Putting It All Together: Technology & the Learning Function

Putting It All Together:
Integrating Learning Technology with the L&D Function

In TRDV 450, we are learning how to leverage technology to enhance the learning function. As new L&D professionals, how might we see the use of technology "show up" in real-life situations?
In this exercise, you will be asked to combine your knowledge from 450 with what you have learned in your other MATD courses and apply that knowledge to solve real-world problems that L&D professionals might face

Every question has an "Answer Explanation" to help you learn if you answer incorrectly, and you can retake the quiz as many times as you like to increase your score!

Ready to test your knowledge?

Let's go!

Match

Match each of the following e-learning and technology-related questions with the most likely step in the ADDIE model when you might ask that question.

• "How will the learners need to access and consume this content? Where are they located? What technology do they have access to?"

• "Based on what we know of our audience, are learners more likely to to engage with a problem solving simulation or a game with rewards?"

• "When the learner is presented with this slide, what spoken narration will they hear?"

• "What do the instructors need to know in order to support the learners in this course?"

• "What is the completion rate of the self-paced safety compliance module for learners in our international branch offices?"

Analysis

Design

Develop

Implement

Evaluation

• Analysis

• Design

• Develop

• Implement

• Evaluation

Multiple Choice

You are working for a bustling physical therapy practice that has just expanded to 13 additional office locations in other cities and hired 86 new staff, including a practice manager for each office. You have been tasked with ensuring all new staff have completed their state-required safety recertification by the end of next quarter. You have a minimal budget. Based on what you know about engagement and motivation, which of the following steps would be LEAST effective to include in your tech-based strategy?

• Adding a leaderboard or badge to the company LMS to reward employees who have recertified. Also, send out a company-wide weekly newsletter thanking the growing list of employees who have recertified.

• Setting up an automated email campaign to employees who have NOT recertified to politely remind them of the approaching deadline and encouraging them to act. The email includes a direct link to the recertification module in the LMS.

• Use the "auto-update and reuse" feature of the state-approved recertification module in the LMS to reduce the number of steps so employees will not have to navigate the clunky state website.

• Create a job aid available at the top-level of the recertification module in the LMS breaking down the steps to complete the task.

• Sending out a weekly email to each practice manager with a list of employees who have NOT recertified, demanding they get the staff to complete the task and reminding them of the negative consequences of non-compliance.

Multiple Select

You work for a small Chicago-based company with mature, highly experienced employees who have worked as a cohesive team for years. Everyone works at the same office building, where employees frequently visit each other's offices to exchange ideas. Recently, the company bought a small start-up with two offices - one in California and one in the UK. The start-up employs much younger, less experienced, but go-getter employees eager to tap into the knowledge and experience of your local employees. At the same time, the local employees are curious to learn more about the progressive, creative ideas of the start-up. The Chicago office does not have an online knowledge-base system (KBS), while the start-up has a thriving KBS, which also serves as a social connection between the two locations. The company has decided to expand the use of this KBS to the Chicago office to unify the two groups, both socially and in idea/knowledge sharing, and has asked you to come up with a strategy to accomplish this. You've brainstormed a few ideas. Which TWO would be best to cross OFF the list?

• Create an online poll to gather information from employees at all three locations. The data from the poll will help you to identify what the two groups might need to develop a sense of community.

• Ensure that the Chicago employees have working login credentials for the KBS and count on the curioisty and eagerness of both groups to make it happen.

• Skip the poll and immediately jump to creating a self-paced learning program that addresses the unique challenges of this organizational change and the merging of two workplace cultures.

• Launching the KBS in Chicago plus expand the successful local practice of a semi-monthly Friday "Think Tank" to a virtual platform so employees from all locations can meet "face to face" and engage socially. This is an inexpensive way to foster alliances and ease the local employees toward engaging through the KBS.

Multiple Select

A group of learners log into Zoom for the first session of their class. Jane discovers that her screen name is set to the name of her husband's vet clinic, but doesn't know how to change it! While the instructor is greeting the other participants, Jane reaches out on the Zoom chat to the co-host for help.

What VILT best practices does this scenario exemplify? (Select all that apply)

• Using a "producer" for the virtual training to help with tech issues, monitor the chat and provide assistance so the instructor can continue.

• The participants are automatically muted when entering from the Waiting Room.

• The instructor welcomes each participant as they enter the class to begin building rapport and engagement.

• The host(s) have practiced using Zoom and are familiar with how to troubleshoot.

Multiple Choice

At the end of each month, an administrative assistant must reconcile 6 company credit card statements with the large stacks of receipts given to her by the managers she supports. While she has completed this task in the past, she struggles to remember important details and finds that the spreadsheet she's required to use is confusing. Sometimes the report is returned to her by the finance department for correction. She is starting to get very frustrated and dreads this task every month.

The finance manager is equally frustrated and demands that you "fix her."

Given the information you have, what's the best type of resource you could create or offer to support and improve her performance?

• A virtual reality simulation that takes her step by step through the entire process.

• A link to the spreadsheet's Help webpage.

• A job aid that highlights the important steps and details she struggles with.

• Three Zoom sessions with the company's employee development and performance coach.