Rethinking learning systems with Tin Can API - 4/15/13

Editor's Notes

• #2: Logistics:HashtagPut your questions in the panel, we’ll answer all of them after the webinar
• #3: what is tin can 5-10 minutes(poll question: are you familiar with Tin Can)---spec overview------replacement for SCORM------emerging, but very rapid adoption------learning solutions anecdote------1.0 due out in a couple weeksWe’ll do a very quick overview of what it is going to enable, for more detail see a recorded webinarSummary is that it removes constraints of SCORM and enables us to use modern technologies for training
• #7: This is where we’re going to focus this webinar, what are the new possibilities enabled by Tin Can?
• #12: important point, learning record stores are based on activity streams, can represent any kind of activity whether it is learning specific or not
• #14: Diagram 1 – LMS as magical cloud of learning that learners enter intoThis is our corporate view of learningWhat percentage of what you’ve learned in your life comes from an e-learning course in your LMS? <1%?
• #15: Diagram 2 – LMS as magical cloud, but user goes to other places for learningBlogs, articles, youtube, schools, seminars, conferences, peers, booksThis learning happens, it is the majority of how/where people learn, but we don’t have any visibility into it, we don’t track itLearning happens at the point of need, in many contextsWhat good is a learning system if it only captures a miniscule fraction of what we’re learning
• #16: Diagram 3 – LMS functionality boxContent DeliveryTrackingUser and Group ManagementCourse ManagementPreferencesAuthenticationRepositorySequencingIndividual ReportsSchedulingAuthorizationSearchGroup ReportsAssessmentBlended LearningSocial LearningClassroom ManagementCertificationRegulatory and Compliance TrackingBusiness Process ModelingVirtual CollaborationGrade booksEvaluation SurveysEnrollmentAnnouncementsAuthoring
• #17: Diagram 4 –Same LMS functionality box plus show broken connectors to HR Systems, Business Intelligence Systems, Reporting Systemswe're seeing trend of learning management systems morphing into other systems, or being subsumed by larger enterprise systems, that's because learning is just one piece of the puzzle
• #18: Diagram 5 – highlight Content Delivery and tracking from diagram 3
• #19: Diagram 6 – same as Diagram 5, but arrows labeling them “Learning Record Store (LRS)” and “Training Delivery System (TDS)”With Tin Can we can separate these components, the LRS and TDS
• #20: Diagram 7a – just two bubbles, one labeled LRS and the other TDSIntroducing the LRS and TDScentralized components to allow learning data to be collected from anywhere and formal training to be accessed from anywhereThese are emerging tools in the marketplace. We don’t know exactly what their full set of features will be yet, but the concepts are gaining momentum.
• #21: Diagram 7b – LRS and TDS bubbles, now surrounded by many of the other LMS feature bubbles and also HR, BI, Reporting, etcall the other junk in an LMS can be best of breed components bolted onInherently open for integration with HR Systems, Business Intelligence Systems, Reporting SystemsEver wanted to just mix and match parts of different LMS’s and systems? We’re starting to be able to do that.Is there a better social network than what is in your LMS? What about content management system? What about reporting? Search? Industry specific regulatory management?tin can is inherently opendata that goes into the LRS can be read by any other system through an open prototcolwe going to see an explosion of tools capable of interacting with this dataLet’s look at some new models
• #22: Diagram 8Incoming dataTraditional Tin Can model – LRS is central repository of data coming in from many learning sourcesNote that data can really come from anywhere
• #23: Diagram 9Outgoing dataLRS can send data that it receives from all these sources to many places, including an LMS.More interestingly, a specialized reporting tool. AICC example.
• #24: Diagram 10, 8&9 together, myriad of sources flowing to many places
• #25: Diagram 11 – take Diagram 10 and add job performance data coming in and business intelligence coming out
• #26: Poll Question: How many of you work at organizations with more than one LMS?
• #27: Diagram 12
• #28: Diagram 13What that might look like in practice
• #29: Diagram 14 – a real world exampleVandy:-Using LRS as center of architecture-Previously many LMS’s, transition from LMS being the center to LMS being one source of learning data-Data to come in from many other places-Independent reporting tool possibilities-Tying learning outcomes to organizational pillar goals
• #30: Note periods and question marks. Technology is enabling new models
• #31: Poll question
• #32: Poll question
• #33: Diagram 15 – PDLLRS in employer 1 bubbleLRS in employer 2 bubbleLRS in school bubbleElective informal learning experiencesAll feed into PDLCan we represent different views of the data to different audiences (or should that be a separate diagram?)We’ll need to think about this one some
• #34: The technology is here for this new model? Are we ready for it?my contention: on balance, the value of the incoming data outweighs the cost of sharing outgoing datasharing should be the norm. just like their resume, the learner owns the data about their experienceAs employer, I care more about person’s desire and ability to learn than about experience on resume
• #35: big questions:how do you decide what training is proprietary?how much do you trust data from external systems? tin can enables signing for validation of the system at least, one step better than a resume at leastdo you report failed outcomes on a personal learner's transcript?can a learner remove bad outcomes from his/her profile?
• #36: Pause, that’s a lot to throw at you. Now, going to go back and consider this diagram some more.We can track data from a lot of learning sources now.Really need to broaden our approach, Take a more comprehensive look. Learning happens everywhere, now we can track it, but do we want to?How much is too much? What do we care about? What are the key learning events that lead to significant outcomes?Can we prove correlation or just causation?Methodology for figuring this stuff out.Industry needs a whole new set of thought models and best practices, need to get much more strategic
• #38: --some examples of the social-type learning tools that aren't traditional page turners, ---any tool can now be turned into an e-learning authoring tool---use whatever modality is best for the instruction, then retrofit some tracking. ---Wordpress example.
• #39: --actual system usage, look at how people are using systems, (engineering software case study), assessments done in the process of conducting the workcan your assessment system be actual job performance? that is a lot more accurate than a multiple choice test. with software this is easy, but anything can make statements, most of our work is being controlled by digital devices, especially when you consider that we have our mobile phones on us all the time,lots of things can make statements, some ideas:---GPS device in a car that reports on safe driving---point of sale system that reports on selling activitywe can assess our competency and deliver learning just in time
• #40: outcome analysis - tie in to actual P&L, improved software usage cut down on tech support tickets or resulting in producing engineering drawings 10% faster. Safe driving reduced accidents and cut insurance premiums. improved selling techniques resulted in 15% more up-sells netting $XX of additional sales learning becomes a strategic functionBroaden your horizons – this is how heros are made
• #41: consider feedback loops for associating this continuous assessment data with the training dataas we iterate on and improve our training, does it affect outcomes?
• #42: Favorite example of broadening horizonsMany new things they’re doing, but one simple exampleQR codes example, scavenger hunt for new hire training, but same QR codes link back to just in time training information later onWhat I like:Using simple, existing technology (QR codes, mobile devices)Combining performance support with trainingIntersection between the real world and virtual world
• #43: big questions:privacy, big brother, knowing you're being tracked. in employer context, well established precedent for this kind of thing, outside corporate, it's a different story. Methodology for designing feedback loops, proving causation, deciding what to track
• #44: LMS vendors have a big choice to make?Do they want to be consumers of all statements? Do they want to be the LRS with sophisticated analytics bolted on? Or, do they want to be specialized deliverers of training for specific models and niches and publish statements. We're starting to see different vendors adopt both of those models.The LMS isn't dead, but it will be different and there will be a lot of new options on the market very soon. I don't know what the market will look like, but I do know that it will be different. We’re excited to be working on some projects with innovative organizations putting some these things in place.
• #45: Will answer questions asynchronously if we don’t get to all of them here.Tincanapi.com – other webinars, newsletter, blog