According to Pannekoek (2008, as cited in Anderson, 2008), for online learning to be effective for the next generation, it must “include mobile learning, e-gaming, online communities, and learning management systems that engage each user (para. 1).” As my team and I critically analyze Massive Open Online Course (MOOC), I am aware of the potential to incorporate these features to create an engaging and practical learning experience. Despite my limited experience with MOOCs, I am excited to explore their potential in our organization, which deals with new technologies regularly and is always searching for innovative ways to teach end-users.
My main challenge is to develop an accessible and engaging training program for new users of an online tool. Unfortunately, our current process for onboarding and training new managers to use this tool needs to be improved. Moreover, combining MOOCs with microlearning, an instructional design approach that uses brief learning segments adhering to specific standards, could effectively address this challenge. Dolasinski and Reynolds (2020) noted that microlearning is a technique that involves bite-sized learning segments that meet particular criteria. This approach would allow learners to access content in small, manageable chunks at their convenience, providing a structured and coherent learning experience.
I envision creating a program similar to Coursera, a global online learning platform that provides access to online courses anywhere and anytime. By integrating microlearning into MOOCs, we can present complex information in easy-to-digest segments that learners can comprehend and retain. This approach could revolutionize how our organization trains its employees and managers worldwide, saving time and resources while improving overall learning outcomes.
As I continue to explore the potential of MOOCs, I am interested in examining how they can address the challenges of online learning and engagement, specifically in onboarding and training new managers to utilize a specific tool. Additionally, I want to explore how incorporating interactive elements such as quizzes and discussions into MOOCs can enhance learner engagement and retention.
References:
Anderson, T. (2008). The Theory and Practice of Online Learning. In Google Books. Athabasca University Press. https://books.google.ca/books?hl=en&lr=&id=RifNwzU3HR4C&oi=fnd&pg=PA91&dq=the+theory+and+practice+of+online+learning+second+edition&ots=ShdjMkIRuu&sig=YPSRvkL1Lkqwp0qQcweXpVWwvZ4
Dolasinski, M. J., & Reynolds, J. (2020). Microlearning: A new learning model. Journal of Hospitality & Tourism Research, 44(3), 551-561. https://doi.org/10.1177/1096348020901579
McAuley, A., Stewart, B., Siemens, G., & Cormier, D. (2010). The MOOC model for digital practice. Retrieved from http://www.elearnspace.org/Articles/MOOC_Final.pdf
I enjoyed reading your blog post Michal! It is great to see your interest in exploring the potential of MOOCs to improve your organization’s training program. The combination of microlearning and MOOCs is a promising approach to providing an accessible and engaging learning experience for new users of an online tool.
Thank you, Giulia, for taking the time to read my post.
Some great insights into using and creating MOOCs for your organization, Michal!
Our team is also looking into MOOCs, focusing more on how personal context and experiences guide the learner’s expectations and experiences. Your post states that you would like to focus on engagement, particularly with training; what aspects would you consider engaging?
Happy researching!
Hi Terry,
Thanks for taking the time to read my blog.
Combining microlearning and MOOCs can provide an accessible and engaging learning experience for new users of an online tool. Microlearning simplifies complex information, and MOOCs offer a flexible and structured learning experience. In addition, interactive elements can enhance learner engagement and retention. I’m focusing strongly on this area and hope to have more insight to discuss.
🙂 Michal
Hi Michal,
While I was catching up on reading the blog posts, I came across yours and it totally resonates with what I’m experiencing at my work place 🙂 It has been a challenge onboarding and training new project managers in my department because we do not have a formal program on this. As the team expands, the gaps in processes and requirements are getting bigger. Microlearning sounds like a great idea! I’ve also thought about gamification. Would this help increase learning engagement? I can’t wait to see what comes out from your research. I feel like we’ll have quite a bit to share 🙂
Thanks for sharing!
Megan
Hi Megan,
Thanks for reading my blog. I agree that we have much in common in our workplace, particularly in the challenges of onboarding and training end-users on new systems. I’m interested in further exploring gamification, as it might help increase learning engagement, and I look forward to discussing any insights or ideas you may have on the topic.
🙂 Michal