Running Lean: A Best Practice Guide to ELearning for Small to MediumSized Organizations

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Running Lean A Best Practice Guide to E-Learning
for Small to Medium-Sized Organizations

• Bryan Chapman
• Chief Learning Strategist
• Chapman Alliance
• bryan_at_chapmanalliance.com

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Who?

• What part of your organization do you represent?
• Training
• HR
• Both Training and HR
• IT
• Other departments (such as Sales, Operations,
  etc.)

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Russell Morgan, International Technology Solution
Providers Alliance (Non-Profit)
The implications of the e-learning phenomenon
are enormous for SMBs, particularly as they look
for ways to go head-to-head with large
corporations. Driving the growth of e-learning
are SMB decision makers who understand that
online employee education offers many advantages
that traditional training simply cant match.
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Do we need a learning platform?

• What types of learners do you need to reach?
• Internal Staff
• Partner (i.e. channel, sales, etc.)
• Customers
• All

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Do we need a learning platform?

• How many total learners would you potentially
  reach (all types)?
• Under 500
• 500 - 2000
• 2K to 10K
• 10K to 50K
• More than 50K

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Do we need a learning platform?

• How many content contributors/authors might you
  have in your organization?
• 1 to 5
• 6 to 10
• 11 to 20
• 20 to 50
• 50

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Do we need a learning platform?

• What is the geographic dispersion of your
  learners
• Very centrally located (most in close
  proximity)
• 2 to 5 other locations
• 6 to 50 locations
• More than 50 locations
• Across a single country
• Across the world (global)

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Do we need a learning platform?

• Mandated or Regulatory Training?
• Yes
• No

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Do we need a learning platform?

• Rapidly changing information (new product
  knowledge, new procedures?
• Yes
• No

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Do we need a learning platform?

• Need to train in shorter amounts of time?
• Yes
• No

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Do we need a learning platform?

• Desire to reduce travel costs associated with
  training?
• Yes
• No

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Cost vs. Functionality of learning platform
Talent Management
E-commerce
Skill-Gap Analysis
Analytics
Language support
Learning Content Management
Reporting
Advanced Classroom Management
Deep Backoffice Integration
Testing
Groupware Authoring
3rd party content
Advanced Question Types
Certification
Launch e-learning
Collaborative Learning
Happy Sheet
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Barriers to SMB

• Cost
• Complexity of Implementation
• Ease of Use
• Accessibility of both Learners and Content
  Contributors (Authors)

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Low Cost Dilemma (LMS Example)

• Many LMS vendors wont respond to a learning
  initiative with less than 2,000 learners
• Creative Solutions for SMB

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A lesson from CRM
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A lesson from CRM
Desktop
Large-Scale Enterprise
ASP Hosted
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Learning Technology Classifications
Desktop

• Flash
• Desktop Authoring Tools
• Desktop Simulation Tools
• PowerPoint to E-Learning

Large-Scale Enterprise
ASP Hosted

• Most LMS players on the market
• Content development is generally a second line of
  business
• Many are now focusing on broader, HR/Talent
  Management market

• A few key LMS Players (watch pricing!!!!)
• Only a handful incorporate content authoring

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Steps for Creating a Successful SMB Learning
Enterprise

• Create a business case and sell it internally
• Pick the right learning technology (right cost,
  low-footprint implementation, easy-to-use)
• Put Learning Governance in Place
• Formulate Evaluation and Assessment Standards
• Make a group, content development and
  contribution plan

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Advisor ROI Calculator www.bnhexpertsoft.com
Traditional ROI measures
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ROI factors

• Infrastructure Cost (LMS, LCMS, Servers, etc.)
• Internal Development costs
• 751 (for quick and dirty)
• 2201 (for Level 2)
• 7501 (highly interactive, simulation)
• Outsourcing Custom Development
• Cost of 3rd party courseware
• of learners
• Required travel (geographic distribution)
• less tangible
• Opportunity costs

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Non-quantified, Return on Investment Benefits for
SMB

• Shorter Overall Training Times (See Case Studies)
• Increased Consistency (training and corporate
  communication)
• Link virtual company or bridge large geographic
  barriers
• Smarter, Nimble Workforce
• Build Employee and Customer Loyalty

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Asset Control(Netherlands)

• Extreme Geographic Separation among employees
• Track product knowledge certification
• Central LMS (48 per learner) Desktop Authoring
  Tool in-house content development in-house
  simulation development.
• LMS primary focus was self-paced learning content
  and some classroom events.

Case Study
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Medicsight(UK)

• All training was previously taking place onsite,
  during customer implementations
• Created courses to replace onsite training in
  addition created courses such as detection of
  cancerous cells for use by doctors.
• Modular training for Just-in-Time Learning
• Significant reductions in cost of time and travel
  both for the company, and the clients

Case Study
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Orange County Teachers Federal Credit
Union(Orange County, California)

• Mandatory compliance courses specific to
  financial services industry
• Course development 75 faster - 80 reduction in
  development costs (reusability)
• Courses in 30-45 minutes previously 3 4 hours
• Pre-testing/gap analysis model to reduce delivery
  time using LCMS

Case study from
Case Study
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Zachry Construction Corporation(San Anontio,
Texas)

• Launched Zachry Learning Center (ZLC) 365X24X7
  employee learning portal.
• Populated with off-the-shelf courseware,
  customized for the company
• Salaried employees receive between 28 and 40
  hours of training per year (as a benefit).
• Courses in areas such as workplace compliance,
  safety, leadership, management, sales, customer
  service, computer applications, etc.

Case Study
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Standard Register (Dayton, Ohio)

• Downsizing and restructuring brought teams
  together in different geographic locations
• Limited budget resulted in adopting Virtual
  Classroom Model
• Reduced onsite classes from 70 to 30
• Train-the-Trainer courses for SMEs now have 74
  certified virtual trainers
• Established dedicated virtual classroom team

Case Study
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National Wildlife Federation(Reston, Virginia)

• Objective is to teach about wildlife preservation
  issues. Learning portal is very focused on
  outcome
• Not-required courses must be engaging enough to
  inspire word-of-mouth advertising
• Course series on endangered species how to
  create a wildlife habitat, etc.
• 70 of users are recommending courses to their
  friends

Case Study
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(No Transcript)
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IBM e-learning model (Levels of Interactivity)
White Papers
Instructor-Led culminating experience
Student Guide
Business Simulations
Self Assessment
Word
.PDF
Practice
Role Play Simulations
PowerPoint
Product Knowledge
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Ideas for near zero budget

• Segregate the authoring of learning content (IBM
  model)
• Remember/Do
• Low-Cost, Presentation-Based Authoring Tools
• Articulate, Impatica, PointCaste
• Hot Potatoes (Half Baked Software)
• 15-20 Interactive, Simulation-Based
• Quandry (Half Baked Software)
• Captivate, Qarbon
• Testing Center Model (No LMS)
• QuestionMark, Articulate Quizmaster, Exam Engine
• Low-Cost LMS
• WBT Manager (integrity e-learning
• EKP Bronze (NetDimensions)
• CourseMill LMS (Trivantis)
• Tracker.Net (Platte Canyon)

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Questions???

• Bryan Chapman
• Chief Learning Strategist
• Chapman Alliance
• bryan_at_chapmanalliance.com

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Scope Understanding Costs
LMS Average Licensing Costs Locally Installed
N52
Source LMS KnowlegeBase In Depth Profiles of 52
Learning Management Systems, With Custom
Comparison Across 200 Features, published by
brandon-hall.com.
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Scope Understanding Costs
LMS Average Licensing Costs Hosted
N52
Source LMS KnowlegeBase In Depth Profiles of 52
Learning Management Systems, With Custom
Comparison Across 200 Features, published by
brandon-hall.com.
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Scope Understanding Costs
Custom Courseware Development Costs
N96
Customers are paying (average) 26,618
Chapman, B. and the Staff of brandon-hall.com.
Custom Content Developers Comparative Analysis
of 100 Outsource e-Learning Providers, published
by brandon-hall.com.
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Scope Understanding Costs

• Level 1 courses Pages of content with
  interactive test questions some basic A/V and
  graphic production.
• Level 2 courses Mid-level interaction with the
  content, at least 20 very interactive learning
  activities (such as discovery exercises,
  drag-and-drop exercises, etc.). Sophisticated
  navigational controls.
• Level 3 courses Simulation-based content,
  engaging theme development highly interactive.

Chapman, B. and the Staff of brandon-hall.com.
Custom Content Developers Comparative Analysis
of 100 Outsource e-Learning Providers, published
by brandon-hall.com.
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Authoring Tools Most Frequently Used(by the pros)