About: Education Hacking

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The democratization of education comes with free access to high quality resources at places such as MIT. In 2005 and prior, most of these classes were on personal skills, school topics or academic fields. But the variety of topics in the curricula is growing. Innovative new content is available. Aggregators make the search and access easy. Courses target people working in jobs. Corporate Learning & Development A basic issue is the required internet access. There is a substantial number of companies where users have no or very limited internet access at the workplace. “Education Hacking” Workshop

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rdfs:label	Education Hacking
rdfs:comment	The democratization of education comes with free access to high quality resources at places such as MIT. In 2005 and prior, most of these classes were on personal skills, school topics or academic fields. But the variety of topics in the curricula is growing. Innovative new content is available. Aggregators make the search and access easy. Courses target people working in jobs. Corporate Learning & Development A basic issue is the required internet access. There is a substantial number of companies where users have no or very limited internet access at the workplace. “Education Hacking” Workshop
dcterms:subject	Technology dbkwik:resource/WDp0WN3fti4xU9RO-3zCkw==
abstract	The democratization of education comes with free access to high quality resources at places such as MIT. In 2005 and prior, most of these classes were on personal skills, school topics or academic fields. But the variety of topics in the curricula is growing. Innovative new content is available. Aggregators make the search and access easy. Courses target people working in jobs. Developing Innovative Ideas for New Companies: The First Step in Entrepreneurship Learning How to Learn: Powerful mental tools to help you master tough subjects Principles of Project Management Inspiring Leadership through Emotional Intelligence Introduction to Finance Strategic Management Corporate Learning & Development Post degree and post vocational training, employees still need education resources for closing gaps and acquiring more knowledge and skills. Often they do it without consulting with their supervisors or HR departments. This can have many reasons. People can learn faster and at a much lower cost. They have access to topics that corporate learning & development could not provide on demand and in such a variety. The topics range from soft skills to business acumen to language acquisition. Here lies an opportunity even during periods of economic downturn to engage the workforce by allowing them the freedom to use free available resources on the internet for their development. Coursera and Udacity are targeting now continuous education for people already at work. They offer so-called Nanodegrees. While attending their online courses is still free, people have to pay for the degree. This is their business model. Facebook and Google honor these nanodegrees. You can say their corporate learning & development organizations have truly embraced this new opportunity. A basic issue is the required internet access. There is a substantial number of companies where users have no or very limited internet access at the workplace. The misuse of working time for private development with no direct benefit to the company can also become a challenge. Another key problem is the suitability and quality. Renowned providers, quality labels and acknowledged certificates that can be earned are providing a first rating. In addition the social component like openly available user feedback and ratings help. The recognition of the competencies acquired by people using OER is also something to resolve. Tracking and documentation of OER is not as easy as progress and completions are only tracked within a provider’s platform and no official standard for documentation exists. Public cross-provider LRS (Learning Record Stores) are an answer for this – the first solutions are emerging in the US and more will follow in the near future, also in Europe. A substantial number come from academic or non-profit organization where funding is not always assured and is a critical topic. As OER are often focusing on more generic topics in employee development the need to offer these topics by corporate learning & development will surely decrease in the near future. This is an opportunity for corporate training departments to increasingly focus their efforts on strategic, regulatory and other corporate specific topics. If education becomes more self-driven the people working in corporate learning & development currently handling more generic topics can be freed up in the near future. I will see a shift in responsibilities of the corporate learning function. Their role will include aspects like coaching employees to find the right learning strategy for their employees and evaluating or curating content with users to identify and get access to suitable OER for their development. Additionally people still need guidance on how to effectively learn and how to best use the internet for learning. Here the corporate learning & development department could offer guidance and workshops for their employees. Further they could organize an online community on continuous learning on their intranets or if available in their internal social networking platforms for their employees. Last but not least they should revisit their learning & development policies. What is the acceptable use for the company of these OER resources? Do people need approval from their line manager or their team? What is the freedom of choice? What will they officially support, which degrees will they honor and from whom they expect to use this new type of learning? Some companies might go as far as giving employee’s unlimited time at work to learn under the condition that they still deliver on their tasks. This is similar to what some silicon companies like Netflix or Virgin offer their employees in the area of time off. They give unlimited paid vacation time to their employees under the condition that they still deliver on their tasks and have an agreement with their team members and supervisor for cover. To enable the use of OER in the organization the corporate learning & development departments will of course have to familiarize themselves with the specifics of OER and their application. You will find a list of links at the bottom of this post. A good start e.g. is the MOOC on Learning How To Learn. A shift from in-house training to the internet and from guided learning to self-directed learning by our employees. Education Hackers have shown to an highly interested mass audience that you can accelerate your learning and professional development with the help of OERs. * Corporate Learning 2.0: * Flipped Classroom: : * Dynamic Educators: * Learning How to Learn: * A whitepaper with tips and tricks of the different resources and tools and how to use them within your company will be available shortly. Please connect with me on LinkedIn: or on Xing: or leave your email in this Google form: “Education Hacking” Workshop * Leopold Kause from DidacDesign

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