The document discusses a learning benchmarking forum agenda that includes benchmarking learning infrastructure alignment, content development, use of web 2.0 technologies, blended learning, and talent/performance management practices. It provides examples of how different organizations implement blended learning and informal learning strategies. Delivery formats and trends in the industry are also benchmarked.

1. Learning Benchmarking Forum Facilitator: Bryan Chapman Chief Learning Strategist Chapman Alliance [email_address] 24x7 Learning presents

3. Delivery formats 53% Instructor-Led, Classroom ASTD, State of the Industry Report (2006) 29% Online, Self-Paced 1% Instructor-Led Distance 3% Instructor-Led Online 4% CD-ROM, etc. 4% Print – Self Paced 1% Audio/Video 5% Other

4. Benchmark: Learning Infrastructure and Alignment

11. Trend Changes in Delivery CLO Magazine, July 2006

12. What is your mix? …now? …future? Creating a Learning Culture: Jumstart Planner, Chapman Alliance

13. Why do we buy an LMS in the first place?

14. Why do we buy an LMS in the first place?

15. Cost vs. Functionality of learning platform Skill-Gap Analysis Launch e-learning Advanced Classroom Management Content Development Tools Reusable Learning Content Happy Sheet Talent Management Analytics Language support 3 rd party content Deep Backoffice Integration Certification Testing Advanced Question Types Reporting Collaborative Learning E-commerce Informal Learning Repository Regulatory & Compliance Tracking Multiple Portals

16. How long…? How long does it take to create 1 hour of Classroom Instruction (ILT)?

17. 20% Student Guide Development 21% PowerPoint Development 13% Front-End Analysis/ Data Collection, Working with SME’s 8% Test and Exam Creation 13% Instructional Design, Objectives, Outlining, Writing Content, etc. 6% Other Development Tasks 11% Lesson Plan Development 8% Creation of handout materials n=132 See next slide for “Other” tasks Development of Instructor-Led Training (ILT) Itemized Development Tasks, with hours overlay Research data collected: November, 2007, by Chapman Alliance 36 Total Hours 4.8 hours 4.6 hours 3.8 hours 3.0 hours 7.2 hours 7.6 hours 2.8 hours 2.3 hours

18. How long…? How long does it take to create 1 hour of E-Learning ?

19. How long…? How long does it take to create 1 hour of PowerPoint-based, online learning ? Low Range = 12:1 High Range = 60:1

20. How long…? How long does it take to create 1 hour of Simulation-Based e-learning ? 1300 hours

21. Development Costs Reoccurring costs, over time Instructor-Led Online, Self-Paced Break even point (10 Months) 221:1 (hours of development per finished hour of instruction) 34:1 (hours of development per finished hour of instruction) Example Only

22. Development Costs Reoccurring costs, over time Instructor-Led Online, Self-Paced Break even point (10 Months) 221:1 (hours of development per finished hour of instruction) 34:1 (hours of development per finished hour of instruction) Return on Investment Example Only

23. Development Costs Reoccurring costs, over time Instructor-Led Online, Self-Paced 221:1 (hours of development per finished hour of instruction) 34:1 (hours of development per finished hour of instruction) 75:1 Break even point (10 Months) Example Only (3.5 Months) Return on Investment

26. Rapid Development, without sacrificing Interactivity

29. Continuum of Interaction

31. IBM Learning Model White Papers Product Knowledge PowerPoint Word .PDF Student Guide Role Play Simulations Business Simulations Self Assessment Instructor-Led “ culminating experience” Practice

32. Blended Learning as a development model White Papers Product Knowledge PowerPoint Word .PDF Student Guide Games Exercises Practice Scenario-Based Simulations Classroom uses the same development model Rapid Simulation Development – Best Tool for the Job Rapid Authoring Tools

33. “ Remember” – “Do”

35. Don’t wait too late to apply interactivity Course Designer Analyze Develop Implement Evaluate Design Document Storyboard Design Prototype Authoring and Production

36. Raptivity – Interactivity Sampler www.raptivity.com Course Designer

37. Half-Baked Software www.halfbakedsoftware.com Course Designer

38. Class Tool – Free Games www.classtools.net Course Designer

42. Benchmarking the Use of Web 2.0 Learning Technologies and Informal Learning

45. Traditional Learning Management Model New Hire Orientation Learning Portal - Formal LMS – Learning Portal Sales Process Leadership Computer Applications Safety Product Knowledge Job-specific Skills

46. Knowledge Management Traditional KM Centralized Knowledge Assets Expert Learner Instructor Worker Manager Mentor Expert Learner Sales

47. Using both approaches simultaneously Traditional KM Centralized Knowledge Assets Expert Learner Manager Mentor Expert Sales LMS – Learning Portal Sales Process Leadership Computer Applications Safety Product Knowledge Job-specific Skills Learning Portal - Formal New Hire Orientation

48. Informal Learning “ Informal learning is simply that, which is not directed by an organization or somebody in a control position.” - Jay Cross webinar poll

51. Delivery formats

55. Title here….

56. Title here…. ...most popular videoblogs on the Web 200,000 viewers

57. Low-cost production

59. Vlogs (thinking outside the box)

60. Vlogs gone Wild! www.anivegvideo.com

61. www.anivegvideo.com

62. “ podcast”

64. Title here….

65. Title here….

69. http://edutechwiki.unige.ch

74. Benchmarking Blended Learning

76. How organizations view “Blended” Constructivism – “learners create their own reality, based on past experience.” Behaviorism – “cause and control of behaviors that can be measured and observed.” Cognitivism – “Mental maps, macro thinking, cognition”

77. Delivery Methods Blended Learning Classroom Hands-on Lab Video Self Study CD-ROM E-Learning Virtual Classroom/ Virtual Meeting Collaboration: Email Threaded Discussion, etc. Video Conferencing Satellite Solutions Webcasts Simulations Embedded Workflow Just-in-time Learning Knowledgebase OJT Coaching/Mentoring

78. Blended Learning

80. Time Zones

83. Service as a Product Traditional Model Real-Time, Blending Learning

86. Blended Learning in an LMS

87. Blended Learning in an LMS

89. Benchmarking Talent and Performance Management Training HR LINE OF BIZ

90. Who owns performance Management in your organization? ASTD

91. Convergence of Learning and Talent Management LMS Talent Management Compensation Management Talent Acquisition Time and Attendance Performance Appraisals Competency Management Career and Succession Planning Workforce Planning Classroom Management Onboarding e-Learning Performance Management Certification & Assessment Learning Content Management Learning Reporting And Tracking

92. Convergence of Learning and Talent Management LMS Talent Management Compensation Management Talent Acquisition Time and Attendance Performance Appraisals Competency Management Career and Succession Planning Workforce Planning Classroom Management Onboarding e-Learning Performance Management Certification & Assessment Learning Content Management Learning Reporting And Tracking Performance Management

96. Cost vs. Functionality of learning platform Skill-Gap Analysis Launch e-learning Advanced Classroom Management Content Development Tools Reusable Learning Content Happy Sheet Talent Management Analytics Language support 3 rd party content Deep Backoffice Integration Certification Testing Advanced Question Types Reporting Collaborative Learning E-commerce Informal Learning Repository Regulatory & Compliance Tracking Multiple Portals

97. Who are the buyers/owners? (LMS) Training HR IT LINE OF BIZ

99. Levels of Performance Management Treatment

103. Involvement Time on job HR Training Recruit Onboard Line of Biz Learn Appraise Career Compensate Promote

107. Unified System Unified Interface Individualized Learning Plans Common messaging Comprehensive Transcript

108. Questions??? Facilitator: Bryan Chapman Chief Learning Strategist Chapman Alliance [email_address] Hosted by

109. Learning Governance: Aligning People, Processes and Technology (Bonus Slides)

110. High-Level Governance IBM Learning Investment Council . Representatives from each learning organization comprise the IBM Learning Investment Council. The role of this team is to decide which projects are the most critical enterprise learning priorities. An endorsement by this team provides official enterprise sanction and funding. In addition, the group monitors spending by project. Learning Management Council. Representatives from lines of business form this council that are responsible for (1) setting rules on how we manage all learning at IBM, (2) defining principles of operation, (3) defining standards for learning design, (4) defining vision and strategy for learning systems, and (5) sharing best practices.