These moocs are seen as personal development, not mandatory training. Employees need to work in their own time (or at least that is normally the only option considering the workload), and they get a certificate of accomplishment.
One of the challenges was: Current organisational culture versus the desired learning culture: the
So it demands a new culture to implement this new training for all the employees.
For this MOOC it was important to start small, so for the pilot we had 30 – 40 people, eventually it became 300 learners in each closed course of the company.
So each mooc is different, but using recorded videos, online sessions, links to external contents, reading material, hands-on sessions (this was considered as a priority), and creating a workers community (also perceived as important).
The MOOC topics:
Stay updated (short term) technical excellence
Project management
System improvement
Creativity
Process excellence
The moocs were very interactive, as learners had two time zones to choose from.
In project management the elearning and video lectures were built with acquired authoring software (looks like articulate)
The hands-on sessions became important after people indicated that they wanted a completely directed process of practical implementation.
Creativity and innovation
External courses learned in groups: so learning MOOCs in groups, with some synchronic sessions to close the loop for the learner.
The retention rate was higher then academic MOOCs, but not enough to get budgets for a corporate training. So the challenge is to increase these retention rate.
50% of the actual learners finished the course.
They used an internal platform: Moodle out of the box, but inside of the organisation due to IP demands.
Achievements so fare
Satisfaction based on positive vibe on MOOCs, so they all talk about it.
The content was always meaningful: no compromising in comparison to classroom content.
Organisational recognition of these moocs.
Liveblog #emoocs2015 Amdocs a corporate training MOOC
This session is presented by Nomi Malca, and it provides a good idea of the international impact and challenges of MOOCs for employees in a worldwide company.
One of the challenges was: Current organisational culture versus the desired learning culture: the
So it demands a new culture to implement this new training for all the employees.
For this MOOC it was important to start small, so for the pilot we had 30 – 40 people, eventually it became 300 learners in each closed course of the company.
So each mooc is different, but using recorded videos, online sessions, links to external contents, reading material, hands-on sessions (this was considered as a priority), and creating a workers community (also perceived as important).
The MOOC topics:
Stay updated (short term) technical excellence
Project management
System improvement
Creativity
Process excellence
The moocs were very interactive, as learners had two time zones to choose from.
In project management the elearning and video lectures were built with acquired authoring software (looks like articulate)
The hands-on sessions became important after people indicated that they wanted a completely directed process of practical implementation.
Creativity and innovation
External courses learned in groups: so learning MOOCs in groups, with some synchronic sessions to close the loop for the learner.
The retention rate was higher then academic MOOCs, but not enough to get budgets for a corporate training. So the challenge is to increase these retention rate.
50% of the actual learners finished the course.
They used an internal platform: Moodle out of the box, but inside of the organisation due to IP demands.
Achievements so fare
Satisfaction based on positive vibe on MOOCs, so they all talk about it.
The content was always meaningful: no compromising in comparison to classroom content.
Organisational recognition of these moocs.
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