How to Use Psychometric Testing in Hiring


Good post on use of psychometric assessments in hiring. As a certified MBTI practitioner, am glad to see the red flag around using MBTI ( Myers-Brigss Type Indicator) for filtering candidates during the hiring process. MBTI is an indicator of personality types and does not measure skills /aptitude. #mbti #astd

How to Engage in Social Recruiting – Talent Management magazine


Perspective from AOL on social recruiting. Connecting with potential employees has never been more important before. The war for talent will be be won through different frontiers. Social is one of those.

How to Engage in Social Recruiting – Talent Management magazine.

2011 Webinar on Social Learning


A webinar on Social Learning, which I led it with two colleagues. The world of social software, social media, and how L&D uses the software, the media and leverages the theory of social learning has changed significantly. All in the direction we had envisioned two years ago.

http://www.trainingindustry.com/media/3806369/3.30.11.webinar.pdf

 

 

 

‘Teaching with Moodle’ MOOC stats


Just heard that about 8000 people are participating in the MOOC (Massive Open Online Course) ‘Teaching with Moodle’. In its 1st week now, the course has generated 6000 forum posts, nearly 2500 badges have been awarded and almost 2000 courses have been requested. What do MOOCs have going for them?

Here are a few things:

1. Free (Almost, unless one wants certification, or verification)

2. Content of interest (People have a choice to participate in the subject of their choice- there is immense intrinsic motivation )

3. Recognition (Peer and professional through Badges and boards )

4. Social (6000 forum posts? No standalone elearning, book, or ILT will generate this much interaction).

Again, how will corporations leverage this shift in how people choose to learn? The shift will neither be instantaneous, nor easy. A smooth, successful migration / inclusion will require a framework.

What do you think are the considerations?

 

MOOCs are here- let’s leverage them thoughtfully!


Uwituze and her family live in Rawanda.  They have $75 in savings. Although it is unlikely that Uwituze will ever be able to afford college, she aspires for a career in finance / banking.

She might just get what she dreamed for!  She will get the required knowledge through the Kepler project initiated by a non profit Generation Rawanda. Briefly, the Kepler project will leverage the MOOC ( Massive Open Online Course) model of education, and blend online content from best universities of the world with in-person instruction to help Uwituze realize her dream.

In 2007,  at the AERA Conference in New York, a professor from Yale demonstrated the first open access course ( earlier name for MOOC).  What began as bootstrapping has now grown into a blossoming industry. Harvard and MIT started a $60 million dollar non-profit and created edX. Likewise, Udacity raised $21.1 million with venture capital funding! (Source)

The power and reach of MOOC is undeniable.  Reasonably small sums of American dollars deliver immense value for people all around the globe.  The cost of one hundred cappuccinos could mean a student earns a CS101 or is able to take a class on Teaching, and sign up for the signature track and get verified as a successful candidate from Stanford, or other such university!

From a corporate L&D point-of-view, Jeanne Miester has shared a very useful article with the community.  Here, I note some additional considerations, and few reasons to use  MOOCs.

1.    Most organizations are not necessarily training content creators.  Even though some content is generated in-house, most is procured from third parties (trainers, training companies, or publishers).  MOOCs could be a great source to procure content (all in one place if no customization is required).

2.     MOOCs are mostly free and can enable professional development, up-skilling, or re-skilling.  Resources thus freed-up can be allocated elsewhere.

3.   Verification and certification becomes possible for $39- $100 per course.

4.  Learning on-line is convenient and easily accessible for employees / participants with internet access.

5.  Learning on-demand means that work time can we used for working which is a benefit to both the employee and the employer.

6.   MOOCs provide context-free situations ( are not organization, or industry specific), skill development, and add to the knowledge base.

MOOCs offer a good deal of benefits but there are challenges to consider as well.

1.    What’s the incentive to complete the program?  Only 5% of participants completed a MITX’s MOOC. (Source)

2.    How will we evaluate knowledge transfer and measure achievement?

3.     70:20:10- Do MOOCs currently address the need for peer-peer, informal, and formal social learning?

MOOC’s are not a perfect fit in every instance but they offer rich possibilities creating opportunity and flexibility in the L & D space.  I think of these considerations- will MOOC platforms  by Coursera, Udacity or others allow for creation of bespoke content?

There will be other considerations around:

1. Interoperability

2. Technical specifications

3. Reporting

4. Content assimilation, and curation from multiple providers

The future  is bright, and every organization needs to leverage this emerging trend in learning, and teaching to the extent they can ( just as McAfee did by ‘flipping the classroom’).