Corporate Training

Emerging Technologies and eLearning-Raising the Bar

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This post is provided by guest blogger, Danielle Victoriano, graduate student University of St. Francis, MS Training and Development program.

E-Learning is evolving to create the ultimate self-driven and self-paced yet interactive design. It is emerging into an interactive model that is intuitive for the learners’ needs. Is this what learners need and want? Will this aid them in achieving their goals? Mangalvedhe examines this in this 2023 article. The author examines how emerging technologies can influence and transform learning and development moving forward. In the article, the author examines how artificial intelligence, augmented and virtual reality, gamification, mobile learning and microlearning will change how we interact and respond within the learning model to a more profound level than we have in eLearning.

This is an excellent article for content creators and instructional designers that are seeking ways to provide interaction and take learning to an application level. The author examines in detail how each technology can be integrated into instructional design. Mangalvedhe (2023) also discusses how each technology can fulfill and appeal to the various needs of learners. Examples are provided to suggest how these technologies can be executed successfully in the created content. These examples will be a starting point to consider using these advanced technologies that workplaces are already utilizing to raise the bar of flexible and efficient learning while expediting the upskilling process.  

References

Mangalvedhe, A. (2023, January 12). The emerging technologies in Elearning. eLearning Industry. https://elearningindustry.com/the-emerging-technologies-in-elearning

Getting Trainees to be “In Their Element”

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This post is provided by guest blogger, Sejdije Fejza, graduate student at the University of St. Francis in Joliet, MS in Training and Development program.

In this article from The Organization Management Journal, researchers Praveen Kulkarni, Prayag Gokhale, Y.M. Satish, and Basavaraj Tigadi (2022) evaluated the effectiveness of gamification and employee motivation or productivity in the workplace. They found that the technology is effective only if the trainer applies relevant elements. These elements include examples such as trainees earning badges, placements on leader boards, or advancing to higher levels of training digitally. Additionally, for participants’ productivity to increase in the workplace, the game and elements must resemble the qualities and tasks that consist in the workplace itself.

This resource would be useful for trainers that are considering implementing games in their sessions. This article is an asset in creating a method of training that will help workers recognize progress in their learning and achievement. This will also allow companies to better align their training curriculum due to the need for the games to simulate the workplace. Thus, organizations can track the correlation between employee motivation in the game-based training and productivity in the job setting. Although this research is exclusive to software-based companies, the concept can be implemented in most settings to enhance organizational development.  

Reference:

Kulkarni, P., Tigadi, B., Satish, Y. M., & Gokhale, P. (2022, March 31). An empirical study on the impact of learning theory on gamification-based training programs. Organization Management Journal, 19(5). https://www.emerald.com/insight/content/doi/10.1108/OMJ-04-2021-1232/full/html 

‘Big Brother’ and the Wolves

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Image credit: http://anxiety-stresscenter.com/feeding-positivity/

This post is provided by guest blogger, J. Mike Condreay, graduate student at the University of St. Francis in Joliet, MS in Training and Development program.

There is a Cherokee legend that tells of two wolves.  The chief tells the tale of these two wolves who fight constantly.  One wolf represents evil, the other good.  When the young Indian asks who wins, the old chief responds, “The one you feed”  (Unknown, 2020). 

As a nuclear power training manager, every aspect of the training that we provide to our operators is regulated by the federal government through the Nuclear Regulatory Commission.  ‘Big Brother’ becomes one the wolves in my work life, the other being Continue reading →

9 Steps to Building a Business Model Canvas

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9 Steps to Building a Business Model Canvas

In a previous post, I spoke about the art and practice of strategic planning and how various models exist for helping organizations plan.

The Business Model Canvas is one such model that is available for use under the Creative Commons license. The original source of the tool can be found at Strategyzer.com. 

The Business Model Canvas was originally developed by Alexander Osterwalker. He then collaborated with Professor Pigneur and 470 other entrepreneurial thinkers in 45 different countries to innovate and refine the model using shared vision and insight.

The tool is called a “canvas” because the user builds their model on one piece of paper (or often one piece of large poster board or a large white board).

The Business Model Canvas is used today in organizations all around the world. The model helps organize all of the various aspects of an organization. As you build the model, you can also use it to brainstorm ways to change, innovate, or grow your organization.

How do you use the Business Model Canvas?

The nine steps are listed below in a step-by-step guide, but these steps can actually be completed in any order.

Step-by-Step Guide to the Business Model Canvas 

  • Step 1: Activities
  • Step 2: Resources
  • Step 3: Partnerships
  • Step 4: Customer (User) Segments
  • Step 5: Relationships with Customers (Users)
  • Step 6: Channels
  • Step 7: Costs
  • Step 8: Revenues
  • Step 9: Value Proposition(s)

I like to think of these activities as a series of questions to ask. I have provided some sample questions for you to consider at each step. As you build your canvas, ask other questions within each category that might expand, explore, or help you think differently about the category.

Step 1: Activities

The key activities are the “most important things a company must do to make its business model work” (Osterwalder & Pigneur, 2010). I suggest starting with activities because they are often the simplest items to list.

Ask these types of questions as you build the canvas:

What are the key activities that the organization is involved in?

What types of new activities or opportunities might we consider?

 

Step 2: Resources

The key resources are the “most important assets required to make a business model work” (Osterwalder & Pigneur, 2010). Think of resources as both tangible and intangible; human and technological; internal and external.

What are the key resources that are involved in creating value?

Do we need to seek new resources?

 

Step 3: Partnerships

The key partnerships are “the network of suppliers and partners that make the business model work” (Osterwalder & Pigneur, 2010). Consider partnerships that may be internal as well as external.

What are the key partnerships involved in helping the organization run, grow, provide products or services?

What new partnerships might we consider to expand or improve?

 

Step 4: Customer Segments

The Customer Segment “defines the different groups of people or organizations an enterprise aims to reach and serve” (Osterwalder & Pigneur, 2010).  In their book, Osterwalder & Pigneur (2010) list several types of customers such as: mass market, niche market, segmented, and diversified.

Who benefits from our organization’s products or services?

Who might benefit?

What additional segments might we consider?

 

Step 5: Customer Relationships

The customer relationship “describes the types of relationships a company establishes with specific customer segments” (Osterwalder & Pigneur, 2010). As you think about relationships, also consider whether or not these relationships are personal, automated, or could be fostered in different ways.

What type of relationship do we have with each of our users?

How can we create sustainable relationships?

 

Step 6: Channels

Channels are “how a company communicates with and reaches its customer segments to deliver a value proposition” (Osterwalder & Pigneur, 2010). These channels could be how you are advertising or reaching your market of customers.

What channels are used to deliver the value?

Are there new ways to reach our users?

 

Step 7: Costs

“The cost structure describes all costs incurred to operate a business model” (Osterwalder & Pigneur, 2010).

What are the cost structures?

How can we reduce cost?

 

Step 8: Revenues

A revenue stream “represents the cash a company generates from each customer segment” (Osterwalder & Pigneur, 2010).

What are the revenue streams?

Do we need to build new revenue streams?

 

Step 9: Value Proposition(s)

The value propositions are “the bundle of products and services that create value for a specific customer segment” (Osterwalder & Pigneur, 2010). I suggest reviewing value propositions at the end of the process, but it might also be useful as step one.

What is it about our organization that sets it apart from other initiatives?

Where might we expand?

 

Remember, the steps presented here can be completed in any order.

As you build your canvas, consider posting it on the wall so that a team of individuals can work on the canvas together. Osterwalder & Pigneur (2010) suggest using sticky note paper or white board markers. The canvases often include both words and pictures within each step of the model. It can be useful to draw arrows or connections where applicable.

Happy planning!

References:
Osterwalder, A. & Pigneur, Y. (2010). Business model generation. Hoboken, NJ: Wiley.

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Regarding Assessments, It Is A Question of Strength…

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This post is provided by guest blogger, Paulette Richardson, graduate student, University of St. Francis, MS Training and Development Program.

In her article titled, “Improving Assessment in E-Learning Programs”, Mary Burns (2018) notes that “assessments drive instruction” (para. 1).  The idea is that what gets measured gets taught (Burns, 2018).  The article explains further that assessments are typically not Continue reading →

Find Success in Flipped Learning

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This post is provided by guest blogger, Dawn Budreau, graduate student at the University of St. Francis in Joliet, MS in Training and Development program.

In a workday, every minute spent away from our desks matters. In corporate training, employees can show up to yet another lecture of boring material, wasting more precious time as information is read to them. In his recent article “Flipped Learning, Maximizing Continue reading →

Adult Learners – Hidden Realities

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This post is provided by guest blogger, Michele Cote, graduate student at the University of St. Francis in Joliet, MS in Training and Development program.

David Housel (2020) brought to light challenges some adult learners face that can be overlooked by educators. Although measures exist to help children with difficulties while they are in school, the same is not true for adults. Background, interruptions in Continue reading →

Are Employers Thinking Differently?

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This post is provided by guest blogger, Brandon Rinker, graduate student University of St. Francis, MS Training and Development program

Jane Hart begins with a quick nod to the COVID pandemic in that it was able to change employers view of online learning and training in an extremely short amount of time. The article discusses the need to be creative and innovative when it comes to eLearning Continue reading →

Technology + Culture Focus = Effective Workplace e-Learning

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This post is provided by guest blogger, Katie Sachs, graduate student at the University of St. Francis in Joliet, IL, MS in Training and Development program.

Advances in technology have helped cement e-learning’s place in corporate education. But how can learning leaders take steps to ensure that their digital learning initiatives are working and not becoming pointless activities? In a recent white paper, authors

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How to make online training work!!!

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This post is provided by guest blogger, Kim Wilson, graduate student University of St. Francis, Joliet, Il., MS Training and Development program

Online training is one of the most popular avenues for an adult student who is looking to continue their education.   Online training is known for its convenience but it does come with its challenges.   In the article “6 Hurdles That Hinder Online Training Knowledge

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