Definitions
Mobile Learning: Sometimes abbreviated as M-learning, is still in its development stage and is a type of education that occurs through mobile learning devices, such as handheld and mobile technologies and its hardware, through the use of portable electronic devices or wireless devices like cell phones, smartphones, iPods, personal digital assistants (PDAs), and wireless laptop computers. It is also defined as any learning that occurs when not at a fixed, predetermined location. The concepts and language of M-learning remain in development, as we are still at the early stages of using mobile devices to create learning opportunities.
Distance Education: Educational situation in which the instructor and students are separated by time, location, or both. Education or training courses are delivered to remote locations via synchronous or asynchronous means of instruction, including written correspondence, text, graphics, audio- and videotape, CD-ROM, online learning, audio- and videoconferencing, interactive TV, and FAX. Distance education does not preclude the use of the traditional classroom. The definition of distance education is broader than and entails the definition of E-learning.
Distance Learning: The desired outcome of distance education. The two terms are often used interchangeably.
M-Learning vs. E-Learning: One question often asked when someone is introduced to mobile learning is what is the difference between M-Learning and E-Learning? The main difference is connectivity, expense and location of the learning. The distinction between mobile learning and E-learning is a very gray area. A user of E-learning tends to use a tethered (connected to something) style of learning with the intent of learning something or acquiring a specific knowledge or skill. E-learning also offers learning in a formal and structured manner. Mobile learning is described mostly as untethered informal or opportunistic, as well as private, situational, and unstructured. In many cases mobile learning is used to support, or as an element of, E-learning. Mobile learning is less restrictive because it allows learning to occur anywhere and anytime.
Solve Problems
Most mobile learning is done through handheld or wireless devices. This allows Federal employees the workplace flexibility of working anywhere and at any time they wish, as long as they meet the deadlines and produce the expected results from their work. It also allows for managing members of a mobile workforce, such as those who work under Telework Enhancement Act.
The TEA defines mobile telework as a work flexibility arrangement under which an employee performs (the) duties and responsibilities of such employee's position from an approved worksite other than the location from which the employee would otherwise work (mobile). Likewise, if an employee decides to take an online course or webinar and participate through a smart phone, cell phone, PDA, or other wireless device, it could save the Federal government both money and time.
M-Learning and Training Policy
One common question is whether or not an employee is covered by the training policies and regulations that cover usual "work hours" while using mobile learning at irregular times of the day. Answer: yes. Those same policies and regulations that addresses distance learning also apply to mobile learning.
Stay Current
The following agencies are currently using or are planning to use some type of mobile learning within their agency:
Defense Acquisition University (DAU)
DAU has assembled a group of faculty and staff to develop a strategy, experiment with different delivery options, and to ultimately ensure that the university provides the workforce resources that are available at their point of need. Mobile-ready information, performance support tools and learning resources are one channel to accomplish this goal.
More information about this effort can be found at the following link: https://myclass.dau.mil/bbcswebdav/institution/Modules/Mobile/General/Presentations/Mobile_exec_23Aug2011.pdf
Department of Commerce
Thinking strategically about the fast-paced lives of their SES corps, the Department of Commerce decided to pilot a mobile learning initiative using a number of popular content providers, including Harvard Business, Book Abstract, and Skillsoft. The requirements were that the content must be downloadable, web-based, and able to be received by any mobile device.
The framework for the pilot at the Department Commerce included using a mobile-accessible online self-assessment tool, which was used to facilitate a one-on-one coaching session with an industrial and organizational psychologist, in which feedback was presented to the executive as well as recommendations for career development. Executives used this information to fill out their EDPs and select online/mobile learning content from the three providers.
In January 2011, the pilot was run with 30 SES members and received a great deal of positive feedback. The pilot was evaluated mid-way and at the end of the program so that lessons learned could be captured. Commerce expects to roll out the full program agency-wide in early 2012.
Foreign Service Institute (FSI)
The Foreign Service Institute (FSI) is the primary training institution for the Department of State and the U.S. foreign affairs community. FSI is a designated Federal E-Gov E-Training provider and is an Information Systems Security Line of Business Shared Services Center.
FSI has developed over 250 E-learning courses/resources, standalone and mentored, which are designed to promote successful performance in each assignment, to ease the adjustment to other countries and culture, and to enhance the leadership and management capabilities of the U.S. foreign affairs community. Topics include language and culture, leadership and management, security, technology, economics, public diplomacy, area studies, consular topics, and tradecraft.
FSI has undertaken a modest mobile pilot training and learning program and has just designed and deployed two mobile resources: Dari Express Mobile and Pashto Express Mobile. These products are designed as stand-alone resources for the specific foreign affairs audience.
The Express Mobile resources in the Dari and Pashto languages were designed to repurpose content from the existing mentored. Dari and Pashto custom E-learning courses into a mobile tool that is accessible at any time. Each resource serves as a point-of-need reference tool and consists of lessons in a video or audio-cast format, which require 20-40 minutes to complete and contain key topical vocabulary and phrases in the target language.
FSI is reviewing other materials and courses to determine what addition mobile resources we might provide to our target audience.
Find Opportunities
Well-executed, M-learning brings many benefits such as:
Below are some of the websites that will help with the understanding of what mobile learning is and types of devices used for mobile learning:
Other Tools and Resources
Solve Problems
(What are some low cost training options available to me?)
On-the-job training
Hands on learning for the employee utilizing the required equipment and resources as they are learning the job. This method of training would be the most effective learning environment for an employee due to the fact that the employee is demonstrating transfer of learning simultaneously as they are gaining the knowledge and skill through instruction.
Train the trainer programs
Due to expensive price tags on training events, organizations will send one or two employees to be trained on a particular topic. The employees will return back to the organization and be expected to train other employees that need the same particular skill or knowledge. The employees are labeled as the trainer with subject matter expertise for the particular topic in the organization, and will train other employees in the future.
Cross-training (e.g., details, developmental assignments, special projects)
Training that covers several tasks within a department or office. Employees in a particular department will master their own tasks of responsibility and the tasks of their co-workers in the event that extra help may be needed and different areas require coverage. Cross-training can typically be accomplished internally with the more senior employees being the trainers. Cross-training is appropriate when turnover is high, and headcount cannot be filled immediately due to budget cuts.
Coaching
Coaching is a thought provoking and creative process that inspires the client to maximize their personal and professional potential. This is a method of instruction where the desired outcome is to obtain a certain level of knowledge or skills.
In-house training or brown bag lunches
In-house training is an excellent way to provide training to a large portion of the workforce without a hefty price tag. Facilitators for in-house training must be the subject matter expert of the training topic. The majority of organizations identify employees as candidates who have demonstrated outstanding knowledge and skill on the training topic through work tasks and competency levels. Brown-bag lunches are a good way to recruit individuals to training events where they can come voluntarily for one hour during lunch time, and bring their lunch to eat while participating in the training.
External Subject Matter Expert Training Opportunities
Externally, many different low-cost training methods can be utilized from the employee's home if they telecommute or if they are on-site at the organization. Elimination of travel to training sites saves organizations time and expense. Externally, organizations can seek webinars, podcasts, e-learning events, and videoconferencing opportunities. In addition, organizations may be able to unite with other organizations seeking a particular training to obtain a group training discount from the vendor due to high demand of the training.
LinkedIn Events
Search the social networking site LinkedIn for events by subject matter or location to find seminars, speaker presentations, and workshops. Some event organizers will charge a fee for admission but many won’t. Similar to vendor training, you may need to sift through sales pitches but you can glean some very useful and practical information from these sources.
Lrnchat (Learn Chat on Twitter)
Learn Chat is an online chat over the social messaging service Twitter that now happens twice every Thursday: first at 11:30-1pm EDT/4:30-6pm BST/5:30-7pm CET and then again at 8:30-10pm EDT/5:30-7pm PDT. Participants are people interested in the topic of learning from one another and who want to discuss how to help other people learn. The official Twitter account for Learn Chat is http://twitter.com/lrnchat.
Toastmasters
Join your local Toastmasters International group to help you or your employees develop presentation skills, which can be essential to briefing executives, presenting important material and conveying the value of your training programs to stakeholders. There is a minimal fee for this group.
Learning management system (LMS)
LMS may be linked under corporate universities and widely used. An LMS is a computer software program to deliver, track and manage training. A number of courses maybe housed in the LMS with easy access by the employee to register for the courses, schedule the courses and take the courses. The type of training an LMS can provide is synchronous (self-instruction), asynchronous (collaboration with others), blended and classroom based training.
E-Learning
Becoming a widely popular training delivery method in organizations where participants take courses electronically via the computer. Time and resources may be demanding to set up the e-learning courses initially; however, the organization saves costs on facilitator and logistical needs long-term. Many agencies offer e-learning courses through a learning management system to 1) allow easy access, and 2) create a record of the course being taken.
10 eLearning Freebies
From The eLearning Coach
Webinar
Meetings and presentations conducted via the internet where the presenter is on-line presenting the information, and the participants are sitting at their desks or conference room receiving the training. During webinars, participants are given the chance to ask the trainer questions through the phone line that is required for operation of the webinar. The trainer also takes mini-polls at various points during the training getting participant feedback on issues. Often, the webinar is archived, so that it is available on demand around the clock. Many training based organizations offer free webinars to industry-based organizations.
Podcasts
A series of digital audio or video media files available for download through websites. Podcasts are great tools to have for the workforce to attend at various times due to shift work or difficult availability. Podcasts can be available on demand for anytime learning by employees – in the office, during the commute, or at home. Podcasts, which offer an alternative to reading that appeals to employees who prefer learning modes, enable employees to learn about issues, innovations, and best practices.
Here are examples of on-demand professional and personal development podcasts:
Videoconferencing
This training method allows for multiple sites within organizations to connect together at the same time to participate in training events, meetings or presentations. The training is conducted through video and audio transmissions simultaneously. Videoconferencing is extremely helpful in organizations with global sites that also need regulatory training.
Federal Executive Boards
Agencies should coordinate with their local Federal Executive Board (FEB) for cost-effective training opportunities and pre-retirement seminars in their area. Historically, the Federal Executive Boards have offered low cost and sometimes no-cost training courses and seminars for federal employees. Fees arranged through the FEB are usually considerably less than published rates or tuitions from commercial sources.
Peace Corps
The Peace Corps posts a listing of no- and low-cost training resources, based on searching sites on the Internet (only as possible resources to consider, not sponsored or evaluated by PC) and make the list available to their employees (with other resources) on their Staff Development and Training page in addition to an Individual Development Plan (IDP) form.
Free Plain Language Training
Find information on how to access free training regarding the Federal Plain Language Guidelines on our Sharing Resources and Collaborating Across Agencies Wiki page.
Department of Justice, Alcohol, Tobacco, and Firearms:
The Stepping up to Leadership Program (SUTL) is a twelve-month aspiring leaders program for non-supervisory GS-9s, 11s, and 12s. The program includes a mix of formal coursework, leadership competency assessments, and personally assigned activities aimed at developing the leadership competencies of program participants. Participants spend approximately eight hours a month on program activities, which include monthly (web-based) training sessions, online team meetings, and individualized learning using online courses available through the agency’s Learning Management System (LMS). The SUTL program is evaluated using monthly training surveys and a final leadership assessment measuring the change in leadership competency scores for each participant. Costs are limited to the purchase of leadership books. All other costs of the program are offset using existing training resources within the agency.
For further information please contact Bill Thimmesch, Program Manager, at 202-648-7293.
Department of Energy
The Department of Energy (DOE) Blended Learning Approach is a tool to assist individuals, manager, and learning and development professionals address employee development needs. It provides informal and formal methods as well as a systematic process for creating blended learning solutions.
DOE Blended Learning 6.1.pdf
For more information or a copy of the tool, please contact Deadra Welcome, deadra.welcome@hq.doe.gov, 202-586-9533.
elearning Guild
The eLearning Guild is a source of information, networking, and community for eLearning Professionals.
Office of Personnel Management
The HR University is an exciting new resource OPM has developed to help guide HR Professionals along their career path within the Federal Government. Among other things, the HR University offers personalized career guidance, training, and resources to achieve a consistently high level of technical, consulting, business and professional competency. On the site, you can also find a list of online or classroom-based courses that have been evaluated and approved by the Office of Personnel Management as courses designed to meet established competencies for the HR Profession.
Stay Current
What can I learn that will help me refresh my knowledge base and add value?)
Read Trade magazines/Journals
Trade magazines are a good way for employees to learn about issues, innovations, and best practices. Subscription costs continue to decline; many publications are now free. A few are perks of association memberships. Often, a paper subscription comes with online access to the same content. Professional reading can be done during the commute or lunch hour. Here are examples of robust content:
Trade magazines are a good way for employees to learn about issues, innovations, and best practices. Subscription costs continue to decline; many publications are now free. A few are perks of association memberships. Often, a paper subscription comes with online access to the same content. Professional reading can be done during the commute or lunch hour. Here are examples of robust content:
Nearly every discipline has trade journals. Training departments can help employees stay current by posting hyperlinked lists, such as the above, to agency intranet sites. Facilitating brown bag discussions of articles that touch on hot topics at the agency are another idea.
Make Opportunities
(What can be done to create low-cost learning experiences?)
Agencies employ experts in many different fields. Create opportunities for them to convene, with interns and journeyman employees, to discuss cases or program challenges. Leaders abound in Washington and other cities where there are large concentrations of government employees. Invite them to come and speak. People like to talk about their work. Many will say “yes” at no cost to the agency in order to have the opportunity to conduct a discussion with interested employees. For example,
Invite the Federal Executive Board or DHS Fusion Center Director to visit, so prospective leaders can find out how agencies are collaborating in the community. In addition:
Consider making some events interagency – that can lead to sharing of cost and effort, while it promotes dialogue and openness to future collaborative efforts.
As mentioned above, one way to make an opportunity for low cost training is to bring in a book author to discuss their book. For example, the Treasury Executive Institute hosts 2-hour book discussions with well known authors on topics related to Leadership and other areas of interest. Other agencies can participate for a nominal fee.
Agencies can easily create a book club by simply following a few steps:
How to Implement a Book Club at Work:
First, you need to determine if employees are interested in a book club. Send out an email to gauge employee interest in reading a book on their own time and then meeting at lunch once a week to discuss the book. Then,
Tips:
What You Need:
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[i] http://humanresources.about.com/od/educationgeneral/ht/book_club.htm
]]>Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers. Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor. Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to both employee and the organization.
The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201). Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization.
Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs. In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs). Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.
Many agencies have already established pre-supervisory training programs. A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.” It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency. To learn more about agency programs, click on the FedLDP catalogue.
OPM hosted a webcast on Pre-Supervisory training in spring of 2010. Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF).
(Having trouble with the embedded video above? Try viewing the webcast at this link: OPM Pre-Supervisory Webcast on YouTube.)
To view the slides from the webcast, click on EPA and ATF below:
Other resources:PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Take a look at the Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program page to find out more.
NIH is currently in the process of creating a supervisory resource center geared towards new and experienced supervisors. Take a look at the NIH-wide Mandatory Supervisory Training page to see what NIH has done so far. The recommended training for new supervisors found on the NIH Supervisory Essentials Training page is also a great launching pad for those who want to be in the leadership pipeline.
The USPTO sponsors the Leadership Development Program, which is a wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center. Resources from USPTO's leadership and development group include articles, graphs and other useful tools to assist in developing a program for aspiring leaders as well as those in current leadership roles. Jennifer Tokar can be contacted for additional information at Jennifer.Tokar@USPTO.gov.
Building off of OPM-established leadership competencies, USDA has created a leadership roadmap and toolkit specifically for APHIS employees. This resource provides valuable information regarding leadership competency development, supervisory, managerial, and executive development, learning transfer, and mentoring and coaching.
FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees. For information about how to apply FCAT-M to your agency, take a look at the Guide to Implementing the FCAT-M. Please direct all inquires to: Angela.Graham-Humes@opm.gov.
Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills. It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals. A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting. All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out U.S. Patent & Trademark Office (USPTO) mentoring toolkit.
(What training or other opportunities are available in this area?)
The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors
Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.
View the class schedule or email the Director, Joseph Schumacher.
Please feel free to add your agency's ideas, courses, or relevant links to this page for all to share.
]]>The eLearning Coach — 10 eLearning Freebies for Instructional Design
Ten "freebies," from comic book art to specialized fonts and templates to an eLearning job aid. (Paraphrased from the site)
Training Design: Spotlight on Blended Learning
While the term ‘Blended Learning’ may have just been coined in recent years, the concept has actually been around for centuries. It is within human nature to be a blended learner, to gain knowledge and experience via multiple avenues. From hunter-gatherer societies, we have been combining firsthand experience with knowledge that is communicated in order to make the best possible judgments and decisions about our environment. While this is a very primitive way of explaining ‘Blended Learning,’ in today’s learning culture it has taken on a much more sophisticated meaning.
One-to-One Learning
One-to-one is an up-and-coming learning initiative that allows individuals to learn how and when they want to (anytime, anywhere) via personal, portable, technological devices in a wireless environment. These devices (whether it’s a SmartPhone, laptop, or e-book) are context-sensitive,meaning that they allow courses to be tailored to individual learning style and speed. They are also able to integrate with each other to support learning and development and maximize the effectiveness of the training.
The Future of Communication
Take a second to stop and think about how you communicate now differs from how you communicated in the 1980’s, even in the 1990’s. Then think about the impact this has had on telecommunication providers who have had to cope with the mass shift from landlines and long-distance calling to mobile web and Skype.
Do you have a Millenial Mindset?
We’re all familiar with the dramatic shift towards technology and innovation; it’s evident everywhere you look. Everything can be done online, from buying movie tickets to checking-in for your flight to ordering dinner. While we can observe today’s children whizzing through the Internet, the Wii, and other electronic devices, where does this leave the older generations?
Take the quiz here: How Millenial Are You?
Twitter as a Training Tool
Twitter is a free social networking tool that keeps people connected with one another via status updates,or “tweets”, about what they are doing at a given moment. This ingenious concept fuses the appeal of blogging with the speed and convenience of texting,creating a networking platform that everyone wants to be part of. According to the Twitter Fact Sheet, Twitter is currently home to more than 106 million user accounts, who generate approximately 55 million tweets per day. The site’s growth is expanding by the minute, as it gains an additional 300,000 users per day.
Facebook: Social Media Tool or LMS??
With reported daily participation from over 175 million users, who can compete with the global pervasiveness of Facebook? The easy-to-use interface, coupled with instant access to literally millions of individuals has created a catalyst for information-sharing in the 21st century; and it’s only going to grow.
Web-conferencing: a method to allow instructors to conduct live meetings, trainings, and presentations via the Internet. Web-conferences allow participants opportunities to ask questions and participate in polls. Common examples of web-conferencing tools are Webex, Adobe Connect, Goto Meeting and Live Meeting
Social Network/ Community of Practice: online group of people who develop friendships, find professional connections, share interests, and gather knowledge and information. These communities are formed online through social sites. Learning and development programs can utilize these networks to link course participants before and after a training event to share knowledge and ideas regarding the course. Instructors and participants provide links to articles, webinars, and on-the-job examples before, during, and after a training event.
Podcast: a type of online media delivery allowing users to download files via a feed onto a computer and MP3 player. Podcasts allow learners to access trainings at different times depending on workload and availability. Instructors create course podcasts for learners to download and listen on their MP3 player, mobile phone, and laptop.
Blog: website which allows an author to share opinions, reflections, and discuss topics in the form of online journals. Learning and development programs can incorporate blogs to provide supplemental course information and updates on course materials. Participants can discuss the course in this space.
Microblogs: a popular tool to share knowledge and resources with one another. Instructors can incorporate microblogs to create a community around a course or an activity. Instructors also can post tips, assignments, and other information pertaining to the course. Course participants can summarize information learned during and after courses. Participants at conferences are using microblogs to informally exchange information learned from conference sessions. Common microblogs are Twitter and Yammer.
Integrated Collaboration Environment or Collaborative Workspace: a virtual environment where teams may work on projects and share information. Project teams can access a shared workspace where they upload files and share them with one another. Common examples are Sharepoint, Google Apps, Google Docs, Zoho and Moodle.
People may also establish shared spaces to learn from one another either formally or informally. For example, individuals from different agencies involved in training and development may create a workspace to share ideas, experiences, and resources to develop a supervisory training program.
Wiki: a website allowing users to create and edit content on any number of interlinked web pages via a web browser. This method is used in learning and development programs to promote collaborative learning and information sharing. Instructors and participants use wikis to create reading lists. Course participants use wikis to for team projects. Organizations use wikis to post internal processes, publish reference guides, and capture best practices.
Note: This website is a wiki, editable by a number of people within OPM.
Social Bookmarks: a system allowing users to collect and store bookmarks online, tag with key words and share those bookmarks and tags with others. This type of tool allows course instructors develop course reading lists. Course participants supplement course material by subscribing to a particular tag or keyword that relates to the course.
Media Sharing: an online environment which allows users to search for photos, videos and/or other media for uses in (among others) presentations, learning materials and coursework. Users publish content to a larger audience. Instructors can record workshops and upload them to an online social network. Common media sharing tools are Flickr, Google+, and Youtube.
Virtual World:: a simulated environment where users can interact with one another and create objects through an onscreen avatar. This type of environment allows course participants to attend live workshops and conferences in a virtual classroom or conference space. Participants are able to interact with each other in much the same way as attending a real workshop or conference. Course project teams can meet and collaborate in a virtual space. Organizations have developed courses using a virtual environment to conduct simulations of various situations including disaster preparedness or medical emergencies. Common virtual worlds include Second Life, Protosphere, and Forterra.
Authoring Tools or Instructional Tools: software packages instructional designers use to create and package content to end users. Authoring tools are commonly used to create e-learning modules. They are written to conform to international standards such as Shareable Content Object Reference Model (SCORM). These tools allow for Common authoring tools are Adobe Captivate, Adobe Flash, and Articulate.
Mobile Learning: Learning that occurs across locations. There is not a fixed, predetermined location for learning to occur. Mobile learning's focus is on learning across contexts and learning with mobile devices. Mobile learning devices are used to access online courses and resource. Examples of mobile devices that can support learning are a laptop, cell phone, personal digital assistant, MP3 player, smartphone, game device, tablet PC, and an e-book.
Mobile learning can do much more than course delivery. Mobile learning can also foster collaboration among individuals, conduct assessments and evaluations, provide access to performance support, and capture evidence of a learning activity.
Please remember that mobile learning is not just e-learning on a smartphone (3 inch screen). Mobile learning is about providing performance support based on time and location. Mobile learning does not require a smartphone either. Mlearning can be delivered via SMS text messaging. One example is a system for women who are pregnant. They 'register' once they learn they are with child. At various times over the following 6-8 months, they recieve a text message that provides valuable information regarding the stage of the fetus's development. It also sends reminders to go get examinations. Though not a 'course', this is an example of Mlearning. Similiarly, since your LMS knows when you have finished a (ILT) course, it can send (push) you retention aids through mobile devices.
Although some agencies are embracing the Web 2.0 phenomenon, many agencies are hesitant to allow the use of these tools. Here are some things to consider if you would like your agency to allow the use of these tools:
A few agencies have implemented newer technologies including Web 2.0 tools in their learning and development programs.
Department of Veteran’s Affairs, San Diego Healthcare System
Department of Veteran’s Affairs (VA), San Diego Healthcare System conducts emergency and disaster preparedness training in a virtual environment. Nurses log into a virtual environment and assume control of their avatar. Once in the environment, the nurses complete emergency and disaster preparedness drills. Here is an article on VA’s emergency and disaster preparedness training in a virtual environment: Avatar II: The Hospital.
Department of Justice, Alcohol, Tobacco, and Firearms
The Department of Justice, Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF) uses instant messaging (IM) to facilitate teamwork within their “Aspiring Leaders Program.” The program also conducts virtual workshops monthly using Adobe Connect.
Participants are located across the country and cannot meet in person. To facilitate teamwork among the participants, ATF uses a secure chat capability through their intranet and employees participate in web meetings via Adobe Connect. Participants chat one-on-one by using their IM system between training sessions. Participants can also log their team conversations so they can turn in archived discussions before the formal training session. At each monthly session, participants receive a short briefing on the leadership topic, followed by team reports and a wrap-up. Web conferences are available for recording. For further information please contact Bill Thimmesch, Program Manager, at 202-648-7293.
Department of Commerce, National Oceanic and Atmospheric Administration
The Department of Commerce, National Oceanic and Atmospheric Administration (NOAA) provides live interactive webinars to their on-line self-paced supervisory course participants as supplements to their supervisory course series. Participants are able to post questions during the webinars and chat with one another.
Department of Transportation, National Highway Institute
The Department of Transportation, National Highway Institute (NHI) provides both self-paced Web-based training modules and interactive Web-conference training sessions to the transportation workforce. NHI’s Web-conference trainings follow similar scheduling procedures as their instructor led courses; however, these sessions are held online and hosted in the Federal Highway Administration’s Adobe Connect Pro application. Their self-paced Web-based training modules can be taken at any time, and participants can exit and return to the same place in each lesson throughout the training.
The NHI Web site enables enrollment in and access to all of their Web-based offerings via a personalized “My Training” page and an integrated login system that allows participants to launch their courses with a single click. The My Training page also provides access to Certificates of Completion and unofficial transcripts based on the participant’s progress in each training module. The NHI Website, additionally, offers the opportunity to sign up for automatic, customizable email updates from the site and course catalog as well as the ability to view presentation tutorials and executive summaries of various freight courses. To learn more about NHI, go to the NHI website.
Intelligence Community, Intellipedia
Intellipedia is a collaborative data sharing wiki for the Intelligence Community. Intellipedia was created to share information on the more difficult challenges facing the intelligence community while incorporating cutting-edge technology into its workforce. The Intelligence Community uses the wiki to maintain and transfer knowledge on daily operations and events.
Intellipedia consists of three wikis and are classified by the level of clearance: Sensitive but Unclassified, Secret, and Top Secret. Employees with Sensitive but Unclassified can not access the Secret and Top Secret wikis. Intellipedia is not open to the public.
Social Security Administration
The Social Securty Administration uses Elluminate Live - a communication tool combining integrated Voice over IP and teleconferencing, public and private chat, quizing and polling, emoticons, and a webcam tool. The software tool includes several visual tools including a whiteboard, application sharing, file transfer, and web tour. The tool also has a record feature which allows the moderator to record the class for others to view at a later date.
(What training or other opportunities are available in this area?)
Common Craft
Short and simple videos covering subjects such as Twitter, Social Bookmarking, and Wikis. These videos are in Plain English.
#lrnchat
An online chat for people interested in the topic of learning. This chat takes place on Twitter every Thursday night from 8:30pm to 10:0pm EST. Use the hashtag #lrnchat to follow the conversation. (The word "hashtag" comes from the “#” sign, known as the hash sign) Using #lrnchat enables one to search and participate during the discussion held once a week on Thursday nights. You can also use live-chat services such as TweetChat and TweetGrid or even seek out #lrnchat in Twitter search.
(What other tools are available to me?)
OPM does not endorse these resources. This listing is for informational purposes only—feel free to add references you have found useful.
Groundswell: Winning in a World transformed by Social Technologies, by Charlene Li and Josh Bernoff (2008). This book is based on practical data-driven strategies for organizations who want to leverage the power of social technologies. The book includes case studies, a complete roadmap for a social strategy, and data across the globe.
Grown up Digital, by Don Tapscott (2009). This book provides an inside look at the Net Generation. The author surveyed more than 11,000 members of the Net Generation. His discovery was the Net Generation developed revolutionary new ways of thinking, interacting, working, and socializing.
Blackboard Collaborate (formerly Elluminate Live!)
(Blackboard Collaborate) is a cutting edge communication tool that includes integrated Voice over IP & teleconferencing, public and private chat, quizzing and polling, emotions, and a webcam tool. The software includes several visual tools, including whiteboard, application sharing, file transfer, and web tour. The software also includes a record feature that allows the moderator to record the class for others to watch later as well as a graphing tool, breakout rooms for group work, and timer. The whiteboard supports the uploading of presentations for viewing on the whiteboard for classes or meetings.
Getting the most from Training Magazine Network webinars
Social Learning Handbook
Social learning and its tools are part of the work literacy learning professionals absolutely must acquire to remain relevant in their organizations. If you haven't jumped in and tried the tools and begun to think about how you can apply them to solve the challenges in your organization, what's preventing you?
Center for Learning and Performance Technologies
Here is a website where one can find examples on how social media is used for formal and informal learning.
Innovative Learning
This website focuses on best practices for teaching and learning as well as technology integration. Social learning and mobile learning information are included in this website.
The Rise of Social Media: Enhancing Collaboration and Productivity Across Generations (ASTD Research Study, 2010). This report makes a compelling business case for using social media technologies from a learner’s point of view. This exclusive perspective provides business leaders with insight for a new strategic priority: to leverage the power of social media tools in order to maximize learning and increase the performance of the entire workforce.
Blending Web 2.0 Technologies with Traditional Formal Learning: A Guide for CLOs and Training Managers
This white paper assists Chief Learning Officers and Training Managers to maximize the value of incorporating Web 2.0 technologies in formal learning programs.
Leveraging Social Networks & Web 2.0 Collaboration Tools in Enterprises.
(Cornerstone OnDemand and Human Capital Institute, 2009). This study reveals emerging practices as well as early indications of the value and challenges of using Web 2.0 tools for learning and talent management.
Guidelines for Secure Use of Social Media by Federal Departments and Agencies
The Chief Information Council developed this document to assist agencies in developing their Social Media policies.
DOI Social Media Guidebook
The "How to" (and how not to) for social media services authorized for use by the US Department of the Interior.
Department of Defense Social Media Policy
Department of Defense (DoD) developed their social media policy. DoD’s policy encourages service members and DoD employees to use social media communicate with one another and with family and friends.
Web 2.0 Governance Policies and Best Practices
Here is a wiki which collects existing Web 2.0 policies and best practices from governments and leading corporations.
Guidance for Agency Use of Third-Party Websites and Applications
A memorandum from OMB requiring Federal agencies to take specific steps to protect individual privacy whenever third-party websites and applications are used to engage with the public.