts, narratives and storyboards to ensure continued quality and speed of delivery.
• Produce highly complex training initiatives to be delivered both online, through CD or in the classroom. These programs will prepare employees to provide exceptional customer service, promote Ferrellgas products and services and operate company systems and software applications.
• Plan projects and establish schedules for projects with aggressive deadlines.
• Create and execute test plans.
• Monitor and evaluate the effectiveness of the curriculum by creating and implementing measures to track outcomes and to ensure alignment with business objectives.
• Communicate frequently and effectively with Manager to ensure that goals and objectives are being achieved.
• Partner with and maintain strong interaction with subject matter experts and other team members.
• Other job related duties and projects as required.

Ideal candidate will have:

• Minimum 4 year degree, preferably in Graphics, Interactive Media Design, Instructional Design, Communications, or Organizational Development.
• 5+ years experience in training and curriculum development.
• Minimum of 1 year of e-learning development experience required.
• Experience in project management, training, and curriculum development preferred.
• Excellent communication and organizational skills required.
• Applicant must be energetic, reliable, creative, deadline-driven and able to multi-task in a fast-paced team environment.

Benefits
We offer an excellent compensation and benefits package, Employee Stock Ownership Plan, and bonus program.

To learn more, go to the Ferrellgas Career Connection site and click Corporate Opportunities.

I’m about to face an enormous challenge at work: Our company is getting ready to do a major upgrade to our core business operating system (PeopleSoft). This upgrade has been in the works for quite a while now, and it’s time for our department to start discussing a plan to train hundreds of employees on the new system. I don’t know much about the new system, but I understand that it is quite an overhaul; one estimate said we would need 80+ hours of face-to-face training. However, due to logistics, time, and money, it appears we will be training about 80% of these employees using a combination of self-study eLearning courses and webinars (using Adobe Acrobat Connect Professional). Everything will be tracked in our LMS.

Sure, this is a big task, but here’s why I’m concerned: If you’ve ever used a system like PeopleSoft or SAP, you know that it’s not very engaging. In fact, applications training like this can be excruciatingly boring, especially when taken as a self-study eLearning course. These courses generally consist of step-by-step instructions where the learner watches a task as it is performed, and then they try the task on their own in a simulated environment. This type of training can be effective, but with this upgrade, we will have a HUGE amount of training for the end-user. I’m worried that we’ll bore people to tears and that they’ll mindlessly follow along with the step-by-step directions…and then not retain anything. Luckily, I’ve got a few more weeks to get my thoughts together.

How would you tackle this? What ideas do you have?

Jane Hart, from the Centre for Learning & Performance Technologies, released a free PDF summary report of the Top 100 Tools For Learning 2007. Jane did a ton of work to gather, research, and organize this information - and it shows. This is a great reference for anybody who wants to learn about new and exciting tools for sharing and teaching information. You will undoubtedly learn about several new tools, and there’s an excellent breakdown that shows which tools are free, which cost money, and which platform each tool utilizes (ex. PC, Mac, or online).

The report is a fantastic resource. Take a look - and share it with your co-workers! (I did!)

Also, here is another reminder to take a look at Jane’s directory of over 1,700 learning tools. I’ve written about it before, and I continue to be a big fan. Thanks, Jane!

I was hired at my job almost two years ago and my main objective was to introduce eLearning to the company. It’s been very eventful; I selected and implemented an LMS, implemented Adobe Connect, implemented 100+ off-the-shelf courses, and I’ve developed several custom eLearning courses (whew!). I’ve had a blast and I’ve learned a ton along the way. Now that the main systems are in place (the LMS and virtual classroom tools), most of my time is focused on designing and developing courses. And, as the number of courses grows and grows, it is becoming trickier to manage. An avalanche of requested courses has started and I’m in the process of re-evaluating the tools I use to manage my workload. As always, I see this blog as a place for me to share my experiences and to help me reflect on my own methods. It’s funny - once you write something down you sometimes say, “Well, why the heck am I doing it that way?”

I currently use the following:

• Microsoft Project for tracking complex projects (ex. curriculums consisting of multiple courses)
• A Microsoft Word template for storyboards
• A Microsoft Excel document to track and prioritize requested courses
• A Notepad document for tracking bugs/issues that pop up
• A Notepad document for tracking a wish list/feature requests
• My development tools (Dreamweaver, Flash, Captivate, Fireworks, Adobe Connect, etc.)

The information is more scattered that I would like, there isn’t an easy way to back-up all of this information, and I’m pretty sure this won’t scale well over time. Is there a killer app available to help eLearning folks like us track all of this stuff? Or do I need to build one?

How do you manage your eLearning design and development process? What tools do you use?

We recently implemented Adobe Acrobat Connect Professional at work. We have employees located in all 50 states, and our department needed a way to conduct training via virtual classroom. I thought I’d write a little about our experience with the application, how we use it, and discuss some of its pros and cons in terms of eLearning.

What is it Adobe Acrobat Connect Professional?

I’ll let Adobe give you the long definition:

Adobe Acrobat Connect Professional is the complete web communications solution that enables live online meetings, virtual classes, and group collaboration, allowing organizations to effectively share a wide range of content, including Microsoft® PowerPoint slides, live and recorded video, Adobe Flash® content, live screen-sharing, application sharing, audio, and multiuser text chat.

I would simply say that it’s a robust web conferencing tool that can also be used to administer virtual classroom sessions.

What’s in a Name?

Adobe Acrobat Connect Professional was originally called Macromedia Breeze. Then Adobe purchased Macromedia and began integrating Breeze with their Acrobat product line. I think Adobe Connect would have been a great name, but instead they went with Adobe Acrobat Connect Professional. Seriously - 4 words? Can you imagine Toyota introducing a car called the Toyota Camry Avalon Turbo? Seems like a bit much. Luckily, the product stands up really well. So I’ll get past the naming issue.

Pros and Cons

Pros:

• Adobe Acrobat Connect Professional has a clean, simple, and flexible interface; you can create different layouts (we call them ‘rooms’) and then arrange a variety of pods in each room. There are chat pods, file/screen sharing pods, survey pods, note pods, and more.
• LDAP integration allows us to use our company’s single sign-on system, so we don’t have to manage additional usernames and passwords.
• It is very easy to schedule meetings.
• Wonderful phone conferencing integration is possible with Premiere Global Services. Users can opt to have the system call their phone to join the phone conference, and then they can adjust their audio settings (volume, muting, etc.) using on-screen controls. The facilitator can also mute participants and control other aspects of phone conferencing (ex. dial-out to other users).
• As a facilitator, you can share your screen (desktop) and even give control to a participant. So you can have somebody else "drive" the session for you.

Cons:

• This product is very expensive, especially if you host it in-house.
• If you decide to host it in-house, you’ll most likely need to go through a third-party to get it implemented. Anticipate the extra expense. We used GetConnect and had a good experience.
• It’s tricky to integrate Acrobat Connect Professional with your learning management system (LMS). Here’s our current workflow: First, learners register for a course in our LMS. Next, we hold our virtual classroom sessions and the learners attend. Finally, we go back to the LMS and indicate which learners attended and what score they achieved (if applicable).

The Toughest Part

The toughest part about a system like this is learning how to use it effectively for learning / training. Ultimately, your facilitators will have to push themselves to identify new ways to engage learners using this delivery method. Here are a few resources to help facilitators jump into virtual classroom training:

• The eLearning Guild’s Handbook on Synchronous e-Learning
• 834 Tips for Successful Online Instruction

Give it a shot

If you’re evaluating web conferencing or virtual classroom products, check out Adobe Acrobat Connect Professional. It’s a great product that’ll make it easier for you to deliver effective training. Our users agree, too. We’ve heard nothing but great feedback from them. They tell us that it was a breeze (get it?) to attend, and they enjoyed the interaction during the sessions.

More information on Adobe Acrobat Connect Professional can be found in this PDF data sheet.

I’ve heard so many LMS horror stories over the past year that I thought I’d share the great experience that I have with my LMS vendor at work. We use Inquisiq EX, which is offered by ICS Learning Group. Inquisiq EX is a very affordable LMS which is available as a hosted service or as a behind-the-firewall installation. We installed it almost a year ago, and it has turned out to be one of the best decisions we’ve made. (This is not a paid advertisement, I swear.)

Features

Inquisiq EX has all of the basic features of an LMS. You can upload and track SCORM-compliant lessons, manage information for live training sessions, manage users and groups (or connect to an external user directory), organize courses in a course catalog, and more. If Inquisiq EX doesn’t have a feature you desire, chances are ICS can develop it for you. They’ve done a bunch of custom work for us, and it’s been well worth the money.

Customer Service and Support

I’ve had nothing but excellent customer service from ICS. They’re always quick to respond, via email and phone, and they never get sick of my questions (which surprises me).

I won’t hide the fact that we occasionally encounter small bugs with Inquisiq, but thankfully we haven’t run into any show-stoppers. If we do encounter issues, ICS responds immediately and provides a fix. (I think we’d all be fooling ourselves if we thought there was any type of bug-free information system.)

ICS also has an online ticketing system for tracking support issues and an online knowledgebase.

Convenience

I fully realize that there are some excellent (and free) open-source LMSs out there. However, I run a one-person eLearning department and I don’t have time to tinker with the LMS software or be responsible for its uptime; that’s not my area of expertise. Inquisiq gives me the ability to focus on my courses - and not worry about the LMS.

Do Your Homework, But Remember Inquisiq EX

The eLearning Guild has done some great research on LMS vendors. Check out the research reports if you are seriously in the hunt for an LMS, but make sure you take a look at Inquisiq EX. I don’t believe they are featured in the report because they aren’t one of the BIG players. (Brent Schlenker - if you’re reading this, please get ICS Learning Group some visibility!! They deserve it, big time, for having such a quality product.)

Read more about Inquisiq EX here.

Whether you’re a novice or a seasoned veteran, here are a few resources that you can use to further sharpen your SCORM knowledge and skills:

• Advanced Distributed Learning (ADL) Initiative - ADL is the body that currently governs SCORM. Here you’ll find SCORM documentation, content examples, and more.
• Claude Ostyn’s site, Ostyn Consulting, offers wonderful SCORM resources, including his free eBook, In the Eye of The SCORM.
• JCA Solutions offers SCORM wrappers and sample metadata files.
• CONFORM 2 SCORM offers software products, services, and resources.
• Rustici Software has a helpful Resources page.
• Redbird Software has an easy-to-understand description of SCORM.

Enjoy!!

I understand that it’s important to have clear documentation and terms between an organization and its vendors when a new system or piece of software is being purchased and implemented. This could be a learning management system, learning content management system, document management system, etc. But I’ve run into a frustrating scenario several times recently with some vendors and their Request For Information (RFI), Request For Proposal (RFP), and Request For Quotation (RFQ) forms, and it makes me question why they operate the way they do.

Here’s a scenario that illustrates the problem I’ve encountered: I’ve been asked to select a ________ system to serve a particular purpose for our organization. I’ve been told that my budget is $________. Generally, I would speak with stakeholders, identify our requirements, research vendors, watch demos, get pricing, and then decide which vendors are in the final running for selection. If I’m not familiar with a certain type of system, I will typically call a few vendors to get initial pricing information to help me get started. However, I’ve found that you can’t get pricing information from some vendors - it’s like pulling teeth. They require you to work through their RFI, RFP, or RFQ form(s) and/or requirements gathering process. But here’s my question: Why should I spend all this time filling out a long form or going through a long process when their product ends up being way outside my budget?

Some vendors that I’ve worked with genuinely take offense when you ask for general pricing information up-front. And I do state that I’m looking for a ballpark estimate; I’m not asking exact figures by any means. I don’t understand that. I’d rather not waste my time (and their time) if there’s no chance of a transaction taking place.

Detailed requirements and a complete analysis should be completed when it comes time to get serious with one or more vendors, but not in the early stages of selection, in my opinion.

Please excuse me as I step off my soapbox.

P.S. - Here’s a great reference for writing RFPs: http://www.howtowriteanrfp.com/.

In Part 1 and Part 2 of this article, I discussed how to research, plan, and implement an eLearning program within an organization. In Part 3, I’ll discuss the ongoing evaluation and maintenance that should occur to make sure your eLearning stays as effective as possible.

Evaluation

In Part 1 I discussed the success of an eLearning program and how your definition of success may differ from management’s definition.

Remember: Course completion does not always equal a successful eLearning program. You’ll need to constantly poll your learners and management to get feedback. Are the learners bored? Are they engaged? Do they love or hate the training? Are they able to demonstrate their new knowledge and skills on the job? Does the training positively affect their performance?

Consider these resources for evaluating the results of your eLearning program:

• Evaluating the effectiveness of e-learning
• Evaluating e-Learning: Introduction to the Kirkpatrick Model

Maintenance

Try to identify how and when your learners are accessing the LMS. Monitor reports in the LMS and look for trends:

• Are only certain departments using the LMS? If so, why?
• Is usage mainly at the beginning or end of the month? If so, why?
• Are some courses not getting used at all? If so, why not? Is the content stale? Are there technical problems?

Stay on top of this information and use it to your advantage. Refine, refine, refine.

Send out reports to management as you see fit (ex. monthly, quarterly, etc.). Always communicate with managers and departments across your organization to identify their training needs. Take advantage of the eLearning program that you now have in place! Use it to better your organization and improve the performance of its employees.

Conclusion

I hope you can benefit from the information presented in this article. An eLearning program at one organization may be completely different at another organization. Hopefully you can use some of the main points presented here and adapt them based on your needs. I welcome feedback and appreciate constructive criticism. Good luck introducing eLearning to your organization!