Presentation on theme: "Blended Learning: The Art of Balancing Cost and Quality Blended Learning: The Art of Balancing Cost and Quality Dr. Lynette Gillis Learning Designs Online."— Presentation transcript:
Blended Learning: The Art of Balancing Cost and Quality Blended Learning: The Art of Balancing Cost and Quality Dr. Lynette Gillis Learning Designs Online Inc. Learning Designs Online Inc. Learning Summit 2003 Know to Dare … Dare to Know
Definition of an Expert … someone who has made every made every mistake possible in a very narrow area … someone who has made every made every mistake possible in a very narrow area Neils Bohr ( ) Neils Bohr ( )
Agenda l What is blended learning? l What are the ingredients? l What does it look like? l What is the best blend? l Key Issues: Balancing quality & costs l Case study & lessons learned l The challenge ahead …
Primary Ingredients Live Instructor-Led l Courses l Workshops l Coaching/mentoring l On-the-job training Print Self-Study l Textbooks, workbooks Virtual Instructor-Led l Real-time courses (synchronous) l Webinars l e-Coaching, e-Mentoring Virtual Self-Study l Web learning modules l Video, audio, CD/DVD
Secondary Ingredients l Help systems l Job-aids l Knowledge databases l Performance/decision support tools l Online resources & links l Simulations l Assessments Virtual Collaboration l l Bulletin boards l Discussion groups l Listserves l Online communities l Online experts Live Collaboration l Buddies & study groups l Learning networks Support to Formal Learning, Informal Learning, Performance Support
Example: Amicus Bank Three-Phase Blended Learning Program 6 Days Foundations (Online) 1 – 2 Weeks Apprenticeship (On-the-Job) 5 Days Sales Training (Classroom)
6 Days – 40 hours Daily Scheduled Mentor Calls Progressive Learning Game Special Assignments Online Learning
On-the-Job and Classroom PAVILION (IN-STORE) APPRENTICESHIP l 1-2 weeks l Work with seasoned sales staff l Model ‘best practice’ interactions with customers l Learn banking technology – CD ROM simulation l Apprenticeship checklist SALES TRAINING l 6 Day Classroom Training l Role Play l Hone sales & service skills
(1) Meets learning requirements (2) Meets learning requirements at optimal cost The Best Blend …
(1) Meets Learning Requirements Objectives (learning, application, business) Content (subject matter and tasks) Learners (learning skills, level of expertise) Learning Context (where, how, and when) Technology Infrastructure available (2) Meets Learning Requirements at Optimal Cost The Best Blend …
Low Cost Solutions … Design “Lite” less formal design, less programming, writing, and media; less content; greater reliance on collegial learning, or often “live” events Best use: content is volatile, one-time event, audience is small, or topics are “nice to know” Examples: webinars, online discussion, links to databases, coaching or mentoring, job-aids Balancing Quality & Costs
Higher Cost Solutions … Design “Intensive ” - more formal design; more programming, writing, and media; more content; more instructor interaction Best use: content is stable, long-life, audience is large, training is strategic or topics are “need to know” Examples: web modules, face-to-face classroom, print/workbook solutions, simulations, CD/DVD Balancing Quality & Costs
Key Decision: Human Interaction Learning requires judgment & interpretation Tasks focus on interpersonal skills, group or team dynamics Essential learning skills are weak Motivation is an issue; learners are isolated Learners are novice & training critical Need to build community More interaction with instructor, mentor or peers is required when:
Learning as Process… Learning is a PROCESS, not an event. It’s a process that occurs over a period of time with qualitatively different stages: Acquisition Phase – first learn new knowledge and skills. Application Phase – apply our learning to real- world situations. Refinement Phase – refine and advance our skills through continuous learning and development.
Hospital Case Study Hospital Case Study l Training challenge: Hospitals moving to paperless environment; need to skill ALL employees l Research goals: Assess and benchmark computer literacy skills; assess preferred training delivery options l Population: 10,000 employees, multicultural, multilingual, management & union, 3 shifts, 13 job categories, all levels of education l Sample: surveyed 2000 staff, 15 focus groups
Case Study: Results Instructor-led training was preferred method when first introduced to a new computer system As skill level increases, the preferred method of training shifts to experts in the work area and then self-study and manuals. 20% preferred instructor-led instruction regardless of skill level. Physicians preferred a coach/mentor throughout all phases of learning.
Case Study: Recommendations Reduce number of face-to-face courses overall Offer shorter (1-2 hour) instructor-led courses to introduce systems Establish a network of peer mentors to provide follow up training and support Use self-study courses, simulations, and manuals for upgrading and advanced training
Lessons Learned A blended learning approach allows you to more accurately attune delivery options to where learners are in the learning process – and potentially, at less cost. We can’t get there from the arm chair … the critical tool in helping us balance quality and costs is evaluation.
The Path Forward … “You can’t manage what you can’t measure.” Peter Drucker
Another reason for evaluation…. l More than 80 percent of knowledge and skills gained from training not fully applied back on the job. (Broad and Newstrom 1992) l Less than 30 percent of what people learn in training actually gets used on the job. (Robinson and Robinson 1996) l “American industries annually spend more $100 billion on training… not more than 10% of the expenditures actually result in transfer to the job.” (Baldwin & Ford, 1988; Reconfirmed by Ford & Weinstein, 1997)
Summing up… Blended Learning : enlightened and balanced perspective in technology-based learning. State of our Knowledge : Know a lot about producing quality learning experiences. Know much less about producing them at optimal costs. Path Forward: We need to evaluate and measure more—evaluation is the critical tool for helping us optimize our human capital investment.