Which parts of your training plan are the most effective or ineffective? When do your employees really work and when do they daydream? Which training units / simulations / assessments / employee behaviors are most relevant to learning? How does training affect the success of your employees and organization? Do you want to answer these questions? According to the ASTD 2012 Industry Status Report, US institutions spent more than US $ 156 billion on training in 2011, and the average cost per employee was close to US $ 1200. For this dough, the company hopes to see some results.
MOOC (Large Open Online Course) is currently redesigning the education and training environment. In January 2013, the Harvard Business Review blog stated that “the emergence of large-scale open online courses … is by far the most important technological development in the millennium.” Do you understand? So far, the most important technological development.
Why do they have such a huge impact? The reasons are many and growing. Not only do they provide unprecedented scalability and access rights, but they also challenge the belief that content has always been king, and they can provide large amounts of user data. We are not talking about how long it takes people to perform a particular task, or who correctly solved what problem. We are talking about the ability to track and analyze various aspects of the learner’s experience.
The current model of training analysis is “small data”-learning data based on reports, assessments, etc., from a small number of learners. But MOOC can provide data from millions of people and can collect data at many different levels: keystroke level, question level, learner level, instructor level, program level and even organization level. This “big data” can be used to model the characteristics and results of learners and organizations, and most importantly, it can be used to predict future trends and patterns. It can help organizations determine which programs are effective and which are not, require additional training, and provide the best method for that training.
In a 2012 report on educational data mining and learning analysis, the US Department of Education ’s Office of Educational Technology identified several questions that big data can help educators answer. Here are some of them:
- Which theme order is most effective for a particular learner? When is the learner ready to move on to the next topic?
- Which learner behaviors are related to more learning? What behaviors indicate satisfaction, participation, learning progress, etc.?
- What characteristics of the online learning environment can lead to better learning? What can predict the learner’s success?
- When is intervention required?
When the entire learning process is online, the entire learning process can be tracked and analyzed, and the data generated far exceeds the data available in the classroom. MOOC students not only watch videos and answer questions, they also interact with each other and teachers through discussion forums, social networks, blogs and many other streaming media, thus leaving a long and rich trail of digital data. These data can reveal trends and patterns that traditional formats cannot detect, and they enable us to move from what people are learning to the way they are learning. As Coursera co-founder Daphne Koller said: “The availability of these really large amounts of data provides us with information about how people learn, what they understand, what they don’t understand and what causes certain students to get it What insights. I think that in the field of education, this is not unprecedented. “
This knowledge can be used to improve instructor-led training (ILT) and online learning. The following are the main areas where MOOC big data can provide information for training practice:
- Improve results. This is obvious. Of course, the goal of all training is to improve the skills and efficiency of employees. MOOC data can be analyzed at both the micro and macro levels to improve the results of individuals and organizations.
- Clustering and relationship mining. These two concepts are related to discovering the relationship between variables. Data can be used in many ways, for example to organize employees with complementary skills into teams and workgroups.
- Mass customization program. MOOCs were initially a cookie-cutter solution, but they are rapidly developing into adaptive learning environments for individual learners. In the near future, the learning experience will be optimized individually and in real time.
- Forecast future trends. What is the return on investment (ROI) of your training program? Big data will help organizations predict the impact of training programs on the success of individuals, business units, and organizations.
Companies have used big data to make decisions about sales, financial services, advertising, risk management, pricing, and supply chain management-whatever you want. But until the advent of MOOC, most organizations were unable to accumulate enough data to make decisions about their training programs. Now, data is being collected from millions of learners in virtual education and corporate classrooms across the Internet.
This field is a very new field, and educators are just beginning to realize the power of having this data. To quantify this learning experience, Duke University recently released a report on its first MOOC. The results provide insights not only for students ’achievements, but also for their activities and outcomes, motivations and attitudes, and factors that promote and provide learning disabilities. As more and more organizations collect, analyze and (in the true MOOC spirit) share their data, we will begin to develop new models to improve teaching efficiency and effectiveness. Smart companies will use this data to ensure that they get the most return on investment in their training programs, so this $ 156 billion will be worthwhile.
Therefore, now you are convinced that learning framework is the only way, big data will change your training methods, but you do n’t know where to start? Don’t worry-there is MOOC!