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This week, Managing eLearning features a guest post from Lauren Gray, a Marketing Intern at Web Courseworks. MOOCs are Maturing A Massive Open Online Course, otherwise known as a MOOC, provides users with unlimited participation and access via the web by including interactive user forums to support community interactions between the users and the instructors. … Via Peter Mellow, Miguel Morales 
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Scoop.it!
Companies are expressing growing interest in using massive, open, online courses in their corporate training initiatives for rank-and-file workers, the Journal reports today. But winning over executives, who are accustomed to concierge services and in-person hobnobbing, might be a tougher feat for MOOC providers. Via Peter Mellow
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Scoop.it!
Companies are expressing growing interest in using massive, open, online courses in their corporate training initiatives for rank-and-file workers, the Journal reports today. But winning over executives, who are accustomed to concierge services and in-person hobnobbing, might be a tougher feat for MOOC providers. Via Peter Mellow
Scoop.it!
McAfee turned its training around that both saved both time and produced more lucrative sales: ...an average of $500,000 per year in sales [attributed to] new training model.
Before Intel giant McAfee revamped its new-hire orientation, ...80 hours long [with] ... 40 hours of pre-work,, 5 days of on-site training, and ...post-...to be completed at home.
To fix its problem, McAfee turned to ....Massive Open Online Courses, or MOOCs...called “flipping the classroom” [where]...a majority of learning happens ...by giving students access to course materials and having them probe, discuss, and debate issues with fellow learners as well as the professor.
_________________________ _________________________
...Can your company re-imagine the role of the learner? ...the learner takes on a role more expansive than ever before, acting as teacher, learner, and peer reviewer.
Companies ...have to trust the learner to do this, by incorporating more opportunities for peer reviews and peer-to-peer dialogues into the course.
With that change, McAfee turned its training around in a way that both saved both time and produced more lucrative sales: its sales associates now attribute an average of $500,000 per year in sales to the skills they learned through the new training model.
Three MOOC elements are particularly well-suited to corporate learning & development: Semi-synchronicity (cohorts ...[can] motivate each other as they go through the program), course design (flipping the classroom), and credentials
In a recent Future Workplace survey, completed by 195 corporate learning and HR professionals, 70 percent of respondents said they saw opportunities to integrate MOOCs into their own company’s learning programs. Even further, this sample of respondents made six recommendations for how MOOC providers could adapt to needs of corporations:
Related posts by Deb:
Agile Leader Learning for Sustainable Change: Steps through Sharp Rocks Change and Endings: Letting Go and Acceptance before New Beginnings Messing up a Change Implementation with Someone Else’s Learning Culture?
Via Society for College and University Planning (SCUP)
Society for College and University Planning (SCUP)'s curator insight,
August 21, 2013 12:49 PM
Semi-synchronicity (cohorts ...[can] motivate each other as they go through the program), course design (flipping the classroom), and credentials. 
IanHelps's curator insight,
August 26, 2013 9:19 AM
MOOCs might be just what the corporate L&D world needs to reinvent itself. McAfee appears to be at the leading edge of this change |
