Blended Learning , livre ebook

Association for Talent Development - Jennifer Hofmann

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105 pages

English

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Today, All Learning Is Blended Learning

Modern learning audiences want flexibility and personalization—development on their terms. They need a blended approach to learning that lets them grow their skills and knowledge where they actually perform their work. When designed and implemented effectively, blended learning can breathe life back into your talent development offerings.

Blended Learning is packed with easy-to-apply techniques to ensure your blended learning program is a success. Learning expert Jennifer Hofmann combines the latest findings in adult learning with her time-tested best practices to deliver powerful results. Pro tips, resources, and tools included throughout help you quickly locate concepts and ideas to plan, design, implement, and evaluate a blended campaign.

This book delivers. When it comes to blended learning, discover what works.

Blended Learning is part of an ATD series, What Works in Talent Development, which addresses the most critical topics facing today’s talent development practitioners. Each book in the series is written for trainers, by trainers, and offers an examination of core subject matter and a defined way to solve real issues.

Sujets

Mentoring

Gestion et management

Economics

Business

Coaching

Carrière

Carrière & Mobilité

Informations

Publié par	Association for Talent Development
Date de parution	27 février 2018
Nombre de lectures	0
EAN13	9781562861070
Langue	English

Informations légales : prix de location à la page 0,1748€. Cette information est donnée uniquement à titre indicatif conformément à la législation en vigueur.

Extrait

© 2018 ASTD DBA the Association for Talent Development (ATD) All rights reserved. Printed in the United States of America.
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No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, please go to www.copyright.com , or contact Copyright Clearance Center (CCC), 222 Rosewood Drive, Danvers, MA 01923 (telephone: 978.750.8400; fax: 978.646.8600).
ATD Press is an internationally renowned source of insightful and practical information on talent development, training, and professional development.
ATD Press 1640 King Street Alexandria, VA 22314 USA
Ordering information: Books published by ATD Press can be purchased by visiting ATD’s website at www.td.org/books or by calling 800.628.2783 or 703.683.8100.
Library of Congress Control Number: 2017962658
ISBN-10: 1-56286-098-4 ISBN-13: 978-1-56286-098-1 e-ISBN: 978-1-56286-107-0
ATD Press Editorial Staff Director: Kristine Luecker Manager: Melissa Jones Community of Practice Manager, Learning & Development: Amanda Smith Developmental Editor: Jack Harlow Text Design: Iris Sanchez and Francelyn Fernandez Cover Design: Spencer Fuller, Faceout Studio, and Jason Mann
Printed by Data Reproductions Corporation, Auburn Hills, MI
To learning professionals looking for a way to make all the pieces fit. Your questions inspired me to look for answers.
Contents
About the Series
Introduction
1   Getting Started: What Is Blended Learning?
2   Shaping the Future: Why Start a Blended Learning Program?
3   Designing Your Blended Learning Program: How Do You Start?
4   Implementing the Plan: How Do You Execute an Effective Blended Learning Program?
5   Transferring Learning and Evaluating Results: How Do You Demonstrate Success?
6   Planning Next Steps: Where Do You Go From Here?
Acknowledgments
About the Author
Index
About the Series
ATD’s What Works in Talent Development series addresses the most critical topics facing today’s talent development practitioners. Each book in the series is written for trainers, by trainers, and offers a clear and defined pathway to solving real issues. Interwoven with the latest findings in technology and best practices, this series is designed to enhance your current efforts on core subject matter, while offering a practical guide for you to follow. Authored by seasoned experts, each book is jam-packed with easy-to-apply content—including job aids, checklists, and other reference materials—to make the learning transfer process simple.
The What Works in Talent Development series is a unique core collection designed for talent development practitioners at every career level. To date, the books in the series include:
• Starting a Talent Development Program
• Blending Learning
• Onboarding
Introduction
H as your organization made blended learning a priority? Are you confused about what blended learning is, and how it can affect learning results? Perhaps you’ve seen many blended learning programs fail and want to make sure your initiative is successful. If you are involved with blended learning design in any way, or want to be, you need tools, resources, and a blueprint to move forward.
Whatever your situation, you’ve come to the right place to get started. This book is a good place to begin your journey—it will provide answers to many of your questions; but possibly more important, it poses additional questions that only you and your organization can answer. Answering these questions as you begin is crucial to ensure success. In addition, you’ll benefit from the supplemental tools and worksheets designed to help you plan, design, implement, and evaluate blended learning campaigns.
Why Is Blended Learning Important?
Today, most learning is blended learning. Typically learning initiatives include some combination of live learning and self-directed learning, supported by resources like infographics, videos, and e-learning. But modern blended learning is more than sequencing different media and activities that happen to be related by topic. It is about aligning learning objects with the most appropriate instructional strategies, techniques, and technologies, while meeting the needs of the organization and modern learners.
When designed and implemented effectively, blended learning is very powerful. It creates individual resources that support formal, planned learning events, and supports every informal moment of learning need. An added benefit is that resources are no longer shelved or filed after the learning management system (LMS) has indicated completion; rather, they become crucial references and tools that learners can use far after the instructional program has ended.
Blended learning supports enhanced outreach to learners while connecting workforces that are globally dispersed, working virtually, and constantly on-the-go. In addition, blended learning resources are accessible to learners at the time and place of their convenience, as well as accommodating individuals with sight, hearing, and mobility impairments. Thus, blended learning makes your talent development initiatives more inclusive.
Blended learning also enables more authentic learning, by allowing individuals to learn, recall, and apply what they’ve learned when and where they need the content and perform their work. Blended learning campaigns, and their associated resources, provide the ability to create personal learning paths, allowing individuals to assess their own needs and make informed decisions about how and what to learn.
This book supports all members of the talent development community by providing insights on how to succeed in this potentially complex process.
Chapter by Chapter Overview
Each of the books in the What Works in Talent Development series follows a similar framework. The chapters in this book discuss what modern blended learning is, why it’s important, how to design it, how to implement it, how to evaluate the outcome, and what you can do to prepare for the future of learning.
Chapter 1: Getting Started introduces modern blended learning by providing a clear definition of what constitutes blended learning today. It considers the changing perceptions around learning while providing insight into how to assess your situation and ways to evaluate your current learning landscape. A new role is proposed to lead the change: the learning experience architect.
Because so much of modern blended learning is new, this chapter also includes a list of key terms to help you to manage blended learning conversations with your stakeholders. You’ll be introduced to the concept of a learning campaign, which can replace the more traditional course model. Learning campaign design and implementation is a foundational concept that supports the rest of the book. It also ties together the five moments of learning need: when learning something new, when learning more, when applying what was learned, when solving problems, and when things change.
Chapter 1 asks you to consider many questions: What is the history and the future of blended learning at your organization? What is the current perception, and how can you shape it? How do you currently address all the moments of learning need? What is your role in moving forward with blended learning initiatives?
You will also find tools that allow you to reflect on past blended learning efforts, create learner personas, and start to build your personal learning network.
Chapter 2: Shaping the Future helps you set the stage for success. For blended learning to be successful, it is necessary to lay a strong foundation to manage the change from more traditional models.
This chapter addresses the migration from a “push training model,” where learners are assigned content as determined by business needs, to a “pull learning model,” where learners are enabled to learn how, where, and when they want to. It provides strategies for talent development to partner with the business and with learners to help the organization progress along the change curve.
Critical in this chapter is the discussion about where modern learning takes place (in a traditional classroom, at a desk, on a mobile device, or on the job) and how it takes place (formally or informally). These critical aspects determine how the learning programs should be designed, and help create a more authentic learning environment. We also discuss the application of adult learning principles, which is more important than ever.
Chapter 2 asks you to think about what surprised you about the design, cost, and instructional complexity of past blended learning initiatives. Other questions include how globalization, mobilization, and social collaborative technologies affect your campaign design. Should they? How do you make reusable individual learning resources, potentially supporting all the moments of learning need? How can you learn from problems with the design, technology, and implementation of early initiatives to mitigate future issues?
This chapter provides a job aid to help you plot where your organization is on the change curve. A list of additional resources rounds out this chapter.
Chapter 3: Designing Your Blended Learning Program addresses how to design modern blended learning campaigns. Instructional design is critical to blended learning, and arguably more important than ever before. As with more traditional methods, blended learning campaign design starts with a needs assessment. This process links learning outcomes to business requirements, and identifies whether your organization is ready for this type of implementation.
This chapter distinguishes the differen