PrimeLearning.com™

 Learning Design Philosophy

“Learning for Living … Learning for Life”

White Paper

 

 

 

 

 

 

 

 

1. Business in the Knowledge Economy

 

 

2. What is eLearning?

 

 

3. The PrimeLearning.com™ Learning Design Philosophy

 

 

4. Understanding the Needs of the Learner

 

 

5. An Integrated Model of Learning

 

 

6. Our Integrated Solution

 

 

7. Customization

 

 

8. ROI

 

 

9. Implementation

 

 

10. Winning in the Knowledge Economy

 

 

 

For the last two hundred years, economics has recognized two factors of production: labor and capital. This is now changing. Information and knowledge are replacing capital and energy as the primary wealth-creating or building assets. In addition, technological developments in the 20th century have transformed the majority of wealth-creating work from physically-based to knowledge-based.

 

Technology and knowledge are now the key factors of production.

 

With increased mobility of information and the global workforce, we can transport knowledge and expertise instantly around the world. Growth of the information superhighway has meant that more knowledge than ever before is now instantly available and so any advantage gained by one company can quickly be eliminated by rapid competitive improvements. The only comparative advantages a company will enjoy in the future will be its human capital, its process of innovation and its ability to derive value from information.

 

“We are now an information society in a knowledge economy.”[1]

 

Our need for knowledge in this competitive age has dramatically changed and so too have the ways we can acquire it. To compete in today’s world, firms need immediate access to knowledge and information. Rapid growth of the Internet has meant that knowledge diffusion rates have spiraled in recent times. Networking on a global scale is now leading to both strong economic cooperation and mutual dependencies between large enterprises and countries. All this has occurred with the economic shift away from traditional primary and secondary industries into the service sector. These factors combine to give a very dynamic corporate environment where success is primarily a function of knowledge.

 

In this knowledge-based economy, where ten thousand scientific articles are published daily, companies must recognize the changed nature of comparative advantage. Then, they need to develop and maintain it. Corporations today must become learning organizations, continuously adapting management, organization and skills to accommodate new technologies. Training and learning in non-formal settings are now more common. This is increasingly due to the development of information technologies. Learners can join in networks where interactive learning and the exchange of information become the new drivers of innovation.[2]

 

 

 

“In this new era, Web-based training is displaying an explosive growth rate of 95%.”[3]

 

“eLearning is set to take over as the dominant form of technology-based training after 2001.”[4]

 

 

 

The most universally accepted definition of eLearning is one provided by Elliot Masie, the editor of TechLearn Trends, an Internet briefing read twice weekly by over 41,000 business executives and Learning Decisions, an interactive newsletter produced by the MASIE Center. Over the past 27 years, Masie has provided leadership, insight and awareness to the major corporations as they integrate technology into their businesses.[5] His definition of eLearning is “the use of network technology to design, deliver, select, administer, support and extend learning.”[6]

 

At PrimeLearning.com™ we agree with Masie when he states that the ‘e’ in eLearning stands for ‘experience.’ Equally, it could stand for ‘envelop’ because eLearning envelops the learner in a community-based, collaborative and reflective experience filled with performance-enhancing interactivity, engaging real-life scenarios, and motivating real-world skills acquisition.

 

In corporate training terms, you could think of eLearning as the virtual business college of our Global Village. Traditionally the best learning environments provided an integrated mix of synchronous and asynchronous learning activities in combination with dynamic opportunities for collaboration with experts and peers.  Well-designed eLearning provides this type of environment through web-based courses, live virtual classes and chats, discussion boards, resource centers, and e-mail contact.  eLearning incorporates well-established teaching methodologies and proven educational philosophies and enhances them with a rich mix of interactive media developed in response to the rapid growth and changes in business and corporate training needs.

 

eLearning means that time and space can no longer constrain the learner, so the possibilities are limitless. Today the employee can dictate the where and when of learning because the necessary tools are always available online. The adult learner assumes greater responsibility for his own progress but the practical issues that may have been problems in the past, such as leaving home, family and work to attend training courses, need no longer be barriers.

 

Also important in eLearning is the social element that so many agree is crucial to a successful learning experience.[7] eLearners are able to interact with their instructor and peers to get support and reinforcement, to work through difficult issues and voice concerns, so the learner need never be in isolation.

 

eLearning enables your competitive advantage by turning your company into a virtual learning institute, enabling or allowing you to be at the forefront of the knowledge economy. 

 

 

 

“Some of the challenges facing distance learning in the past included the separation of space and time between teacher and learner, and between learners and other classmates. The time lapse between instruction and feedback on assignments, the lack of face-to-face interaction between learner and teacher, and the lack of socialization between classmates often created a lonely experience for the learner. This lack of socialization could account for the dropout rate in distance learning classes of over 50%.”[8]

 

Our integrated learning design philosophy addresses these challenges through continuous research in the following areas of education and instruction:

 

Ø      Adult and distance learning

Ø      Instructional design theory

Ø      Learning styles

Ø      Learner types

Ø      Learner motivation and memory

Ø      Types of intelligence

 

Adult and Distance Learning

 

With the arrival of the Internet, distance learning has become an accepted mode of education and training for business and industry across the world. This has resulted in a major review of the nature of corporate training and the needs of today’s workforce in the face of such dynamic competition.

 

Our findings have led us to develop a training solution that blends the very best of educational philosophy and practice with the technological innovation that has become synonymous with the PrimeLearning.com™ name.

 

Adult learners tend to be autonomous and self-directed. They have accumulated life experiences and knowledge including work-related activities, family responsibilities and previous education. They need to connect new learning to this knowledge/experience base. Adults are practical as a result of experience and they want practical teaching. PrimeLearning.com™ has responded to the needs of adult learners by developing an integrated eLearning solution that:

 

Ø      Is learner-centric

Ø      Is performance-enhancing

Ø      Uses a rich mix of media

Ø      Challenges the adult learner

Ø      Breaks the traditional teaching barriers of time and space

Ø      Is experiential/ interactive

Ø      Is supportive

Ø      And most importantly, gets results

 

These days distance learning has practically become distance-free because technology has taken learning out of the confines of space and time.  Distance learning is especially dynamic in this age of communication wealth because:

 

Ø      the economical and social contexts of learning have changed;

Ø      the number of workers needing retraining is increasing;

Ø      knowledge has become one of the most important economical forces;

Ø      knowledge requirements are rapidly expanding;

Ø      to survive in the market, companies need to change, to train and retrain their employees;

 

Instructional Design Theory

 

The quality of our instruction, assessment and feedback is extraordinary. The table below summarizes some notable training theorists whose beliefs we employ in our blended holistic design.

 

Theorist	Theory	PrimeLearning.com Application	Where Applied
Mager	Protocol for stating objectives Criterion-referenced instruction	Clearly-defined performance objectives Measurement of prior knowledge	Throughout instruction
Bloom	Taxonomy of educational objectives               Mastery learning	Goals address multiple levels of objectives and cross domains     Multiple instructional strategies used   Assessment strategies include pre-assessments, self-checks, and Mastery evaluation	Curriculum Design   Instruction and assessment   eLearning community
Gagne	Taxonomy of learning outcomes   Events of learning   Objective-referenced assessment	Course structures incorporate different types of knowledge and level of complexity   Content sequenced Mastery evaluation assesses higher order rule application and problem solving	Curriculum design     Instruction and assessment   eLearning community
Gardner	Multiple Intelligence Theory	Utilization of multiple methodologies and activities Use of interactivity Assessment strategy	Virtual class and courseware design
Knowles	Andragogy/ Adult Learning Theory	Learner control Use of interactivity Use of examples	Virtual class and courseware design
Rodgers	Self-directed learning	Learner control Question feedback	Instruction   Mentoring
Kolb	Experiential learning     Learning styles	Integrated methods provide concrete experience, reflective observation,   abstract conceptualization, and active experimentation.	Throughout design, planning and instruction

 

At PrimeLearning.com™ we have developed an approach to eLearning that recognizes and accommodates all types of adult learners and their diverse learning styles. Since no two learners are identical,  neither are any two learning experiences. We have built this principle into our design so that learners yield the maximum return for their time and effort, regardless of their preferred learning style.

 

Some learners prefer the dynamic exchange of ideas that can only occur in a live classroom-type environment. For them, we provide virtual classes and scheduled chat sessions. Others like to choose their own pace and path through new information. For them, we offer self-paced courses, discussion boards, and recommended readings and activities.

 

 

Learning Styles

 

Very often adults are motivated by completely different things than younger people. With this in mind, any approach to teaching/training adults must be well  developed if it is to succeed. Similarly, adults have their own unique strengths and weaknesses that also need to be recognized if the learning is to succeed.

 

There are three main learning styles recognized in education and training today:

 

 

1. Visual Learning

Visual learners often prefer a front row seat in the classroom to avoid visual obstructions. They tend to think in pictures and learn best from visual displays including diagrams, illustrated textbooks, overhead transparencies, videos and handouts.

 

The PrimeLearning.com™ learning design philosophy is based firmly on the power of visual stimuli. Our expert graphic designers develop succinct, thematic graphic ideas that our instructional designers use in their teaching. We often add interactivity to these graphics, inviting the learner to click or point to learn more about a particular subject. Fusing key concepts with graphics like this gives  learners the power of visual association, helping them to reinforce understanding, identify misconceptions and clarify thinking.[9]  As a multimedia society, we think in terms of images – this can be used to the learners‘ advantage. Getting the learner to apply a familiar image to a new concept is another successful strategy we employ.

 

2. Auditory Learning

Auditory learners prefer verbal lectures, discussions, talking things through and listening to what others have to say. These learners interpret the underlying meanings of speech through listening to tone of voice, pitch, speed and other nuances.

 

The PrimeLearning.com™ learning design philosophy provides the maximum amount of opportunity for auditory interpretation. Our courseware presents learners with situational dialogs while our virtual classes allow the learner to listen to and interact with class instructors and their peers. Without sound, there is the risk that the tone of an instruction or the sincerity of feedback might be missed or misunderstood. Our philosophy eliminates this issue historically associated with distance learning.

 

3. Kinesthetic Learning

Kinesthetic people learn best through a hands-on approach. They actively explore the physical world around them. They often find it hard to sit still for long periods and need activity and exploration to stay on task.[10]

 

The PrimeLearning.com™ learning design philosophy centers on providing learners with small manageable chunks of measurable learning. As a result, learners never feel overloaded with information and can set their own pace. Any need for activity and exploration is met by the number and scope of interactions, scenarios and hands-on problem-solving situations in which we immerse the learner.

 

 

 

 

Learner Types

 

One of the principal challenges for PrimeLearning.com™ designers has been to develop our eLearning solutions to engage all learner types. David A. Kolb,[11] a Harvard University professor, has identified four types of learners:

 

Type 1 is intuitive, prefers hands-on activities and enjoys learning in real-life situations.

 

Our integrated learning solution encourages intuitive responses as a part of the learning process and provides plenty of real-life situations for problem-solving exercises.

 

Type 2 is imaginative and sensitive, likes to take an overview and categorize things.

 

Our solution stimulates both the imagination and the senses with its rich media mix. Our thematic graphics greatly enhance the process of categorization through visual association.

 

Type 3 is a problem solver who likes to find practical solutions. This learner may often choose to work and learn on his own.

 

We engage this learner type by providing problems that encourage the search for solutions. The social aspect of our system, while highly recommended, is optional for the individual learner.

 

Type 4 is logical and concise with a love of abstract concepts. Practicality is less important than logic for this learner.

 

One of the fundamentals of logic is the syllogism – the use of deductive reasoning to arrive at a solution. We often employ this technique in our instruction to challenge the logical thinker.

 

Learner Motivation and Memory

 

Motivation refers to the sustained interest and involvement in a goal oriented task by a student or learner. Motivational theory identifies four major dimensions of motivation: 1) interest, 2) relevance, 3) expectancy, and 4) satisfaction.[12]

 

Ø      Interest occurs when the learner's curiosity is aroused and when that curiosity is sustained over time

Ø      Relevance refers to the learner’s perception as to whether or not the instruction satisfies personal needs or goals

Ø      Expectancy is the learner's perceived likelihood of success and how much in control of that success the learner is

Ø      Satisfaction refers to intrinsic motivation and reactions to extrinsic rewards. If the extrinsic reward is poor then the intrinsic motivation is affected

 

PrimeLearning.com™ stimulates the learner’s interest with relevant real-world examples presented in an interactive fashion. Learner expectancy is positive and continuously reinforced and the learner meets a range of short-term targets so that continuous motivation is matched by continual personal reward in the form of achievements.

 

The following table shows the reality as far as the memory of the typical learner is concerned. The fact is that people who read from a textbook will forget almost 80% of what they have learned within a matter of  two just weeks![13]

 

 

Time From First Learning	Percentage of Material Remembered	Percentage of Material Forgotten
After 1 day	54%	46%
After 7 days	35%	65%
After 14 days	21%	79%
After 21 days	18%	82%
After 28 days	19%	81%
After 63 days	17%	83%

 

To increase and enhance the retention of information for the learner PrimeLearning.com™ promotes a constant review process.  We know how easy it is for a learner to forget so we make our instruction as memorable as possible with our eclectic approach. Learners can alternate between virtual classes, discussion groups and web-based courseware as they advance so learning never becomes a drudge. We use strategies to encourage the maximum performance from both long and short-term memory; strategies which combine instructional techniques like the clustering of information, mnemonics, and visualization to encourage anticipation and recitation in the learner.

 

Ø     Clustering:

Involves categorizing items according to common characteristics. We use techniques like color-coding, grouping and alphabetizing in our instructional strategy because we understand the value of association throughout the learning process.

 

Ø     Mnemonics:

Uses words/ phrases to encode and retrieve lists of information.  On of the most common uses of mnemonics involves using the FIRST strategy – taking the first word from a series of key words and creating a cue word from them.  The following example outlines how you could develop a mnemonic:

 

Form a cue word

Insert a letter if necessary

Rearrange the letters to form the easiest and most memorable cue word

Shape a cue sentence if a word can’t be made

Try combinations of these strategies to find the best sentence or word

 

Ø     Visualization:

Offers strategies such as visual association, elaboration, bleaching and word substitution which can all aid retention for the learner.  As a society we tend to think largely in images and there are many ways that PrimeLearning.com™ capitalizes on this in its instructional approach.  Getting the learner to apply a well-recognized image to a new concept is one effective strategy; another is to decolorize (bleach) an image to make it more memorable for its receiver.  Our graphic designers are true innovators and each learning event adds a complementary visual aspect to the learning experience.

 

Multiple and Emotional Intelligences

 

In 1983 Howard Gardner identified seven types of intelligence.[14] He stated that everyone had some degree of each type but that, typically, one person might be more musically intelligent than another who could, in turn, have more interpersonal intelligence and so on.

 

Emotional intelligence has grown from the concept of “social intelligence” first identified by E.L. Thorndike in 1920. It is “a type of social intelligence that involves the ability to monitor one’s own and others’ emotions, to discriminate among them, and to use the information to guide one’s thinking and actions.” Emotional intelligence theory assimilates Gardner’s work so that, according to Daniel Goleman, emotional intelligence provides the skills that help people harmonize and it should become increasingly valued as a workplace asset in years to come.[15]

 

At PrimeLearning.com™ we focus hard on appealing to the whole range of intelligence types and we design our learner activities and interactivities so that they have a broad range of appeal.

 

 

 

 

 

 

 

Our integrated eLearning solution provides learners with benefits that far exceed traditional classroom instruction. Learners can interact with experts, mentors, and peers either live or asynchronously. They can control the selection and presentation of core content. They can choose the depth and breadth of their exploration and practice with resource materials and exercises.  Most of all, they can decide when and where to learn and to practice new knowledge. Our solution is built on:

 

Performance-enhancing training, because our training is performance-focused

 

Reflective learning through courses, real-time classes and discussions that learners can contribute to as well as real-world scenarios that learners can relate to

 

Interactive, collaborative and supportive learning that stimulates thought and credits learner initiative

 

Motivating and manageable learning chunks aimed at maximizing memory performance

 

Experiential and effective learning, because we believe that engaging the learner is crucial to maximizing assessment success rates

 

 

Our philosophy is to actively involve the learner and keep him/her involved, not only during the formal learning period but long afterwards. We achieve this by engaging the individual in our multidimensional learning experience.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

The PrimeLearning™ model of integrated learning has world-class content at its core. This content has a dynamic and interactive relationship with the other elements that orbit it. These elements bring their own strategies for instruction, learning, and support to the learner, and lead to a rewarding, engaging and meaningful learning experience. This integrated learning approach is far greater than the sum of its parts. Our methodology does more than simply provide different approaches to learning – we seamlessly blend these approaches to complement each other and benefit the learner.

 

World Class Content:

Ø      Our meticulous research and due diligence process allow us to select content from the world’s foremost experts in their respective fields.

 

Web-Based Courses:

Ø      Our courses provide interactive multimedia instruction with clear objectives and achievable goals. They give learners ownership of their learning and help them to achieve practical and achievable goals within a realistic timeframe.

 

 

 

Live, Virtual Classes:

Ø      Renowned instructors provide special presentations that enhance the other curricular elements.  During live virtual classes, the participants use various media such as slides, whiteboards, application sharing, web tours, surveys and participant polls. These classes support real-time conversations between presenters and learners – ideal for brainstorming or in problem-solving situations.

 

Mentoring:

Ø      To ensure our learners never feel isolated, we provide ongoing access to specialists who handle individual queries/ difficulties. The value of mentoring has long been recognized and PrimeLearning.com™ values the power of the personal approach  or ‘human touch’ it offers.  Our mentors coach learners to completion and help them to adapt to the eLearning environment.

 

Collaboration:

Ø      When learners collaborate, the learning experience is more likely to be a reflective one. Our discussion boards and chat rooms allow learners to build on their initial learning and take the crucial step to synthesizing and evaluating the knowledge they have gained from our courses and classes.

 

Resource Links:

Ø      Learning is further enhanced with the  inclusion of multiple, curriculum-related resources including job aids, workplace exercises and links to external support  materials, such as books and Web sites. Discovery learners, those who like to actively follow up on the instruction they receive, use these resources to broaden their knowledge base.

 

Knowledge Archiving:

Ø      Many synchronous and asynchronous events in our eLearning system are archived so that learners who miss them first time around can still access them. Virtual classes and discussion threads add to the available knowledge base and help to capture the expertise of subject matter experts, mentors and learners.  This vital source of knowledge exchange allows the learner to stay ahead in our knowledge economy. 

 

 

 

PrimeLearning.com™ offers clients the opportunity to contribute their own proprietary information to their individual eLearning packages. Because our solutions use a combination of internet-based and technical capabilities and adopt a mix and match approach we can reassemble learning objects to create new custom courseware and make it more suitable for customers' needs. We are also happy to incorporate customized learning objects when required by the client to do so.

We have devised a method whereby we can quickly support existing generic content with client-provided information and processes that completely customize the eLearning experience. Take the PrimeLearning.com™ leading sales training curriculum PrimeSales™ as an example. At any time, clients can instantly make available their own sales processes, help sheets, or customer questionnaires and integrate them seamlessly into the current PrimeSales™ curriculum. Learners will find the company-specific information as quickly as that which is provided by PrimeLearning.com™.  Making materials company-specific like this adds an even greater sense of ownership and familiarity for the learner. Some of our easy-to- use features include:

 

Ø      Linking company policy documents to eLearning courses

Ø      Creating announcements to be posted on your company’s home page

Ø      Designing company-specific and private bulletin boards

 

 

 

“eLearning software empowers administrators to track performance and measure ROI. In addition, monitoring usage is simpler; i.e., the number of downloads per user can be measured. This helps training managers evaluate cost-effectiveness and provides assistance with license negotiations based on estimated usage.”

(Bank of America Securities, “The e-Bang Theory”, 1999)

 

The estimated cost saving with eLearning is between 40-60 percent when compared with instructor-led education but even this pales in comparison with the sheer time that companies save by using technology-driven courses. Some studies indicate that learning occurs up to 50 percent faster online than in a classroom setting with the added bonus that the downtime associated with training off-site is eliminated.  Today, employees can train at their desks or even at home if they wish.

 

The table below shows examples of companies that have reported significant cost reductions after switching to online training.

 

Company	No. of employees trained	Original costs of training	Costs after switching to online training	Total savings including travel expenses
Buckman Labs.	-	$2.4million	$400,000	-
Hewlett-Packard	700 engineers	$7million	$1.5million	$5.5million
Aetna	3000	-	-	$3million
MCI World Com	3825	-	-	$5.6million (237% ROI)
Cisco	-	$1200-$1800/ learner	$120 learner	$1080-1680/ learner
Novell	-	$1800/ learner	$700-$900	$900-$1100/ learner

(William Horton, “Designing Web-based Training”, 2000)

 

PrimeLearning.com’s eLearning system enables the capture of ROI data and measurement of the cost savings associated with eLearning in ways that have not been possible in the past.

 

 

 

The PrimeLearning.com™ Implementation Services team provides everything a company needs to implement the Prime eLearning System. From internal marketing and communication strategies, to administrator training, to technical support, we offer a range of services to make eLearning work for you and your organization.

 

PrimeLearning.com™ Implementation Services include:

 

Ø      Needs Analysis

Ø      Strategic Implementation Planning

Ø      Communications Planning

Ø      Pilot Facilitation

Ø      Deployment

Ø      Training and Support

Ø      Return on Investment Measurement

 

Wherever possible PrimeLearning.com™ will assist you to  effectively implement your eLearning solution. Our support services are outstanding, so your implementation plans will always stay focused and realistic.

 

 

 

As more and more companies search for an eLearning solution to meet their training needs some critical questions need to be asked:

 

Ø      Do you need to find ways to reach a wider employee and/or customer audience with information about your products or services?

Ø      Do you need your employees to perform a broader range of tasks?

Ø      Do you need to raise employee productivity levels?

Ø      Do you need to improve your employee attraction and retention rates?

 

 

If you’ve answered yes to any of these questions then your company has taken an important first step. Winning in our competitive knowledge economy depends upon how you handle the new factors of production, technology and knowledge.  The cost of staff training has significantly reduced and the potential for that training is such with eLearning that your employees can be transformed to become more knowledgeable in a very short time. 

 

Winning in the knowledge economy depends on online training; this is what retains existing staff and encourages new joiners. It blends traditional and new instructional methodologies, stimulating the learner at every turn. It gives and maintains a sense of achievement to the learner and it gets early results in the workplace.  As the 21^st century dawns,  employers are becoming more and more aware of the value of their human capital and what it takes to maximize its potential.

 

What it takes is an eLearning solution that can be tailored to an individual company profile, one that values the whole learner and his/ her total ability – one that can be implemented with ease and that will show an immediate return on investment. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

NOTES: