corporate universities / corporate training

Re: integrating AI into our Learning Ecosystems, we need to have realistic expectations here. [Christian]

On 02/09/2024, in 21st century, 24x7x365 access, adjunct faculty, adult learning, Artificial Intelligence / Machine Learning / Deep Learning / Algorithms, colleges, community colleges, corporate / business world, corporate universities / corporate training, education, education reform, education technology, emerging technologies, expectations, experimentation, face-to-face, faculty, higher education, human-computer interaction (HCI), innovation, instructional design, intelligent systems, IT in HE, K-12 related, law schools, learning ecosystem, Learning Experience Design, online learning, teachers, teaching & learning, teaching online, training / L&D, United States, universities, by Daniel Christian

Digital Learning Pulse Survey Reveals Higher-Ed Unprepared for Expected Impact of AI — from prnewswire.com by Cengage
Research illustrates that while GenAI could ease ongoing challenges in education, just 1 in 5 say their school is ready

WASHINGTON, Feb. 6, 2024 /PRNewswire/ — While three-quarters of higher-education trustees (83%), faculty (81%) and administrators (76%) agree that generative artificial intelligence (GenAI) will noticeably change their institutions in the next five years, community college trustees are more optimistic than their community college counterparts, with (37%) saying their organization is prepared for the change coming compared to just 16% of faculty and 11% of administrator respondents.

Those findings are from the 2023-2024 Digital Learning Pulse Survey conducted by Cengage and Bay View Analytics with support from the Association of Community College Trustees (ACCT), the Association of College and University Educators (ACUE), College Pulse and the United States Distance Learning Association (USDLA) to understand the attitudes and concerns of higher education instructors and leadership.

From DSC:
It takes time to understand what a given technology brings to the table…let alone a slew of emerging technologies under the artificial intelligence (AI) umbrella. It’s hard enough when the technology is fairly well established and not changing all the time. But its extremely difficult when significant change occurs almost daily.

The limited staff within the teaching & learning centers out there need time to research and learn about the relevant technologies and how to apply those techs to instructional design. The already stretched thin faculty members need time to learn about those techs as well — and if and how they want to apply them. It takes time and research and effort.

Provosts, deans, presidents, and such need time to learn things as well.

Bottom line: We need to have realistic expectations here.

AI Adoption in Corporate L&D — from drphilippahardman.substack.com by Dr. Philippa Hardman
Where we are, and the importance of use cases in enabling change

At the end of last year, O’Reilly Media published a comprehensive report on the adoption and impact of generative AI within enterprises.

The headline of the report is that we’ve never seen a technology adopted in enterprise as fast as generative AI. As of November 2023, two-thirds (67%) of survey respondents reported that their companies are using generative AI.

However, the vast majority of AI adopters in enterprise are still in the early stages; they’re experimenting at the edges, rather than making larger-scale, strategic decisions on how to leverage AI to accelerate our progress towards org goals and visions.

The single biggest hurdle to AI adoption in large corporates is a lack of appropriate use cases.

Conversational & Experiential: The New Duality of Learning — from learningguild.com by Markus Bernhardt

Excerpt (emphasis DSC):

The future of corporate learning and development (L&D) is being profoundly reshaped by the progress we are witnessing in artificial intelligence (AI). The increasing availability of new technologies and tools is causing L&D leaders and their teams to rethink their strategy and processes, and even their team structure. The resulting shift, already gaining momentum, will soon move us toward a future where learning experiences are deeply personal, interactive, and contextually rich.

The technological advancements at the forefront of this revolution:

Allow us to create high-quality content faster and at a fraction of the cost previously experienced.
Provide us with a range of new modalities of delivery, such as chat interfaces, as well as immersive and experiential simulations and games.
Enable us to transform learning and training more and more into a journey uniquely tailored to each individual’s learning path, strengths, weaknesses, and confidence levels.

We are already seeing signs of the immediate future—one where AI will adapt not only content but the entire learner experience, on-the-fly and aligned with the needs and requirements of the learner at a specific moment of need.

Harnessing AI in L&D: Reviewing 2023 & Imagining the Future — from learningguild.com by Juan Naranjo

Excerpt (emphasis DSC):

AI-assisted design & development work: A dramatic shift
This prediction was right. There has been a seismic shift in instructional design, and the role is evolving toward content curation, editing, and resource orchestration. Critical thinking skills are becoming more important than ever to make sure that the final learning asset is accurate. All of this is happening thanks to AI tools like:

Adobe Firefly…
ChatGPT…
Another tool, one that isn’t usually part of the L&D ecosystem, is Microsoft’s Azure AI Services…

Early estimates indicate these improvements save between 30 percent and 60 percent of development time.

As a reminder, meta-learning, in this context, refers to tools that serve up experiences to learners based on their preferences, needs, and goals. It is the superstructure behind the content assets (e.g., programs, courses, articles, videos, etc.) that assembles everything into a coherent, and purposeful, body of knowledge for the users.

[Re: credentialing] Higher ed institutions are losing ground to private providers [Collegis Education] + other items re: credentialing

On 02/05/2024, in adult learning, Alternatives, Canvas - and other Instructure-related items, career development, change, colleges, community colleges, corporate / business world, corporate universities / corporate training, credentialing, higher education, lifelong learning, United States, universities, vendors, by Daniel Christian

Employers Partnering to Provide Microcredential and Training Programs on the Rise, New Study From Collegis Education and UPCEA Reveals — from prweb.com by Collegis Education
Opportunities are growing, but higher ed institutions are losing ground to private providers

OAKBROOK, Ill. , Jan. 23, 2024 /PRNewswire-PRWeb/ — Companies partnering externally to provide training or professional development to employees increased by 26 percent (nearly 15 percentage points) between 2022 and 2023, according to a new study released today by Collegis Education and UPCEA, the online and professional education association. In addition, the report, “Unveiling the Employer’s View: An Employer-Centric Approach to Higher Education Partnerships,” revealed that more than 61 percent of companies without external training partnerships are interested in developing them.

In the second year of an ongoing research series, Collegis partnered with UPCEA to survey more than 500 employers to better understand their perceptions of collaborating with higher ed on professional development programs and alternative credentials.

Instructure Completes Acquisition of Parchment, the World’s Largest Academic Credential Management Platform and Network — from prnewswire.com
Expands Instructure’s market-leading teaching and learning ecosystem by providing learners with a lifelong record of their journey

SALT LAKE CITY, Feb. 1, 2024 /PRNewswire/ — Instructure Holdings, Inc. (Instructure) (NYSE: INST), the leading learning ecosystem and maker of Canvas, announced today it has completed the acquisition of Parchment, the world’s largest credential management platform and network. Parchment has over 13,000 customers and has exchanged more than 165 million credentials over two decades. This acquisition is expected to significantly expand Instructure’s existing customer base and unlock exciting new growth opportunities.

“The addition of Parchment to the Instructure ecosystem enables our customers to offer flexible lifelong learning experiences to meet the needs of the ever-growing sector of non-traditional learners,” said Steve Daly, CEO of Instructure. “By providing a verifiable and comprehensive digital passport of achievement records and outcomes for learners, we’ll be able to help our customers navigate skill mastery, transfer credits, provide proof of prior learning, and much more.”

From DSC:
Instructure’s purchase here represents an important piece of our future learning ecosystems— a way to document/prove the learning a person has done throughout their ***lifelong learning*** journey.

The Importance of Credit for Prior Learning — from evolllution.com by Alexa Dunne
Higher ed needs to focus on providing credit for prior learning that properly communicates what learners know to provide them with more opportunities in the workforce.

According to research from the Council for Adult and Experiential Learning (CAEL) and Western Interstate Commission for Higher Education (WICHE)**, students complete their credentials at a substantially higher rate when they are awarded 15 or more credits for prior learning. For institutions, awarding CPL is an easy—and equitable—way of helping students succeed. Do we want a 22-point increase in credential completion? Yes, please!

Addendum on 2/9/24:

Lego my Metaphor — from onedtech.philhillaa.com by Glenda Morgan
The problem with how we think about stackability of microcredentials=

A key aspect of microcredentials promise is that they are small and have fewer barriers to entry in terms of time and cost than for degrees. But given that microcredentials are small, they can only take a learner so far. This is where stackability comes in. By stacking these microcredentials (i.e., adding multiple credentials, each building on the other) they can be combined to make a more meaningful overall set of qualifications or to create an entryway into a new career. Microcredential stackability is a key assumption underlying many higher education institutions microcredential efforts, as well as a central thread in how they are speaking about and marketing the microcredentials.

In the coming months I want to explore more about microcredentials, as I think they are going to be a key part of higher education in the future. Right now, in higher education I see a lot of talk about microcredentials but less execution and less success than most people would like. Microcredentials are difficult to get right, but we need to start by talking about them in the right way.

Make class prep easy with 8 flexible prompts for retrieval practice [Agarwal]

On 01/19/2024, in adjunct faculty, colleges, community colleges, corporate universities / corporate training, faculty, higher education, homeschooling/homeschoolers, instructional design, K-12 related, learning, Learning Experience Design, memory, teachers, teaching & learning, training / L&D, universities, by Daniel Christian

Make class prep easy with 8 flexible prompts for retrieval practice — from retrievalpractice.org by Pooja K. Agarwal, Ph.D.

Here are 8 flexible prompts you can customize for your students:

What would you like to remember about [topic]? Why is this important to you?
What was really memorable for you about [topic]? Why did it stand out to you?
What is one thing that’s surprising or confusing to you about [topic]?
What is one thing I didn’t ask you about [topic] that you learned?
What is an example of [topic] from your own life?
…plus three others

Reflections on “The future of learning” [Moodle.com] + seven other items re: higher education

On 01/18/2024, in Alternatives, Artificial Intelligence / Machine Learning / Deep Learning / Algorithms, Australia, business, career development, change, changing business models, cloud-based computing / apps / other cloud-related, colleges, communities of practice, community colleges, corporate / business world, corporate universities / corporate training, credentialing, Daniel S. Christian, education technology, emerging technologies, future of higher education, game-changing environment, global / globalization, higher education, ideas, innovation, intelligent systems, intelligent tutoring, learning ecosystem, Learning from the Living [Class] Room, lifelong learning, marketplaces, online learning, platforms, reinvent, skills, staying relevant, strategy, surviving, training / L&D, trends, UK, United States, universities, vocational / trades, by Daniel Christian

The future of learning — from moodle.com by Sonya Trivedi

Self-directed and continuous learning
The concept of self-directed and continuous learning is becoming increasingly popular, reshaping our approach to knowledge and skill acquisition in both formal education and workplace settings. This evolving landscape reflects a world where traditional career paths are being replaced by more dynamic and flexible models, compelling learners to adapt and grow continuously.

The Future of Learning Report 2022 highlights this shift, noting the diminishing concept of a ‘career for life.’ With regular job switching and the expansion of the gig economy, there is an increasing need for a workforce equipped with a broad range of skills and the ability to gain qualifications throughout their careers. This shift is underlined by learners increasingly seeking control over their educational journeys, understanding that the ongoing acquisition of knowledge and skills is essential for staying relevant in the rapidly changing world of work. Reflecting this trend, a significant portion of learners, 33%, are choosing online platforms for their flexibility and ability to cater to individual needs and schedules.

From DSC:
The next paragraph after the above excerpt says:

Much like how companies such as Uber and Airbnb have reshaped their respective industries without owning traditional assets, the future of education might see universities functioning as the ‘Netflix of learning.’ In this model, learners comfortably source their educational experiences from various platforms, assembling their qualifications to create a personalised and continuously evolving portfolio of skills??.

But I don’t think it will be universities that function as the “Netflix of learning” as I don’t think the cultures of most institutions of traditional higher education can deal with that kind of innovation. I hope I’m wrong.

I think it will be a new, global, lifelong learning platform that originates outside of higher education. It will be bigger than higher education, K12, corporate training, or vocational training — as such a 21st-century, AI-based platform will offer all of the above and more.

Slow Shift to Skills — from the-job.beehiiv.com by Paul Fain

Real progress in efforts to increase mobility for nondegree workers is unlikely during the next couple years, Joseph Fuller, a professor at Harvard University’s business school who co-leads its Managing the Future of Work initiative, recently told me.

Yet Fuller is bullish on skills-based hiring becoming a real thing in five to 10 years. That’s because he predicts that AI will create the data to solve the skills taxonomy problem Kolko describes. And if skills-based hiring allows for serious movement for workers without bachelor’s degrees, Fuller says the future will look like where Texas is headed.

Report: Microcredentials Not a Strategic Priority for Many Colleges — from insidehighered.com by Kathryn Palmer
A new report finds that while most colleges surveyed embrace alternative credentials, many have a decentralized approach for creating and managing them.

While the majority of colleges focused on online, professional and continuing education have embraced alternative credentials, a significant number of those institutions haven’t made them a strategic priority.

That’s one of the key takeaways from a new study released Monday by UPCEA, the organization previously known as the University Professional and Continuing Education Association. University Professional and Continuing Education Association.

“While a lot of institutions want this, they don’t necessarily all know how” to deliver alternative credentials, said Bruce Etter, UPCEA’s senior director of research and consulting. “Embracing it is great, but now it needs to be part of the strategic plan.”

The Higher Learning Commission’s Credential Lab — from hlcommission.org

10 higher ed trends to watch in 2024 — from insidetrack.org by

Trend 1.
Linking education to career paths

Trend 2.
Making sense of the AI explosion

Trend 3.
Prioritizing mental health on campus

…plus 7 other trends

North Carolina’s Community Colleges Make a Big Bid to Stay Relevant — from workshift.opencampusmedia.org by Margaret Moffett
The system is poised to ask state legislators to overhaul its funding formula to focus on how well colleges prepare students for high-demand, well-paying jobs.

The new formula would pay a premium to each college based on labor-market outcomes: the more students enrolled in courses in high-demand, high-paying workforce sectors, the more money the college receives.

Importantly, the proposed formula makes no distinction between curricular courses that count toward degree programs and noncredit continuing education classes, which historically offer fewer slots for students because of their lower FTE reimbursement rates.

Supporting Career and Technical Education — from bloomberg.org via Paul Fain

The American job market is changing. A high school diploma is no longer a ticket to a good job now, an increasing number of employers are offering “middle-skill jobs” that require more than a high school diploma but less than a bachelor’s degree. Industries like health care, IT, advanced manufacturing, and financial services continue to see sustained growth at all levels, and they need workers with the experience and the credentials to fill new positions. Bloomberg Philanthropies is investing in programs that help young people get the specialized training they need through internships, apprenticeships, academics, and work-based learning.

Our AI predictions for 2024 — from superhuman.ai by Zain Kahn
ALSO: How to create videos with ChatGPT

AI-generated video becomes a reality
AI will become an essential skill for job seekers, as employers rush to adopt AI
AI will unlock new use cases for smartphones, as more efficient models enable AI features on smaller devices
AI models will become smaller, cheaper and multimodal
Expect drama — a lot more drama

Morgan Stanley predicts that AI will affect 40% of the workforce in the next 3 years.

AI “will allow for a more accurate matching of skills and experiences” [Fain]

On 01/06/2024, in Artificial Intelligence / Machine Learning / Deep Learning / Algorithms, business, career development, change, corporate / business world, corporate universities / corporate training, disruption, emerging technologies, pace of change, pathways, skills, society, training / L&D, trends, United States, workplace, by Daniel Christian

How Workers Rise — from the-job.beehiiv.com by Paul Fain
A look forward at skills-based hiring and AI’s impacts on education and work.

Impacts of AI: Fuller is optimistic about companies making serious progress on skills-based hiring over the next five to 10 years. AI will help drive that transformation, he says, by creating the data to better understand the skills associated with jobs.

The technology will allow for a more accurate matching of skills and experiences, says Fuller, and for companies to “not rely on proxies like degrees or grade point averages or even the proxy of what someone currently makes or how fast they’ve gotten promoted on their résumé.”

Change is coming soon, Fuller predicts, particularly as AI’s impacts accelerate. And the disruption will affect wealthier Americans who’ve been spared during previous shifts in the labor market.

The Kicker: “When people in bedroom suburbs are losing their six-figure jobs, that changes politics,” Fuller says. “That changes the way people are viewing things like equity and where that leads. It’s certainly going to put a lot of pressure on the way the system has worked.”

Your own AI-powered coaching; learn exactly what you need to know for your next job; + AI’s role in skill development

On 01/04/2024, in 21st century, adult learning, Alternatives, Artificial Intelligence / Machine Learning / Deep Learning / Algorithms, business, career development, colleges, community colleges, corporate / business world, corporate universities / corporate training, digital learning, education technology, emerging technologies, experimentation, future, future of higher education, game-changing environment, higher education, ideas, innovation, instructional design, intelligent systems, intelligent tutoring, IT in HE, K-12 related, learning, learning agents, learning ecosystem, Learning from the Living [Class] Room, lifelong learning, Microsoft, online learning, online media, online tutoring, organizational change, pace of change, platforms, professional development, reinvent, skills, streams of content, training / L&D, United States, universities, vendors, vision/possibilities, workplace, by Daniel Christian

Learners’ Edition: AI-powered Coaching, Professional Certifications + Inspiring conversations about mastering your learning & speaking skills — from linkedin.com by Tomer Cohen

Excerpts:

1. Your own AI-powered coaching
Learners can go into LinkedIn Learning and ask a question or explain a challenge they are currently facing at work (we’re focusing on areas within Leadership and Management to start). AI-powered coaching will pull from the collective knowledge of our expansive LinkedIn Learning library and, instantaneously, offer advice, examples, or feedback that is personalized to the learner’s skills, job, and career goals.

What makes us so excited about this launch is we can now take everything we as LinkedIn know about people’s careers and how they navigate them and help accelerate them with AI.

…

3. Learn exactly what you need to know for your next job
When looking for a new job, it’s often the time we think about refreshing our LinkedIn profiles. It’s also a time we can refresh our skills. And with skill sets for jobs having changed by 25% since 2015 – with the number expected to increase by 65% by 2030– keeping our skills a step ahead is one of the most important things we can do to stand out.

There are a couple of ways we’re making it easier to learn exactly what you need to know for your next job:

When you set a job alert, in addition to being notified about open jobs, we’ll recommend learning courses and Professional Certificate offerings to help you build the skills needed for that role.

When you view a job, we recommend specific courses to help you build the required skills. If you have LinkedIn Learning access through your company or as part of a Premium subscription, you can follow the skills for the job, that way we can let you know when we launch new courses for those skills and recommend you content on LinkedIn that better aligns to your career goals.

2024 Edtech Predictions from Edtech Insiders — from edtechinsiders.substack.com by Alex Sarlin, Ben Kornell, and Sarah Morin
Omni-modal AI, edtech funding prospects, higher ed wake up calls, focus on career training, and more!

Alex: I talked to the 360 Learning folks at one point and they had this really interesting epiphany, which is basically that it’s been almost impossible for every individual company in the past to create a hierarchy of skills and a hierarchy of positions and actually organize what it looks like for people to move around and upskill within the company and get to new paths.

Until now. AI actually can do this very well. It can take not only job description data, but it can take actual performance data. It can actually look at what people do on a daily basis and back fit that to training, create automatic training based on it.

From DSC:
I appreciated how they addressed K-12, higher ed, and the workforce all in one posting. Nice work. We don’t need siloes. We need more overall design thinking re: our learning ecosystems — as well as more collaborations. We need more on-ramps and pathways in a person’s learning/career journey.

Tips on making professional-looking, engaging videos for online courses — from timeshighereducation.com by Geoff Fortescue
Making videos for online classes doesn’t have to be costly. Here are ways to make them look professional on a budget

During lockdown, we were forced to start producing videos for Moocs remotely. This was quite successful, and we continue to use these techniques whenever a contributor can’t come to the studio. The same principles can be used by anyone who doesn’t have access to a media production team. Here are our tips on producing educational videos on a budget.

The Evolution of Collaboration: Unveiling the EDUCAUSE Corporate Engagement Program — from er.educause.edu

The program is designed to strengthen the collaboration between private industry and higher education institutions—and evolve the higher education technology market. The new program will do so by taking the following actions:

Giving higher education professionals better access to corporate thought leaders who can help create change at their institutions
Educating corporate partners on the nuances of higher education and the major challenges it faces so that they can help provide meaningful solutions
Giving the EDUCAUSE staff and leadership better access to corporate change-makers in order to advocate for change on behalf of our institutional community
Providing the institutional community with higher-quality content and services from companies that are deeply invested in the success of higher education
Providing the corporate community with custom-built packages that allow more meaningful connections with the institutional community—not only at our in-person events but also through online opportunities year-round

By building better bridges between our corporate and institutional communities, we can help accelerate our shared mission of furthering the promise of higher education.

Speaking of collaborations, also see:

Could the U.S. become an “Apprentice Nation?” — from Michael B. Horn and Ryan Craig

Intermediaries do the heavy lifting for the employers.

Bottom line: As I discussed with Michael later in the show, we already have the varied system that Leonhardt imagines—it’s just that it’s often by chaos and neglect. Just like we didn’t say to 8th graders a century ago, “go find your own high school,” we need to design a post-high school system with clear and well-designed pathways that include:

Apprenticeships outside of the building trades so students can learn a variety of jobs by doing the job.
Short-term certificates that lead to jobs without necessarily having the college degree immediately, but having the option to return for a college degree later on.
Transfer pathways where credits earned in high school really count in college and the move from two-year college to any four-year institution is seamless.

Listen to the complete episode here and subscribe to the podcast.

AI Is Transforming Corporate Learning Even Faster Than I Expected [Bersin]

On 12/16/2023, in 21st century, Artificial Intelligence / Machine Learning / Deep Learning / Algorithms, business, content development, aggregation, repositories, corporate / business world, corporate universities / corporate training, platforms, productivity / tips and tricks, reinvent, tools, training / L&D, trends, United States, vendors, vision/possibilities, workplace, by Daniel Christian

AI Is Transforming Corporate Learning Even Faster Than I Expected — from joshbersin.com by Josh Bersin

Excerpts (emphasis DSC):

Of all the domains to be impacted by AI, perhaps the biggest transformation is taking place in corporate learning. After a year of experimentation, it’s now clear that AI will revolutionize this space.
…
Here’s a simple example. I asked Galileo™, which is powered by 25 years of research and case studies, “How do I deal with an employee who’s always late? And please give me a narrative to help?” Rather than take me to a course on management or show me a bunch of videos, it simply answered the question. This type of interaction is where much of corporate learning is going.
…
In all my years as an analyst, I’ve never seen a technology with so much potential. AI will revolutionize the L&D landscape, reinventing how we do our work so L&D professionals can spend time consulting with the business.

Nearly half of companies say they plan to eliminate bachelor’s degree requirements in 2024 — from highereddive.com by Carolyn Crist
Many employers are dropping degree requirements to create a more diverse workforce and increase job candidate numbers, survey results show.

Forty-five percent of companies plan to eliminate bachelor’s degree requirements for some positions in 2024, according to a Nov. 29 report from Intelligent.com.

In 2023, 55% of companies removed degree requirements, particularly for entry-level and mid-level roles, the survey shows. Employers said they dropped these requirements to create a more diverse workforce, increase the number of applicants for open positions and because there are other ways to gain skills.

Fitch Ratings issues deteriorating outlook for higher ed in 2024 — from highereddive.com by Natalie Schwartz
The credit ratings agency cited high labor and wage costs, elevated interest rates and uneven enrollment gains across the sector.

Dive Brief:

Fitch Ratings issued a deteriorating outlook Monday for U.S. colleges and universities in 2024, citing high labor and wage costs, elevated interest rates and uneven enrollment gains across the sector.
These challenges will limit colleges’ financial flexibility next year, according to the credit ratings agency. Moreover, Fitch analysts expect only a 2% to 4% uptick in colleges’ net tuition revenue and said tuition increases likely cannot counter rising operating expenses.
The outlook expects the divide to grow between large selective colleges and their smaller, less selective counterparts. “Flagship schools and selective private institutions are expected to experience relatively steady to favorable enrollment, while some regional public institutions and less-selective private schools in competitive markets have experienced declines,” according to the analysis.

Credit rating agencies split on higher ed outlook in 2024 — from highereddive.com by Jeremy Bauer-Wolf
S&P argues economic conditions will stress regional institutions, though Moody’s says the sector is stable overall.

Dive Brief:

Two credit rating agencies are somewhat divided in their outlooks for U.S. higher education in 2024, with one arguing the sector has stabilized, while the other forecasts tough economic conditions for less selective, regional colleges.
Revenue growth from sources like tuition and state funding looks promising, Moody’s Investors Service argued in an analysis Thursday. S&P Global Ratings, however, said Thursday that only highly selective institutions will enjoy student demand and healthy balance sheets. Their less selective counterparts face enrollment declines and credit pressures in turn, S&P said.
Both organizations agreed that labor shortages and similar challenges will squeeze colleges next year. Higher ed is contending with a boom in union activity, while widespread faculty tenure “remains a unique sector risk, limiting budget and operating flexibility,” Moody’s said.

Notebook LM (experiment): Collaborate with a virtual research assistant

On 12/13/2023, in 21st century, 24x7x365 access, adjunct faculty, Artificial Intelligence / Machine Learning / Deep Learning / Algorithms, cloud-based computing / apps / other cloud-related, CMS/LMS, colleges, community colleges, corporate universities / corporate training, creativity, Daniel S. Christian, digital learning, education technology, emerging technologies, experimentation, future, Google, higher education, human-computer interaction (HCI), ideas, innovation, instructional design, intelligent systems, intelligent tutoring, IT in HE, K-12 related, law schools, learning, learning agents, learning ecosystem, Learning Experience Design, Learning from the Living [Class] Room, online learning, online media, platforms, productivity / tips and tricks, professional development, research, student-related, teachers, teaching & learning, teaching online, tools, training / L&D, United States, universities, vendors, vision/possibilities, by Daniel Christian

Google NotebookLM (experiment)

From DSC:
Google hopes that this personalized AI/app will help people with their note-taking, thinking, brainstorming, learning, and creating.

It reminds me of what Derek Bruff was just saying in regards to Top Hat’s Ace product being able to work with a much narrower set of information — i.e., a course — and to be almost like a personal learning assistant for the course you are taking. (As Derek mentions, this depends upon how extensively one uses the CMS/LMS in the first place.)

LERs Are Hot. What Are States Going To Do With Them?

Governors and state leaders are concerned about the current labor shortage, occurring during a time when many skilled workers are underemployed or even unemployed. Skills-based approaches to hiring and recruiting can shift that dynamic—making pathways to good careers accessible to a wider segment of the workforce and opening up new pools of talent for employers. They do so by focusing on what workers know and can do, not on the degrees or credentials they’ve earned.

That’s the theory. But a lot hinges on how things actually play out on the ground.

Technology will play a key role, and many states have zeroed in on learning and employment records—essentially digital resumes with verified records of people’s skills, educational experiences, and work histories—as an essential tool. A lot of important work is going into the technical design and specifications.

This project, on the other hand, aims to take a step back and look at the current state of play when it comes to the use cases for LERs. Just a few of the key questions:

How might employers, education providers, government agencies, and workers themselves actually use them? Will they?
In what areas do state policymakers have the most influence over key stakeholders and the most responsibility to invest?
What actions are needed now to ensure that LERs, and skills-based hiring more broadly, actually widen access to good jobs—rather than setting up a parallel system that perpetuates many of today’s inequities?

When Educators and Employers Work Together, Students Succeed [Fuller & Raman]

On 12/06/2023, in career development, collaboration, colleges, community colleges, corporate / business world, corporate universities / corporate training, Daniel S. Christian, experimentation, faculty, higher education, ideas, instructional design, skills, student-related, United States, universities, workplace, by Daniel Christian

When Educators and Employers Work Together, Students Succeed — from hbsp.harvard.edu by Joseph Fuller and Manjari Raman

(Emphasis below from DSC)

Last year, in “The Partnership Imperative,” we put forth a set of more than 40 best practices that employers and educators can use to develop a close collaboration. As part of that effort, we identified three main goals and laid out strategies for achieving each.

Partner with each other to offer training and education that is aligned with industry needs. (DSC: Similar to how Instructional Designers want alignment with learning objectives, learning activities, and assessments of learning.)
Establish relationships with each other that result in the recruitment and hiring of students and graduates.
Make supply-and-demand decisions that are informed by the latest data and trends.

From DSC:
Under #1, their strategies include:

Cocreate and regularly update college curriculums so that they reflect relevant technical and foundational skills based on industry needs. Codesign programs that fit with students’ lives and industry hiring cycles. Incorporate classroom experiences that simulate real-world settings and scenarios.

I see AI being able to identify what those changing, currently sought-after, and foundational skills are based on industry needs (which shouldn’t be hard, and vendors like Microsoft are already doing this by combing through the posted job descriptions on their platforms). These findings/results will help build regularly updated learning playlists and should provide guidance to learning-related organizations/groups/individuals/teams on what content to develop and offer (i.e., courses/learning modules/micro-learning-based streams of content, other).

Learning Ecosystems

Two items from the Learning & Development world

Reflections on “The future of learning” [Moodle.com] + seven other items re: higher education

Our AI predictions for 2024 [Kahn]; Morgan Stanley predicts that AI will affect 40% of the workforce in the next 3 years.

AI “will allow for a more accurate matching of skills and experiences” [Fain]

Tips on making professional-looking, engaging videos for online courses [Fortescue]

DSC: Always nice to see efforts to break down the barriers between our silos –> Unveiling the EDUCAUSE Corporate Engagement Program

AI Is Transforming Corporate Learning Even Faster Than I Expected [Bersin]

Learning and Employment Records [National Governors Association]

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