Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.
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their own PCs. For product training, instructors may use a Webcam to demon- strate the use of the product. For manage- ment or other soft-skills training, virtual classroom sessions may include breakout rooms for student interaction. Nissan, a global manufacturer of vehi-
cles, is using virtual training to provide consistent training to global leaders. As Nissan learned more about the concept of a virtual classroom, the organization understood that it is designed to accom- plish the same outcomes as the face-to-face classroom. Nissan also determined that Web-based training was a component to add to its training blend. Nissan now implements four courses via a virtual class- room and four courses via Web-based training, where individuals complete the courses on their own. The Web-based train- ing courses dovetail with virtual practice labs so that learners can practice the skills they learned virtually with their peers.
>> VIDEO: Today, online users are accustomed to interacting with video in real-time. Video information typically is shorter in length than traditional training
materials, is designed for rapid use, and often is more compelling than traditional learning content.
or free tools. For example, the company may have an expert within its ranks share knowledge about a topic. This captured
More than 48 hours of video are
uploaded to YouTube each minute, a 100% increase from last year."
Many learning organizations already
understand the need for video, and have added graphic designers and/or rich media developers to their teams. A substantial number of outsourced, custom e-learning content incorporates video. Additionally, some companies are moving their content onto more self-published social forms. It may still look like traditional training, but a lot of information is being captured on video now by the company itself on cheap
information on video then is uploaded to share with employees. Of course, much innovation occurs on the
public Web and it may be far easier to pub- lish video on YouTube than it is into most corporate LMS systems. As of May 2011, it was reported that more than 48 hours of video are uploaded to YouTube each minute, a 100 percent increase from last year. Among the many organizations that are
incorporating a video component into training and development is Jiffy Lube. It offers training on auto maintenance, from car oil changes to preventive maintenance. The company has more than 10,000 employees and is effectively leveraging video as part of its extensive training pro- gram. Jiffy Lube University (JLU) provides technical, customer service and manage- ment training to 20,000 active employees at 2,000 service centers. In addition, twice a month, a service called JLU Tube delivers to store employees a one- to two-minute video with store managers sharing best practices on various topics.
TODAY'S SHIFT
Learning and development organizations are increasingly integrating the use of mobile, video, virtual classrooms. In fact, we expect to see organizations increasingly adopt a blended approach that combines elements of the traditional classroom, elec- tronic and virtual learning with social and video tools to deliver flexible and effective training experiences.
—The author is a principal analyst for Bersin & Associates.
20 November / December 2011 Government Elearning!