Shooting Video for E-Learning Use – eLearning Guild

I recently posted on integrating audio with e-learning authoring tools, and in the near future, I’ll be covering some aspects of the visual aspects of creating e-learning content, focusing on creating video for application demonstrations and using still imagery in e-learning.

In the meantime, the eLearning Guild have just published an informative primer called Making a Demonstration Video for E-Learning Use.

The article in Learning Solutions e-Magazine discusses a favorite of mine: straight-forward ‘How-to’ video demonstrations. The authors, Steve Haskin and Tim Martin describe this learning modality:

“How-to” instruction is an important training modality; in fact, “learning how to do things” is the cornerstone of being human. Our lives are spent learning how to do things, and this doesn’t stop simply because we “learn” in the workplace or even when we slip the “e-” in front of learning.

(p.2)

In this context then, tasks and activities can be elucidated using a number of video based approaches including:

• Sequenced still images
• Video
• 3-D animation

Video photography is basically light captured on a medium like film, video tape, or DVD. However, lighting a subject properly is something of a black art and if done poorly will undermine the learners’ ability to interact with the subject matter. The article’s authors discuss the basics of lighting in reasonably good detail, including key-, fill-, and back lighting, as well as color temperature, and new lighting technologies like fluorescent and LED light types.

They go on to describe the importance of a good tripod, and what you should look for in a video camera. I would agree with their assertion that HD cameras “are complete overkill” (p.7) and in fact that good old reliable MiniDV digital tape is still the best video media choice for e-learning practitioners – your content is captured as uncompressed DV-AVI video (so it can be edited and rendered in either NTSC or PAL as well as in various compressed formats), and MiniDV is a great archive format.

The authors conclude by discussing the pros and cons of various video codecs, their benefits and disadvantages.

Video can seem technical, overly-involved, and even intimidating to the novice videographer: I suggest that you have a look at the article if you want a good introduction to video for e-learning and if you want to know your blondes from your redheads. (They’re types of light: I wasn’t being rude!)

______________

References:

Haskin, S., Martin, T. (2009) Making a Demonstration Video for E-Learning Use. Learning Solutions e-Magazine [Internet] Available from: http://www.elearningguild.com/articles/abstracts/index.cfm?id=302&action=viewonly Accessed 30 March 2009

--

Informal workplace learning – influences and change factors

Many commentators, including Stern and Sommerlad (1999) assert that informal and non-formal learning

…have acquired visibility and saliency [because they] sit at the juncture of new thinking concerning the nature of learning about new forms of knowledge, about the transformation of the nature of work and about the modern enterprise in a globalized economy

(cited in Fuller & Unwin, 2002, p. 95).

As a concept and set of practices, ‘workplace learning’ has entered a period of political, economic and social transformation. Advances in technology, the demise of manufacturing industries and the growth of service sector industries, have led to changes in the meaning of the ‘workplace’ (for example, home-working (Felstead et al, 2000), working on-the-move (Felstead et al, 2005), ‘flexible’ working (Felstead et al, 1999); concomitantly, the shift towards new, post-industrial style workplace structures and practices,

have led to a new set of concept and practices surrounding ‘workplace learning.’ These include:

• different workplace contexts
• different workplace knowledge-sets
• different workers

to those of the past.

Workplace learning used to occur in the classroom or via online ‘e-training courses.’ While this style of learning is still important for regulatory or compliance training, a strong need is emerging for informal learning that is more closely integrated with employee work. Examples include:

• Some categories of business and technical training
• Procedural learning
• Deeper learning that requires concept development and interaction

Here are some reasons why this shift is happening:

Information / cognitive overload is affecting all workers. We can’t store all the facts, details, and data we need to do our jobs today, and more information is created every year.1 Thus, an important new skill is the ability to search effectively to find the information you need when you need it. It might even be information presented in a course that you took online a year ago.

Immediacy of information is critical in today’s workforce. With today’s fast business pace and emphasis on speed to market, employees may need to access a particular 5-minute piece of learning that will get them to the next step fast.2 This means that learning must come in smaller chunks that are only a click away. It also means that information and learning tend to blur in the work environment.

The Internet generation brings a different work style. The computer-savvy, 20-something ‘digital natives’ (Prensky, 2000) are very good at using technology to find what they want. They are impatient and want to access information resources quickly, and they assimilate and connect this information to their work. This workers prefers to drive personal learning, rather than simply receive information from an instructor.

Learning and development professionals need to begin working with lines of business outside of the traditional HR / Training orbit to ensure that the organizations provide a variety of formal and informal learning opportunities for employees. In some cases, the training department within HR organizes both formal and informal learning. In other contexts, HR handles formal learning, and individual lines of business handle the informal learning related to their specific activities (with consultation from learning professionals).

As well as these organizational changes, learning professionals must understand five key emerging trends:

1. Blended learning
2. Talent management
3. Web / Learning 2.0
4. Knowledge centers
5. Immersive learning simulations (serious gaming).

More...

_____________________

References:

Felstead, A. and Jewson, N. (2000) In Work, At Home: Towards an Understanding of Homeworking, London: Routledge.

Felstead, A., Jewson, N. and Walters, S. (2005) Changing Places of Work, Basingstoke: Palgrave Macmillan.

Fuller, A. and Unwin, L. (2003) Learning as apprentices in the contemporary UK workplace: creating and managing expansive and restrictive participation, Journal of Education and Work, 16:4, pp. 407-426.

Lee, T. Fuller, A., Ashton, D., Butler, P., Felstead, A., Unwin, L., & Walters, S. (2004) Learning as Work: Teaching and Learning Processes in the Contemporary Work Organisation,
Workplace Learning: Main Themes & Perspectives Learning as Work Research Paper, No. 2.

Prensky, M. (200) Digital Natives, Digital Immigrants. [Internet] Available from:http://www.marcprensky.com/writing/Prensky%20-%20Digital%20Natives,%20Digital%20Immigrants%20-%20Part1.pdf Accessed 21 October 2007

Stern, A. and Sommerlad, E. (1999) Workplace Learning, Culture and Performance. Institute of personnel and Development, London.

--

Defining informal learning

Informal learning should no longer be regarded as an inferior form of learning whose main purpose is to act as the precursor of formal learning; it needs to be seen as fundamental, necessary and valuable in its own right, at times directly relevant to employment and at other times not relevant at all.

(Coffield 2000, p8)

Given the current economic climate, there is an understandable rise in interest in organizations' exploration of ‘learning beyond the classroom.’ There is some doubt as to whether the concept of informal learning is the most useful way forward.

Michael Eraut has contributed one of the most helpful discussions of ‘informal learning’ in recent years. He has suggested that the use of such a catch-all term is not very helpful (2000, p.12). He considers the notion of ‘non-formal learning’ might be more accurate. One aspect of his argument is that the term ‘informal’ is associated with so many other features of situations – such as dress, behavior, discourse –

that its colloquial application as a descriptor of learning contexts may have little to do with learning per se

(Eraut 2000, p.12).

However, the notion of ‘non-formal learning’ in itself may not be any more helpful (and I will discuss this in a forthcoming blog post).

Eraut’s looks at the level of intention in learning. Similar to Rogers’ learning continuum (2004), Michael Eraut establishes a matrix to identify varying types of non-formal learning, based on the timing of the stimulus (past, current, future) and the extent to which such learning is implicit, reactive or deliberative.

According to Eraut, there is a distinction between implicit (informal) learning, which has a metacognitive component, deliberative learning (where the worker schedules time to learn) and reactive learning (where learning is explicit but almost takes place spontaneously, in response to recent, current or imminent situations but without any time being set aside for it). I would suggest that these categories align closely with Kolb’s 4-Stage Experiential Learning Cycle. Similarly, a link can be made between the synchronous and asynchronous delivery mechanisms discussed in an earlier blog entry and Eraut’s Timing of Stimulus category.

Table 1 Michael Eraut’s typology of non-formal learning (2000, p.129)

[Click here to open enlarged view of table - PDF reader required]

More…

__________

References:
Coffield, F. (2000) The Necessity of Informal Learning, Bristol: The Policy Press.

Eraut, M. (2000) Non-formal learning, implicit learning and tacit knowledge, in F. Coffield (Ed) The Necessity of Informal Learning: Policy Press. Bristol

Rogers, A. (2004) Looking again at non-formal and informal education - towards a new paradigm [Internet] Available from: http://www.infed.org/biblio/non_formal_paradigm.htm [Accessed 30th January 2008]

--

Learning Technology Products 2009 Report out now

The number of available tools and technologies for online employee training continues to grow each year. Hundreds of content authoring tools, learning management systems, and learning content management systems are currently available.

Brandon Hall Research, providers of information about the tools, technologies, and best practices related to employee training and enterprise learning have just released a comprehensive new report called Learning Technology Products 2009: Authoring Tools, Learning Management Systems, and Learning Content Management Systems.

The number of tools and technologies for online employee training continues to grow; there are literally hundreds of content authoring tools, learning management systems, and learning content management systems currently available for training professionals to use in the operationalization of their organizations' learning and development strategy.

To help you get a sense of what's at hand commercially, Brandon Hall's 526-page report provides one- to three-page profiles of more than 250 learning technology products. And, best of all, this report available for free, gratis.

This report contains profiles of the products featured in three Brandon Hall Research KnowledgeBases:

Authoring Tool KnowledgeBase
This online resource contains 20 to 30-page profiles of 100+ tools used to create almost any type of online learning content, including courses, games, presentations, and tests. The Authoring Tool KnowledgeBase provides case studies and success stories that show how high-profile corporate, educational, and governmental organizations have completed their authoring tool selection processes.

Each authoring tool is profiled extensively and provides information on standards, rapid development capabilities, assessment capabilities, language and localization features, simulation capabilities, etc. – all the details you need to find extensible and flexible authoring tools to help you create superior e-learning content.

LMS KnowledgeBase
Containing 40-60 page profiles of 92 systems, the new 2009 edition of the LMS KnowledgeBase is the most comprehensive resource available to help you compare learning management systems and select the system that best meets your needs.

The depth and breadth of this research makes it a valuable resource to practitioners, CLOs, IT staff members, and other key stakeholders. The cost of the research is easily justified in that it helps you avoid costly mistakes and ensures an efficient LMS selection process.

LCMS KnowledgeBase
A learning content management system (LCMS) can elevate your content creation to a new level. An LCMS stores your content as small bits of information that can be modified and reassembled as needed. These systems also act as single-source authoring platforms that can output content to many different formats.

This online resource contains profiles of 38 of the best systems. If you are planning to harness the power and flexibility of an LCMS, this research is the way to go about it. It can help you understand all the details that go into choosing the right LCMS for your organization.

Why is this report free?
According to Brandon Hall, this report contains a few half- and full-page ads. Support from advertisers allows them to publish this report free of charge. In my view, this free report should become part of your resource toolkit to assist learning professionals select the appropriate technology for organizational learning initiatives.

--