Using Learning Data To Predict Workplace Success
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In this session you’ll be introduced to a process that was taken to identify the correlation (if any) that existed between the way that people behaved during an online development programme and how they applied what they had learned back in their workplace. Whilst the specific outcome from this piece of research may or may not be of immediate value to you; the process that was undertaken is highly likely to be of interest as it will provide you with an insight as to how you can make that all important connection between learning and application.
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Using Learning Data To Predict Workplace Success
- 2. Process not necessarily the results
- 4. Ask if they used anything and did it have an impact?
- 5. Talk to people who used it and reported an impact
- 6. Make notes about those conversations
- 7. Look at those people's activity
- 8. Look at experience patterns
- 9. Look for patterns, test hypotheses
Hinweis der Redaktion
- Intro self Explain: what a CSM is what HT2 Labs is open exit door policy
- The process I followed is loosely based upon Robert Brinkerhoff’s Success Case Method. It’s the process that I hope will be the takeaway from these slides as opposed to the specific results as they relate to a snapshot in time, with specific people on a specific course. I believe that the process will be more valuable to you. The tools that are mentioned in the following slides are pertinent to my specific use case, they are completely replaceable with your own tools.
- This particular example focuses on a course that we offered via our social learning platform, Curatr. It could be *any* development activity you wanted it to be. A MOOC, a piece of elearning, a webinar, a lengthy programme etc
- Once that course was over I waited 2-3 months. I wanted to give people time to apply what they had learned in the course and see any impact. I then approached them via email and asked if they could spend 30 secs to provide me with some information relating to their usage/impact if any of the course content via a Google Form/survey, it could of course be any survey type tool. If you’d like to find out more about the questions that I asked in that survey then try Googling ‘Brinkerhoff Success Case Method’
- I then used the results from that survey to contact those people who said they had LEARNED SOMETHING AND SEEN SOME BUSINESS RESULTS. The true Brinkerhoff Success Method would also look at one of the different response groups.
- I then recorded those interview details.
- Now we know: *who* to look at *what* they say they took away So we can now go and look at what they did inside the course itself. In this example I went into the admin panel of Curatr, however you could look at the ‘interactions’ within whatever development activity/platform you used.
- Because Curatr was sending xAPI statements to a Learning Record Store (LRS) we also analysed that data to look at the engagement and activities that those individuals undertook.
- Intro self Explain: what a CSM is what HT2 Labs is open exit door policy