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REN nyhetsbrev nr. 7, 2005

18. mai 2005
Innhold:
1:  Medlemsmøte lunch til lunch 14. og 15. juni
2:  Ny Learning on Demand rapport og nytt LoD Viewpoints
3:  Nyheter fra Clark
4:  Nytt og nyttig
5:  På kalenderen
1:  Medlemsmøte 14. og 15. juni på Vettre Hotell i Asker

Vi har fått god tilbakemelding på vårt budskap om å fortelle nyheter og interesante fortellinger på vårt neste medlemsmøte. Du vil finne oppdatert program på våre medlemssider.
Endelig påmelding senest 26. mai til veslemoy.barnes@invanor.no.  Vi har fremdeles noen rom ledig på Vettre hotel.

Her er foreløpig program for møtet.

14. juni
12.00 – 13.00 Lunch og registrering
13.00 – 13.45 TBA
13.45 – 14.00 Pause
14.00 – 14.45 Praktisk tilnærming til emnekart og bruk av BrainBank v/Cerpus
14.45 – 15.00 Pause
15.00 – 15.45 "Knowledge and Performance Management” i Telenor
15.45 – 16.00 Pause
16.00 – 16.45 TBA
19:00 Middag
15. Juni
09.00 – 09.45  Forslagene og høringsuttalelsene til nasjonale strategier for digitale læringsressurser.  Norgesuniversitetet, Vox og Udir har laget tre strategier, som har vært på høring
09.45 – 10.00 Pause
10.00 – 10.45 Minitinget, Stortingets lærings og opplevelsessenter v/Mediafarm
10.45 – 11.00 Pause
11.00 – 11.45 TBA
11.45 Lunch



2:  Ny Learning on Demand rapport

En ny Learning on Demand (LoD) rapport, "Learning Architectures to Enable Strategy, Performance, and Learning", er utgitt og kan lastes ned fra våre medlemssider.

Senior business, human-resources, and learning executives making investment or operational decisions about learning and training today face a wide range of platforms, technologies, application services, content-production tools, and learning and training products. The Internet and other learning technologies offer numerous benefits
but present decision makers with new challenges as they seek the optimal combination of products and services to achieve the most cost-effective learning and training solutions.

This report examines the role that learning architectures can play in helping business and learning executives and managers make better decisions in the face of the growing number of options and an increasingly complex learning environment. Learning architecture can serve as an evolving communications and planning tool that provides a holistic and comprehensive guide to implement learning processes, activities, and systems.


April 2005 utgaven av LoD Viewpoints, Search Technologies and Learning, har kommet og kan lastes ned fra våre medlemssider.

Search technologies already play a huge role in corporate learning. Every day, millions of people use Google to look for work-related information that can help them with their jobs. In the future, search technologies of many kinds are likely to have an even greater role to play in corporate learning. This Viewpoints examines the future role of search technologies in learning, new trends in search technologies, and the implications for current providers and adopters of learning technology.
 

3:  Nyheter fra Clark

Last time (among other things) I talked about the economics of elearning.  To elaborate just a wee tad, I’m seeing companies recognizing that they need to move beyond Kirkpatrick’s level 1 and level 2, to level 3 and level 4. (http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm has a nice addenda on ROI, which many people are beginning to dismiss, e.g. http://www.learningcircuits.org/2004/apr2004/cross.htm)
 
In one case, I saw two different firms who had an easy route to number 4 (their incentives for individuals were tied to their financial contribution, an easy number to correlate with involvement in training.  Interestingly, on a call, Don Kirkpatrick advised against skipping level 3, because even if there were a correlation, you wouldn’t know whether it was tied to a change in performance in the workplace or some other factor! An important lesson…
 
These firms both have a harder path to level 3, however, as coaching is more idiosyncratic and involves changing the behavior of managers as well as individuals, while the metrics collection already happens. 
 
By the way, I just must point you to this article: http://www.fastcompany.com/magazine/94/open_change-or-die.html about how hard change can be, and what makes it work. It starts off a wee bit long about the problems, but then gets into why emotions have to get involved, about learning to learn, and more, all topics I espouse.  Highly recommended reading.
 
As a second aside, in at least one case they were very concerned about maintaining appropriate confidentiality, a pleasing development to see.  Yes, the so-called Scandinavian principles (http://www.dieu.com/Mail.asp?MailID=54&TopicID=488), are likely not new to you, but sadly they still are to the US. 
 
Back to the main theme, I’m pleased to see these major (one US-wide, one international) organizations taking steps to more fully measure the impact.  They are making major changes and investments in learning, and they know they really need to track their success.  On the other hand, they’re quite hampered in that their organizational structures are put into specific silos, and their training is similarly organized.  In both firms, the tasks they’re training about cross boundaries that their area of responsibility doesn’t.  So, in one case, they’re making a major move to improve the customer experience (http://www.fastcompany.com/magazine/nc01/012.html) to more accurately serve their customer. However, one of the most valuable ways they meet customer needs is to offer bundled products that provide synergistic value (http://www.nowsell.com/marketing-guide/product-bundling.html).  And, as you probably anticipated, their focus is mandated to be on individual products while the bundles cross boundaries between their and other’s groups. Also in both cases, some of the core skills they’re depending on (e.g. knowledge on their vertical market, general selling skills) are out of their control.
 
In addition, a whole host of different groups have created various tools as access mechanisms or portals (http://www.webopedia.com/TERM/W/Web_portal.html) to vast information resources that really have to be considered in developing individual performance.  That is, from a performance support or workflow perspective, a group charged with ensuring capability for performance has to consider the tools (functioning as cognitive artifacts: http://www.interaction-design.org/encyclopedia/cognitive_artifacts.html) as part of the overall unit that faces the customer.  To put it another way, the full unit is the augmented individual, not just the individual brain of the person (see also distributed cognition, e.g. http://www.uni-leipzig.de/~sander/hd/info/distribute%20cognition/C_Distributed_Cognition.html).
 
Of course, these resources aren’t coordinated, and it’s fair to infer that the individuals actually having to do the job are creating their own cultural beliefs about how to do things that aren’t unified. Fortunately, both groups have been willing to listen to broader feedback than just their immediate needs.  Organizational change isn’t easy.  And that’s full circle back to last time as well, which makes a good stopping point for this time. 
 
By the way, if any of you are going to the eLearning Guild’s Instructional Design Forum in Boston next month (and my experience with their last event was very positive), please do say hello! 


4: Nytt og nyttig

Abelia frykter at IKT er oversett i læreplanene
(Digi.no 12.05.2005) - Utdanningsdepartementet krever digital kompetanse i skolene, men IKT er dårlig prioritert i utkastet til ny læreplan.
Les hele artikkelen her: http://www.digi.no/php/art.php?id=214083


5: På kalenderen
 
NKUL 2005 - Norsk konferanse om utdanning og læring, 19 - 21 mai i Trondheim

UiI Partnerforums Vårkonferanse den 25. mai.
Konferansen heter "Livskraftige distrikter og regioner" og bør vekke interesse for de som er opptatt av betingelser og muligheter for "Regional innovasjon".
http://www.partnerforum.uio.no/arrangementer/konferanser/vaarkonferanse_2005.html 
 

Training Director’s Forum, May 22-25, 2005 Phoenix, AZ
Training Directors' Forum, the premier networking event for training, learning and knowledge executives, is your annual opportunity to rejuvenate, rethink and re-energize your work.
http://www.vnulearning.com/learninggroup/3450/index.jsp


NHO har i samarbeid med HSH og NAVO satt relevans og kvalitet i høyere utdanning på agendaen. Initiativet er en del av et større prosjekt finansiert av Kompetanseutviklingsprogrammet (KUP).
Kan vi skape en bedre utdanning gjennom et tettere og mer forpliktende samarbeid med virksomhetene? Skal studentene være ute i arbeidslivet i store deler av opplæringsperioden? Kan arbeidslivets kompetanse både i fag og opplæring utnyttes mer systematisk i høyere utdanning?
Dette er spørsmål vi reiser og som dyktige folk vil bidra til å besvare i en nasjonal konferanse på Lillestrøm 30. - 31. mai 2005.
Det praktiske akademia - virksomheten som campus?


ASTD International Conference & Exposition, June 2-8

Orlando, FL 1-800-628-2783
http://www.astd.org/


LoD meeting in Europe will take place in Helsinki, Finland, on Wednesday, June 8.
The meeting is organized by SRIC-BI’s LoD program in collaboration with Culminatum (which manages the Centre of Expertise Program within the Helsinki Region, see http://www.culminatum.fi/english/index.cfm). At our last European LoD meeting at IBM’s London facility last December we were introduced to Culminatum when Kari Mikkela gave his presentation. The Helsinki meeting will be hosted by TEKES (the main public funding organization for research and development in Finland; see http://www.tekes.fi/eng/).

The theme of this meeting is “Innovations in learning and learning technology in the Nordic Region” and we will hear from speakers from Norway, Sweden, Denmark and, of course, Finland. The Nordic region has long been an early adopter of learning technologies and this meeting will provide an opportunity for interactive discussion about some of the most interesting and innovative applications and projects throughout the region.

REN medlemsmøte, 14. og 15. juni 2005
Vettre Hotell, Asker

Frokostseminar om digital historiefortelling, 16. juni 2005
NHOs Lille konferansesal, Essendropsgate 6, Majorstua, Oslo.
Kontaktperson: Gro-Anett Olsen, gro-anett.olsen@abelia.no
For mer informasjon og påmelding gå til:
www.abelia-innovasjon.no/historiefortelling

Chief Learning Officer Symposium Fall 2005
The Speed to Competency: Developing People, Building Capabilities
September 28-30 2005 at the Hyatt Regency Huntington Beach, California. 
Workforce productivity has never been more critical. Join us in at the Hyatt Regency, Huntington Beach, CA to explore the most creative and compelling solutions for rapidly increasing employee potential.

Digital Storytelling Festival, 7. til 9. oktober i San Francisco
http://www.dstory.com/dsfsedona_04/info.html

REN Studietur, 9. til 13. oktober i San Francisco

Training Fall Conference and Expo, October 17-19, 2005, Long Beach, CA
At Training Fall Conference and Expo, you'll find more resources, more expertise and more opportunities for you to accelerate your professional development and online learning curve.
http://www.vnulearning.com/learninggroup/3400/index.jsp

Chief Learning Officer Symposium EMEA 2005
November 2-4 2005 at the Hotel Arts Barcelona, Spain
Join us in Barcelona as Chief Learning Officer magazine extends its highly regarded Symposium series to the EMEA markets. CLO Symposium EMEA is the perfect forum for senior international learning executives to share their experiences and best practices with an ever-expanding Global community.

For mere informasjon ta kontakt med:
  
Veslemøy Barnes 
Prosjektleder
Research and Educational Network (REN)
Innovation Norway
20 California Street 6th Floor
San Francisco, CA 94111-4833
Tel: +1 415 986 0770
Fax: +1 415 986 7875
E-mail: veslemoy.barnes@invanor.no
http://www.invanor.no/