Learning Technology 2016



This is Karen's review of the conference. Click the images below, or use the red button at the bottom of the page, to jump to Rob or Fraser's.

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The main thing I wanted to take away from my visit to the 2016 Learning & Technology Exhibition was some examples from companies who have been in a similar situation to us in terms of changing the way they create learning content.

I was keen to look at companies who had moved away from a high volume of face to face learning to a more blended approach. The two that closely replicated this were London Transport and The Post Office.

What was evident from these talks was that many of these companies were doing similar things to us in terms of building online solutions. There was really good points of interest that I will share but I would say nothing that made me think we couldn’t achieve similar.

I have documented below detail of the talks I found most relevant for us and ways in which I think we could benefit from a similar approach.

Transport for London: Case Study

Ian Tatton, Digital Learning Specialist Lead – Skills and Capabilities, Transport for London
Toby White, Bespoke Content Lead, Kallidus

Transport for London is delivering a three year immersive blended learning project to reskill 5,000 employees and transform customer service across the London Underground. This programme won Gold for “Best use of blended learning” at the 2015 E-Learning Award. This talk focused on what that programme now looks like, including examples of the learning used.

Key Learns

  • In order to make this way of learning work, they gave all station staff iPads for Training and Operational duties.
  • They used a lot of pre-work that was also available offline before coming into any classroom training.
  • Multimedia Trainers were used to create buzz and excitement about their learning and to create a snapshot of what they would experience.
  • Dramatised scenarios were used – these started off with real employees, who were then created in animation form for any future learning, games, videos etc. These also introduced an element of humour to keep learners engaged.
  • An app game was created (Golden Ticket Game) that all learners downloaded and challenged each other to be top of the league table. This game consisted of questions on procedures and history of Transport for London.
  • A virtual station was created in which all learning was launched through. This was consistent with the TfL brand.
  • A Performance Competence System was used to lay out role requirements. Every employee has a personalised learning plan based on this.

The Post Office digital learning journey

Sarah Malone, Group Head of Learning & Development, Post Office Ltd
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This talk focused on how the post office transformed their learning journey – moving away from a labour intensive classroom based course to a fully blended programme containing e-learning, scenarios, online games, concluding in a much shorter, but more valuable re-invigorated classroom session.

Key Learns

  • Started as an 8 day classroom based training for Postmasters on products etc.
  • This was not the best way to learn due to locations and franchising.
  • A 12 week plan was created based on using Postmasters own devices for learning.
  • Online learning created around products. This had to be completed prior to coming to a much shorter classroom session.
  • The classroom based learning was now scenario based and was followed up by in branch learning.