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REN nyhetsbrev nr. 9, 2005

23. juni 2005
Innhold:
1:  Medlemsmøte i juni og planer videre
2:  Nyheter fra Clark
3:  Nyheter fra Japan
4:  Nytt og nyttig
5:  På kalenderen
1:  Medlemsmøte i juni og planer videre

Sommermøte i Asker ble et godt faglig møte. Desverre var det få deltakere, noe som i stor grad kan skyldes stort arbeidspress på de fleste før ferien. Vi hadde gode presentasjoner og også gode diskusjoner.

Fra Oracle kom Shan Mahendren, Director of Learning Management EMEA, fra Sveits for å presentere:
Enterprise mission: Human Capital Management
Learning Management: Business drivers
Enterprise Learning Management Architecture
Oracle’s response
Hans presentasjon finner du på våre medlemssider.

Vårt neste medlemsmøte blir i Trondheim månedskifte august / september. Vi holder på å utarbeide programmet i samarbeid med NTNU og kan love et godt program hvor fokus vil være å vise en del av det spennende som foregår på og rundt NTNU innenfor teknologi og læring. Program blir lagt ut på våre medlemssider så fort vi får noe klart. Som vanlig når vi holder møter utenfor Oslo vil vi legge opp til en faglig sosial del på ettermiddagen og kvelden før selve medlemsmøte.

Årets studietur blir lagt til San Francisco fra 9. til 13. oktober. Vi er i full gang med å sette sammen et faglig og sosialt godt program. Vi kan love besøk og presentasjoner på Stanford og Berkeley, denne gangen skal vi også legge inn guidet tour på begge disse universitetene som en del av programmet. Vi har fått mange tilbakemeldinger fra tidligere turer at dette er ønskelig når vi besøker disse vel renomerte institusjonene. Andre store interesante bedrifter som har sagt ja til oss er Apple og Siebel. Bersin & Associates som driver Research and Consulting in Enterprise Learning har også sagt ja til å bidra. I tillegg har vi gode dialoger med store og mindre bedrifter i flere bransjer. Så rydd plass i kalenderen og meld dere på årets tur.

Vi skal også ha et medlemsmøte i Oslo mot slutten av året. Endelig dato og tema er ikke satt, vi kommer tilbake med mer info om dette møtet.


2: Nyheter fra Clark

This column is really a compendium of thoughts that are hitting me in a variety of ways through conversations with clients and colleagues.  Sometimes it just turns out that way…
 
One of the things that has been hitting me is the bifurcation between making learning systemic within an organization, and ad hoc approaches to make do.  There are advantages to each.  To characterize the latter, Josh Bersin suggests that the trends include Rapid eLearning (http://www.ltimagazine.com/ltimagazine/article/articleDetail.jsp?id=102399).  In this situation, people are struggling to create material timely enough to meet very short-term needs.  The emphasis is on minimizing the overhead in getting content up online. People use tools like PowerPoint, or a variety of adjuncts, in a way to quickly get Subject Matter Experts (SMEs) to develop the content.
 
I have some concerns with this.  If the SMEs aren’t to be trusted to give presentations (and, generally, that’s the way to bet), having them do it electronically doesn’t make sense. On the other hand, I see the case for such approaches and I believe it can be done well, if you provide guidance. Along those lines, Jay Cross (http://metatime.blogspot.com/2005/06/whiteboard-videos.html) pointed to this approach (http://news.zdnet.com/2036-2_22-5604571.html) called whiteboard videos which didn’t work well for me, but having an electronic white board (you don’t need to see me) and the ability to talk (and the ability to capture it) would be even faster for me than having to create a PowerPoint first! 
 
One of my clients gets a lot of business taking PowerPoints, PDF’s, white papers, etc, and turning it into elearning fast.  But 8 weeks, fast for this sort of thing, is still too slow for certain needs.  And, do we really need full courses?  John Carroll’s minimalist instruction would say not (http://tip.psychology.org/carroll.html). So I think there’s a case for smaller bits and pieces.
 
On the other hand, I’m seeing more systemic approaches to learning.  You’ve heard me speak of workflow learning (http://www.workflowinstitute.com/) before, and I’m seeing more approaches that share such characteristics.  While we are still building courses for them, I’ve recently been working on an engagement with a Fortune 100 company where they’re characterizing roles, and using that information to tailor the specific recommendations to individuals. Another Fortune 100 company I talked to is developing a system that looks at tasks and intelligently streamlines the information through a portal around those tasks. 
 
These are accomplished by rules operating on existing pools of information resources, not custom creation.  The combination of that information, with some others, is something I strongly believe in. Similarly, a colleague pointed me to a CLO dashboard (http://www.getzeroedin.com/clodashboard.php) so you can get real time metrics on your learning indicators.  I’m not recommending this product; by the way (nor the opposite), the point is to illustrate how people are mapping IT approaches to other business metrics and instantiating the learning into the infrastructure.
 
Can we reconcile the need to meet ever--shorter time frames, and keep learning in the mix? We certainly need to: I’ve heard that Laura Bassi of Bassi investments (http://www.bassi-investments.com/), as part of an investment strategy, selected a portfolio of 20 to 40 companies that spent at least twice as much as their peers to develop their human resources. In 2003, these heavy investors in human resources outperformed the S&P by 17% to 35%.
 
How do we reconcile it?  I’ve recommended we approach it by considering the system composed of performer and tools, and how to develop skills of the performer, suite of tools, and resources as a coherent whole.  Our rich infrastructure has tags for all information including courses and rapid courses, models of performer’s role, task, and knowledge, and uses this to assemble a constellation of resources when and where they’re needed (my own downloadable white paper is at http://www.quinnovation.com/DeliveringModelsWP.pdf).
 
Yes, we’ll want to be concerned with the quality of the experience (which lets me work in this interesting announcement about the creating of a European Foundation for Quality in E-Learning, though there appears to be little information yet: http://www.qualityfoundation.org/), including trust (http://www.sciencedaily.com/releases/2005/06/050602095433.htm), and you shouldn’t expect it to be perfect from the get-go. You’ll find that you need to tune the rules that suggest which objects you recommend, and tune the meta-tags you use, but I believe that this path has a lot of promise.  It’s like Amazon’s mass customization (http://www.managingchange.com/masscust/overview.htm) done for information.
 
And that sort of personalized information service is a direction I think we can, and ought, to go.  Augmented by mobile devices, (see the downloadable report here for some elementary results: https://www.lsda.org.uk/cims/order.aspx?code=041923&src=XOWEB), we have a chance to make some real differences in capability.  And that’s something I think we want to do.


3: Nyheter fra Japan

Panel Discussion on Mobile-Learning Potentials

In an effort to achieve an anywhere-learning environment, specifically termed as “Ubiquitous Learning” (UL), Professor Yuhei Yamauchi from the University of Tokyo has initiated a council for UL to discuss common platforms of the mobile-based learning systems and development suitable handsets, held the third members meeting in Tokyo early this month.  Representatives from each member company worked on various case studies for use of mobile devices by the corporations and the universities in their in-house trainings and educations.

One participant of the UL-council, NTT Resonant (http://www.nttr.co.jp/) kicked off with the cases of mobile device use for corporate training programs by its client companies. Employees at one of its clients in biotechnology industry use the mobile version of materials to supplement their PC-based regular works by repeatedly going through at their spare time.

On the other hand, another client example of a gas station company reveled that their employees not only sell gasoline but also take better care of customers by increasing knowledge about automobiles while working.
 
Another panelist from System Technology-I (www.systech-i.co.jp/e/) pointed out that mobile-learning systems have a certain market potential, and could be well marketed through some segments broadly categorized as non-PC users that might include blue-collar laborers, delegated workers, or the students who do not use PCs as frequently as office business people.  Such non-PC user category accounts for a large percentage of active age groups.  The company concluded that, therefore, it is crucial that mobile devices should be standardized such as in screen size or audio capabilities.
 
As a response from one manufacturer side, Sharp (http://sharp-world.com/index.html) reported on use of mobile phones in university coursework. After implementing a test service to distribute the lecture notes onto students’ mobile phones, approximately 90 percent of them said that they wanted to keep using the service even after the coursework finished.  When implementing this test service, Sharp said that they encountered an inevitable problem associated with different specifications of the phone models individually used by the students, such as the differences in operating systems and other software environments.  And because of this, Sharp spent a huge cost when developing the contents for each different phone model. “This has to be solved!” said Sharp rep.
 
(Article credited to Mainichi Interactive http://www.mainichi-msn.co.jp/ on June 6, 2005)
 

4: Nytt og nyttig

E-Learning World 2005 Starts July 20
e-Learning World 2005 will be held again this year in Tokyo at Tokyo Big Site (www.bigsight.jp/english/) as from July 20.  This year, the show will focus on the theme “e-Learning to be independent.”
Over 200 e-learning companies will participate in this tradeshow, and are going to exhibit system solutions and software products.
Organizer of the show expects to draw approximately 30,000 visitors during the 3-day period.


5: På kalenderen

REN medlemsmøte i samarbeid med NTNU holdes i Trondheim august / september

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 
www.invanor.no/ren