3. Business drivers for change
• Global competition: products and services
– Flat world, rapid innovation, continuous improvement
(“lean thinking”)
• Human capital needs
– Skills shortages
• Demographic shift, technological change, soft skills deficits
– Workforce adjustment (up and down)
– Succession: finding future leaders
• Changing Technology and the Internet
– Internal software tools and business methods
– Web 1.5: the Google effect
– Web 2.0: social software
Image is creative commons GISuser.com
4. Key questions
• Where do I find good people?
• How can I retain good people?
• How can I develop our people to become
happy, productive employees?
• How can I build effective teams, and an
effective company as a whole?
• Where do I find future leaders? How do I
prepare them?
10. Changing models of learning
http://www.jarche.com/2010/11/from-learning-to-working-technologies/
11. Undesirable metrics & examples
• Cost of a bad hire
• Cost of losing a good hire
– Before and after…
• Waste in training and development
• Estimated untapped human capital
• Examples of poor succession
12. How to intervene?
A decision tree
http://www.jarche.com/2010/04/instructional-or-formal-whatever/
13. How to intervene?
More technology creeping in
Performance Management Systems
Talent Management Systems
eRecruitment tools
•(Resume proc., ATS)
•(Onboarding tools)
HRIS/payroll
http://www.jarche.com/2010/04/instructional-or-formal-whatever/
14. How to intervene?
An integrative technology
ePortfolio
Performance Management Systems
Talent Management Systems
eRecruitment tools
•(Resume proc., ATS)
•(Onboarding tools)
HRIS/payroll
http://www.jarche.com/2010/04/instructional-or-formal-whatever/
20. Performance management
• Set career and learning goals aligned with
needs of job, company
• Analyze current competencies vs. learning
needs, identify gaps, opportunities
• Develop learning strategies to close gaps &
meet goals
• Track progress to goals
• Set new goals
21. Talent management, succession
planning
• Identify high potential employees early
• Develop individualized strategies for retention
and development
• Track individual progress through learning and
career advancement, fill their leadership
learning gaps
• Aggregate the stream of future leaders in
dashboard views for strategic management
25. Workplace RPL
What is Recognition of Prior Learning?
• A workforce development strategy based on:
– authentic and transparent assessment wplar.ca
– documentation of relevant skills and knowledge,
regardless of where they were acquired.
• RPL can help:
– Capture and recognize verified skills and knowledge
– Document skills & competencies required in the
workplace
– Provide practical assessments
• through demonstrations, interviews, work samples, portfolios
and formal testing.
– Document evidence of skills & learning:
• to assist workers in finding and keeping employment
• transition through their workplaces and to other jobs
26. Employee development by RPL (Australia)
MMAL RPL Process Support from
RPL advocate
MMAL Gap training undertaken
employee Contracted by
perspective Assessor & prepare Development
Book into schedule for validation needs identified
for initial profiling
Reports: Competency
Overview matching Validation
Qualifications evidence appointment
for specific qualifications (2-4 hours)
Yes I’m interested Letter of
In RPL 1 hr profiling discussion confirmation of
with RPL advisor awards/unit
attained issued
2-3 days.
10-15 mins Competency Conversation. Statement of
45-50mins Skillsbook profile & Attainment
evidence identification (1 hr) and
Qualifications
Validation issued in due
Buddying with appointment course.
lead RPL Facilitator (2-4 hours)
to understand process
& tool (0.5 day each)
RPL Coaches,
Mentors & Individual Reports
TAFE SA Staff Competency Conversation
record evidence identification
Initial Professional
Development on model
& Skillsbook Tool (0.5 day)
Wendy Perry & Associates Pty Ltd. 2008
WPAA01
29. ePortfolio: product and process
A system to manage informal learning
• Assessment of/for learning
• Reflection, self-assessment
• Transferring skills, making transitions
• Coaching, collaborative learning
• Learning plans
• Knowledge Management
FuturEd 2004
30. The “e” factor
Advantages and opportunities
• Information Management
– Collecting, archiving, making different versions
• Measureability
– Frameworks, rubrics, summative tracking
• Interoperability
– Communication with other ICT systems via APIs, open standards
• Sharing
– “One to many”, digital copies, links to specific pages
• Multimedia
– Video, audio, digital images, online presentations…and scanned docs
• Internet skills
– Online research: documents, networks, Internet literacy
• Collaboration
– Easy to add comments, edit, mentor, coach
• Personal Learning Environment
– Integrated learning environment, professional network, digital identity
31. ePortfolio: Human Capital tool
For individual & employer
http://www.jiscinfonet.ac.uk/infokits/e-portfolios
32. ePortfolio examples
• Theo Ramsey – Technical sergeant > manager
– http://www.youtube.com/watch?v=oT1XYjZcmck
• Michael Woolley – Industrial mechanic
– http://michaelwoolley.efoliomn.com/presentation
• Michal Kopera – Engineering PhD
– http://www2.warwick.ac.uk/fac/sci/eng/pg/students/esrgae
• Kevin Fisher – Accountant
– https://www.innovatecv.com/cv/share/24/do-not-reply@innovatecv.com
• Sarah Stewart – Nurse/educator
– http://sarahstewart-eportfolio.wikispaces.com/Competencies
• Ted Johnson - Senior VP/Chief Marketing Officer
– http://tedjohnson.efoliomn.com/Home
• Mark Farand – Executive Director
– http://www.youtube.com/watch?v=b3ox9FR2iFk
See more at: http://bit.ly/ePortfolio_examples
42. Learning Forum London 2010
European Institute for E-learning (EIfEL)
http://bit.ly/LFL2010proceedings http://www.epforum.eu/
43. General impressions
Technology
• Open Source
– Mahara/Moodle/Sakai/Drupal/WordPress
• Open Standards
– Leap2A, Europass, HR-XML, XCRI
• Web 2.0, social software
– YouTube, Twitter, Delicious
• Mashups and “combo platters”
– Mahoodle, Gahoodle,
• Mobile applications
– ALPS, others
44. General impressions
Employability and workplace
• School to work
– University of Newcastle, Australia
• Accrediting workplace learning
– European Initiative for the Promotion of Informal
Learning (EIPIL)
• Professional accreditation
– Health professions
• Workforce Adjustment, regional strategies
– Limburg Province, The Netherlands
• Adult employability
– Career Portfolio Manitoba
46. ePortfolios for Health
Increasing uptake
• Continuing Professional Development (CPD)
• Revalidation
• Pharmacy, Dentistry, Medicine, Nursing...
• SkilSure in Ontario
– 6 regulated health bodies
• Royal College of Surgeons in Ireland
• Royal College of Surgeons of England
53. The “Mahoodle” ecosystem
Blended learning
•Synch/asynch, in class/online
•Exposition
•Assess for comprehension
•Build knowledge
INSTRUCTOR LED
Export artefacts
(learning products)
“Single Sign On”
Submit for recognition
Links to artefacts & views;
assignments, evidence for outcomes
USER DRIVEN
Mahara tools:
Blog, forum, views
Human capital Collect, Select, Reflect…
Employability
Networks Artefacts, commentary, dialogue
Skills transfer
Peers, mentors
KSA asset building Other Web 2.0 tools:
54. Canada
Career Portfolio Manitoba
• Adults in transition
• Community based
• Open source, open standards
• Life stories and assessment
• Socially aware
• Globally inspired...locally relevant
56. So...takeaways from today
• RPL and ePortfolios can reduce waste and increase
productivity in workforce development
• Workplace RPL doesn’t have to cost a bomb, and
can easily pay for itself
– Even baby steps can help your bottom line
– Implementation can be phased to reduce risk
• Technology can help, but:
– not for its own sake
– beware of paving cowpaths: rationalize your current
processes
• Public use of the Internet and Web 2.0 are
changing everything...
57. Phased approaches
• On the beach
– Watching brief, further research
• Toe in the water
– Get hands-on with Google, Web 2.0 tools
– Investigate HRIS capabilities, local support
• Wading in
– Proofs of concept, small implementations in particular
areas (e.g. talent management)
– Develop business plans for senior management
• Full immersion
– Develop an RFP for a fully managed system
58. Current local traction in RPL
• WPLAR & Workplace Education Manitoba
– http://wem.mb.ca, http://wplar.ca (Beyond MB)
• Career Portfolio Manitoba
– http://careerportfolio.mb.ca
• Centre for Education and Work
– http://www.cewca.org
• Red River College’s RPL Practitioner Program
– http://www.rrc.mb.ca/index.php?pid=636
• MPLAN: Manitoba PLA Network
– http://mbplar.ca
59. Worth following
• EIfEL - www.epforum.eu/
• ere.net
• Arbita.net
• bersin.com
• internettimealliance.com
– Jay Cross, Harold Jarche, Jane Hart
• epcop.net.au
• twitter.com/donpresant
