Virtual learning is here already

After three days in Northern Ireland to visit South West College, one of the conclusions is that blended learning works very well. Never mind the elegant ways ILT is integrated into their classrooms, in 2012 they held their Virtual Week which was the real eye opener.

The idea was to tutor for five days without any student coming in to class. I wouldn't say that this is the only way to promote blended learning, but it shows to teachers and students alike that any course lends itself to the blended approach.

Teachers in vocational teaching and training often say that electronically enhanced learning cannot be achieved in their field. The SWC example shows just how easily it can be done. In most cases, it will support the learning but it's possible to hold distance learning classes in VET. The thing is, it will demand some extra preparation work of teachers and students alike. this demands a specific motivation.

The most important lesson I take away from this experiment is that if there are enough determined staff, an experience such as this is very rewarding and can be highly succesful. You don't have to wait for heavy snow and disrupted transport systems to find an incentive to use blended learning in vocational training.

And as most people have already experienced, we're seeing ever more severe climate effects from snow to flooding and in Western Europe, we're just not used to the consequences. Yet.

Testing complexity

With eighteen months since going live on our new electronic testing platform, integration is still key.

Our organization has got over 10 years experience with electronic testing. We've spent many tens of thousands of Euros on our platform and content. Out of necessity rather than choice, we looked for and found a new platform to serve our network more effectively. The first project scope was limited, partly because of time restraints, but also due to the need for a quick turn around.

The project start was successful, we delivered within deadline and most of the quirks were solved upon going live, which is a feat in itself. With use and time, new needs became apparent and the project got a follow-up which is going to go live in a couple of weeks.

Most of the new features will be about integration with existing software. The old platform had none of this, requiring a lot of person hours setting up tests and handling results. The new platform is much more seamless but made it much more apparent what we lacked.

Due to the complexity of our training centre network, in the past we never reached agreement on mutual standards for exchanging testing information. Now, however, was the first time this was actually experienced as a problem. So the second generation of the project was used to tackle exactly this drawback.

One of the major elements in this phase, was the choice to appoint a specific project co-ordinator within the agency. When I was made project leader for phase one, this was on top of my already full agenda as advisor. This time, there was the chance to get a part time FTE (full time equivalent) on the project scope. This made the communication with all the partners a lot easier.

Compared with the total project budget, the communications still take up a quite small part. This, combined with the aforementioned complexity of the training network, will make it vital to spend enough time for coaching after going live with phase two. But this is true for every project I've ever been a part of.

In an integration effort, communications are a necessity. Good feedback procedures will determine the success of a project, not only real but also perceived.

E-learning policy is (also) company policy

Why do we train? Because people have a need for training. To keep up with the evolution in a sector, to learn new techniques necessary to gain a competitive edge, or just because we are curious about what's new.

The key thing here is, it's an ongoing thing. It's continuous and essentially never ends. This has always been the case. Perhaps some time ago education was divided into formal (before work) and informal (on the job), but this is long ago. All forms of training and education are now constantly happening.

If we take this for fact, then why is it that so few organizations consider one of the forms of learning as existing only as projects? All too often, e-learning is merely a project. The disadvantage of this is the lack of knowledge built in the organization of how to manage the learning process. After the project has been delivered, only rarely any evolution is observed in the course material and the former project team usually has often duties to attend to.

I've been working on e-learning policy for a while now and this always strikes me as a waste of resources. The policy is too often dependent on the work of the few, instead of the commitment of many. E-learning has grown up. It's time to leave the project status behind.

As I look around me, some have already made this transition, others have not. It of course also depends on the size and objectives of the organization. But policy choices are easy. The real work is done afterwards.