A new heart, infinite lives, to love learning a hundredfold!

 

This summer, our product team worked hard to give you two new features on the Coorpacademy platform. Here’s a short article to unveil them to you!

A new heart to love learning.

Cats have 7 (or 9), you had 3 to complete a course chapter on the Coorpacademy platform. Do you know what we are talking about? Lives, of course.

As a reminder, if you give a wrong answer, you lose a life. Once you’ve lost all 3 lives, you have 2 choices: you can watch the course video to win back one life, or you can start the chapter again. But that was before!

You have now 4 lives for each level, all the time, on Coorpacademy.

Why did we chose to do this?

We’ve observed that the success rate could increase by 50% on a course with one more life! Less stress, more time to focus on answering properly, on “Key Learning Factors” or on “Did you know?”. In the end, bigger chances to succeed in a course and bigger ones to love learning.

4 lives instead of 3 in order to improve, one more chance to answer rightly

Now that you love learning (even more that before), would you have 5 minutes?

5 minutes, it’s the time it takes to water your plants, to cook pasta or to take a shower. It’s now also the time you need to learn or to strengthen your knowledge on a topic. Because our agendas are fully booked, we’ve created 5′ Learning.

The way it works? It’s training, but in very short 5 minute sessions.

It allows you to learn always at the right time, before a meeting, when you really need to acquire some knowledge or – very simply – when you have a little time to satisfy your desire to learn.

Most importantly! There’s no life counting in 5′ Learning courses.

 

What does this mean?

You’ll never be stopped while doing a course, whatever the answers you give, right or wrong. You’ll then have time to focus on the correction of the questions you answered wrongly. Always keeping in mind that the goal is to revise, to learn and to memorize, at your pace.

Would you like a concrete example?

Franck is Digital Marketing Specialist in his company and he knows everything about digital campaigns. When he shows up at the office, he receives a meeting invitation from the SEO (Search Engine Optimization) Specialist, scheduled in 30 minutes, on the Google Ads “Quality Score” topic.

He freaks out a bit, because he doesn’t remember what it is and is afraid to ask someone. He takes his mobile phone, logs in into his company’s Coorpacademy Digital Learning Platform and selects the chapter “Quality Score: Your Adwords Campaign Currency” from  the course “Search”.

4 questions, a 2 minute course video: in 5 minutes, Franck revised the key points of the Quality Score, without pressure because there’s no life tally, and is fully ready for his meeting.

Revise in 5 minutes on the Quality Score

Infinity of lives in 5′ Learning, zero pressure for a maximum of learning benefits. 

4 questions, 1 video, an infinity of lives with 5' Learning

 

“Had I not played Battles, I wouldn’t have been amongst the 4 laureates of the Paris Airports MOOC” – Discover Sory Fofana’s interview, the player of the millionth Battle on Coorpacademy

 

The MOOC Paris Airports laureates awards ceremony, organized by Tourism Academy, occured at the Maison de l’Environnement et du Développement Durable in Athis-Mons (France) on July 4th, 2019.

The MOOC Paris Airports is an online training platform powered by Coorpacademy which will allow this new learners promotion to specialize in airport services jobs, from welcoming tourists to airport security and assistance to people with reduced mobility.

We are proud to help creating jobs in what is the first showcase of France in the world with our pedagogical expertise.

Remise de Prix Tourism Academy MOOC Paris Aéroports

We also took this opportunity to interview Sory Fofana, who finished at the 4th spot of the MOOC and who played the millionth Battle on Coorpacademy!

He enjoyed his learning experience on the Paris Airports MOOC and now wants to keep training as an Hotel Assistant Manger. He started on Monday (08/07/19) to practice his new skills in a 3-stars hotel.

“The MOOC gave us great insights to propose a top-notch welcoming experience to tourists. I’ve never seen an online training platform as complete as this one, with as much learning content. It was completely new to me and really great!”

Sory Fofana, joueur de la millionième Battle sur Coorpacademy

What were you doing before taking this Paris Airports MOOC online training?

Before I took this training, I was doing an internship in order to become an Hotel Assistant Manager. I just finished the theoretical part of it. Now, I’ll start the put into practice part of it, on Monday, July 8th. For the next 4 months, I’ll apply what I learned in the theoretical part of the training.

You finished 4th in the Paris Airports MOOC, how did you achieve this great result?

It was a long challenge, and pretty difficult for me. How did I do it? I needed to earn points, especially with playing Battles one I had finished all training contents. Had I not played Battles, I wouldn’t have been amongst the 4 laureates of the Paris Airports MOOC.

What did you think of the online training platform?

I thought it was great. It was completely new to me, I’ve never found something similar to this. The website is great, the training content was very pedagogical and the more you finish modules, from Basic, Advanced and Coach, the more you want to learn the rest. The pedagogy is great, and it’s playful at the same time.

What did you think of the Battle mode?

When I had finished all courses, and after I got all badges and certificates, I received a Battle requests. I started to look into this. And I was like: “Let’s try this!” The more I received Battles requests, the more I played, and I told myself: “If I want to finish among the laureates, I need to challenge other learners and play Battles!”

What was your favorite course on the platform?

My favorite course was the one on Indians. I worked for more than 10 years in the hospitality field at AccorHôtels, and I was welcoming Indian customers. Indians can be complex customers, they have their own way of asking things and I needed to adapt every time to their culture, to their ways of thinking and to their ways of seeing things. This course really interested me in order for me to face any kind of situations with Indians. They’re very curious, and the more they ask questions, the more they show interest to our culture, to our ways of seeing things. Through this course and the Battles associated with it, I really understood how to welcome Indians when they visit France.

What do you want to do after?

Battles.

Congratulations on the millionth Battle played on the platform! 

Thank you very much! It was a great experience, an enriching one. Thanks for all the work you’ve done for the platform to work seamlessly, I didn’t see any bugs. It was great overall!

Bravo!

Sory Fofana, joueur de la millionième Battle de l'ensemble des plateformes Coorpacademy

  

According to a study by City and Guilds Group, UK employees are bored with L&D… Pain point by pain point, discover what Coorpacademy does to make their learning experiences better!

 

According to the study Learning Insights 2019 by City & Guilds Group: ‘UK employees want their employers to provide a much more curated and tailored approach to training to better equip them with the skills needed for the future. They want to see more engaging (37%), personalised (35%) and better-quality (29%) content, as well as shorter micro-learning (23%) methods available at work.’

More engaging?

Why not try the ‘Battle’ mode on Coorpacademy?

In our Learning Report 2018, we identified a type of learners, the Players (the learners who played at least one Battle) and we realized that Players were more engaged and more efficient in training. The Players are 2x more present: the number of months that a learner is active on the platform during his/her whole learner life cycle is two times higher for Battle players than for non-players. The Players are also 3x more active, with more than 3x more lessons viewed. They also dive deeper into the content: they have started and completed 7 more modules on average than non-players. Finally, the Players are 13% more successful (success rate is measured as the completion rate of started modules) than non-Players.

By the way, did you know that our clients are also seeing the difference? In our latest interview with BNP Paribas Asset Management (they launched their Coorpacademy-powered platform Digit’Learning in May 2018), Sylvie Vazelle-Tenaud, Head of Marketing Europe for Individuals, Advisors and Online Banks, told us:

We present the platform as a tool for gaining expertise with a gaming aspect. In our communication, we mainly highlight the functionality of “lives”. We also highlight the fact they can earn stars. This functionality enables us to generate emulation between employees and make them want to take the courses again. Conversely, we didn’t communicate very much about battles but the employees discovered that functionality on their own and loved it! Coorpacademy offers flexibility in learning without being time-consuming, as the average duration of an entire learning journey is 20 minutes. Employees build their expertise in record time while having fun!

Indeed, more than 70,000 Battles have been launched on the BNP Paribas Asset Management platform in only one year. And the Battle mode is pretty successful on Coorpacademy, because we just reached 1 million Battles played on all Coorpacademy platforms!

UK employees want more personalised training content?

Our Behavioural analytics allow us to create 27 learners’ profiles, in order for everyone to have the most personalised and individualised course recommendations.

In one of his latest article published in TrainingZone, Jean-Marc Tassetto, co-founder of Coorpacademy, takes the examples of the Curiosity or Perseverance Key Performance Indicators and how they can be of great help for learners (for their own individualised course recommendations), but also for L&D managers.

L&D managers and administrators benefit [from Behavioural Analytics] because they can access all sorts of new types of insight – not only finding out what someone successfully learned, but how the learner got there and which learning approach they chose.

This opens up tremendous diagnostic value, way beyond pure learning analytics. It also opens up the possibility for new performance indicators, such as curiosity, or perseverance – both hugely valuable HR metrics.

Take curiosity, identified as an “important variable for the prediction and explanation of work-related behavior” (Mussel, 2013). That is really critical, as motivation to engage in lifelong learning is a sine qua non of employability for today’s worker.

Notably, another important effect of curious collaborators is that they contribute to a company’s innovation potential, particularly in the light of the “death of top-down management” (cf. John Bell, 2013).

Employee learning perseverance is another potential new KPI example. When you next need to decide who to recruit to lead a project, or who to train, it may be useful to select those who are qualified but also the most resilient candidate (cf. Amy Ahearn, 2017).

Better-quality?

Our courses are co-edited with top experts, such as IBM, Video Arts, Wolters Kluwer, famous publishing houses… 

Shorter?

All our courses are available in a microlearning format: 5 minutes, just the time you need to learn quick insights or refresh your memory on a topic, before an important meeting or when you flight is about to take off.

In his article 5 minutes to learn, Jean-Marc Tassetto, co-founder of Coorpacademy, explains the concept of microlearning:

The content is divided into several shorter, more accessible sessions, with the creation of opportunities and contexts as a background. A session of microlearning should be seen as an opportunity to create special and useful “moments” for learning, particularly on mobile, while waiting for a meeting to start or a plane to take off. It’s during these moments that employees will want to integrate a few useful notions.

We launched “5 minute learning”: short content, editorialized and contextualized according to what’s going on and what our customers need, and delivered on mobile, which allows the creation of these short learning “moments”. All of this is supported by an engaging user experience.

Contact us to know more about what Coorpacademy’s Learning Experience could offer to your organisation!

Coorpacademy in the Top 20 finalists of EdTechXGlobal Awards 2019 Scale-Up category!

 

Coorpacademy has been selected in the Top 20 finalists of EdTechXGlobal Awards 2019 Scale-Up category!

20 finalists included those education and training companies who have shown the most revenue growth momentum over the last 3 years.

Along with Coorpacademy (Switzerland), other finalists include Learning Technologies Group (UK), Toppr (India), Busuu (UK), ApplyBoard (Canada), Amity University Online (India), Le Wagon (France), Openclassrooms (France), Twinkl (UK), Unicaf (Cyprus), Virtual College (UK), Touch Surgery (UK), FutureLearn (UK), Learnship (Germany), Ducere (Australia), Upgrad (India), Circus Street (UK), Mindtools (UK), Seagull (Norway), Clio Online (Denmark).

We are proud at Coorpacademy to have been recognized by EdTechXGlobal as an innovative, fast-growing and impactful company transforming the future of learning and work!

Who’s EdTechXGlobal?

EdTechXGlobal connects the global learning community through insight, investment and thought leadership event series – including the flagship summit, EdTechXEurope in London and local Ecosystem Events in Africa, Asia and Europe. These curated EdTechXGlobal events bring together executive level investors, innovators, and industry influencers from worldwide education technology companies from across 60+ countries. EdTechX is also the founder of London EdTech Week, a connected, curated event series featuring 40+ event hosts powering events across London each June.

Read more here!

Coorpacademy in the top 20 Finalists of EdTech Scale-ups

Ever Heard of Machine Teaching?

 

This article is part of our new Learning research and innovation series, offered by Coorpacademy in association with the EPFL’s (Federal Institute of Technology of Lausanne, Switzerland) LEARN Center. The author is Prof. Pierre Dillenbourg, Professor at the EPFL, Head of the CHILI Lab (Computer-Human Interaction for Learning & Instruction) and Director of the Swiss EdTech Collider.

The terms Machine Learning, Deep Learning, and Artificial Intelligence are on everyone’s lips. But what if we extended this list to something we call ‘Machine Teaching’ – and then speculate on what it might mean for education?

Towards ‘Machine Teaching’

Let’s imagine an algorithm that needs to learn how to identify elephants in pictures. In supervised Machine Learning, it gets an example – e.g. picture-3465 – and a label, such as ‘elephant’ or ‘non-elephant’. Picture-3465 may just be the next in a set of thousands of labelled pictures. But if the 3,464 previous pictures were all of African elephants, the system would learn less from yet another African elephant picture, than if an Asian elephant picture was introduced for the first time.

Similarly, if all the previous pictures showed mostly mature elephants, it would be better for the algorithm’s training to select a younger one. Again, if most of them were side on pictures, a frontal view would improve the knowledge acquired by the algorithm.

In other words, if the examples were not fed to the learning algorithm randomly, but strategically selected, one could optimize the machine’s overall learning performance. In a classroom setting, selecting examples is the role of the teacher: she knows that if all examples of squares given to learners are in a horizontal position, learners will logically infer that a square with a 45 degree rotation is not a square.

Any algorithm that determines the optimal sequence of examples such that they are diverse and sufficiently dissimilar from what has been shown previously to a Machine Learning system can be called a Machine Teaching algorithm.

Why Should We Care about Machine Teaching?

If an algorithm receives random examples as inputs, with no strategic consideration of the type of example and what the algorithm will go on to learn from exposure to this example, then clearly problems will arise. First, we should not confuse the size of the sample data with its intrinsic usefulness: merely feeding big data to a Machine Learning algorithm is not enough to guarantee the AI has learnt well and will perform well in its tasks. Secondly, the algorithm could tend towards taking wrong or biased decisions. Let’s reuse the above example of the identification of elephants from pictures: if the only pictures labeled as “non-elephant” are pictures of white animals, the algorithm might infer that only white animals are to be categorised as non-elephants. Sounds silly, but this kind of biases creep in, and matter. Biased algorithms can reinforce gender stereotypes (as was the case in Google’s translation service), or might suggest wrong decisions about humans (as, for example, decision support systems for judges which over-estimated the probability of recidivism for African-American people).

How Does All This Apply to Education?

The impact of AI on education spreads over three layers: (1) Method: AI may enhance the effectiveness of learning technologies where it is expected to enable a fine adaptation of instruction to individual learner needs: over time, a system may learn which learning activity is optimal for a certain learner profile. (2) Content: AI is changing what students should learn or should not learn and is also accelerating the production of learning material, for instance generating questions from Wikipedia. (3) Management: AI and especially data sciences offer new ways to manage education systems (e.g. predicting students’ failure).

Machine Teaching turns out to be relevant in all of those applications. Personalised learning, based on recommender systems, can only be well adapted to the personal needs of a learner if the data set on which the recommendation is based on is large and equilibrated enough. That means we need non-random data selection in any machine learning, i.e. the algorithm needs to be fed with data on what is effective for all types of learners.

In terms of content, when learning about data science and machine learning, learners need to also learn how to design the optimal dataset that the algorithm will learn from. Engineers are becoming teachers of algorithms by default, because you cannot simply program a Machine Learning algorithm. We need to better facilitate the correct decision-making of the algorithm – the same way a good teacher helps her students to develop problem-solving and critical thinking skills.

Innovation in Learning Science and Educational Technologies are top of our agenda at Coorpacademy, as we see them as critical to our mission to continuously improve the learning experience on our platform, making it even more personalized, flexible and enjoyable for learners.

The author Pierre Dillenbourg

Interview BNP Paribas Asset Management: Digit’learning, an upskilling tool with gaming elements

 

To accelerate the upskilling of branch advisors and “deliver durable returns on investment for our customers in the long term”, BNP PARIBAS ASSET MANAGEMENT, the group’s division specialising in asset management, chose to complement its training package (in-class and online) with an innovative digital learning solution: the Digit’learning platform.

Developed by Coorpacademy and co-created with the company’s marketing department, the platform offers several training courses on BNP Paribas Asset Management’s financial products. 6,000 advisors have used the platform since 2018 to develop their expertise.

On the forefront of innovation, the company headed by Frédéric Janbon just announced the reinforcement of its commitment to sustainable investments.

We sat down with Sylvie Vazelle-Tenaud, Head Of Marketing For IndividualsAdvisors and Online Banks, and Camille Lafon, E-Marketing Manager, who were kind enough to answer our questions.

 What are your main functions within BNP Paribas Asset Management?

Our role is to conduct the promotion of BNP Paribas Asset Management products within the BNP Paribas group’s distribution networks and towards individual clients. We also provide our sales teams in different countries innovative digital marketing solutions to help them conduct efficient training and provide the right information for branch advisors.

What was the problem you wanted to solve with Coorpacademy? And what was your objective?

We wanted to increase the expertise of our branch advisors on BNP Paribas Asset Management products. Considering the number of people targeted (nearly 12,000 employees), we needed a solution that would complement the training and information provided by BNP Paribas Asset Management sales representatives in the field. The digital solution was the most efficient way to reach that objective quickly.

How do advisors become familiar with BNP Paribas Asset Management products?

We use two ways to help them build their expertise and learn on BNP Paribas Asset Management products.

The first way is conducted either through physical presence in the field or via web-conferences with BNP Paribas Asset Management sales teams in every country where BNP Paribas has a distribution network.

The second way is done remotely, with pedagogical videos, online learning modules and games on digital platforms deployed across the entire network worldwide (challenges for building virtual allocation portfolios, for example)

What did the Coorpacademy platform add to the equation?

The Coorpacademy platform provided innovation and pedagogy. It is different from traditional online learning thanks to its additional gaming aspect. It also offers flexibility in learning without being time-consuming, as the average duration of an entire learning journey is 20 minutes. Employees build their expertise in record time while having fun!

The learners seem to be open to playing and use the gaming functionalities a lot (over 70,000 battles have been initiated). Do you think gamification is a key success factor in acquiring expertise?

Yes, absolutely. We present the platform as a tool for gaining expertise with a gaming aspect. In our communication, we mainly highlight the functionality of “lives” (to complete a level, an employee has 3 lives, represented as hearts on the platform; one wrong answer and they lose a heart/life, after 3 wrong answers, they must start again with a new quiz). We also highlight the fact they can earn stars (stars reward the completion of a course: the ranking of employees is ultimately defined by the number of stars earned). This functionality enables us to generate emulation between employees and make them want to take the courses again. Conversely, we didn’t communicate very much about battles (a functionality on the Coorpacademy platform which lets a player challenge another one on a course, with stars to win for the player with the most correct answers) but the employees discovered that functionality on their own and loved it!

 What are the main results you observed?

Lots of enthusiasm! User feedback is a good indicator:

  • “Great digital initiative! Very good pedagogical approach.”
  • “The platform is user-friendly thanks to the battles, much better than traditional online learning!”
  • “Very clear, the videos are graphically pleasing, and just the right length!”
  • “A way of revising that is quick and efficient, very succinct content, congenial platform.”

And once people are connected, the activation rate is high, the courses are often taken to the end, and the employees are even asking for more programs. The gaming functionalities are highly used and have a strong part in the enthusiasm surrounding the platform.

How do you create your tailor-made courses on the Coorpacademy platform?

We work according to the commercial calendar of each country and create upskilling programs designed to support the reach of pre-defined commercial objectives. At the marketing department, we define with the BNP Paribas Asset Management sales teams the content of the courses, which is then validated by the concerned distribution network. Once this step is over, the marketing team takes charge of the writing process of the scripts, makes suggestions for the videos, and everything is sent for production to Coorpacademy.

We generally launch one program per trimester in each country. We have already completed 10, and we have a dozen more in the pipeline for 2019!

Thank you very much! 

Thank you!

 

When Struggle Helps You Learn: The Mechanisms Behind Productive Failure

 

Here is the first in our new series of articles focused on learning research and innovation, in association with the EPFL’s (Federal Institute of Technology of Lausanne, Switzerland) LEARN Center.

The author of this contribution is Dr Jessica Dehler Zufferey, Executive Director at the Center for Learning Sciences (LEARN) at the EPFL, and a former R&D director at Coorpacademy.

Innovation in Learning Science and Educational Technologies are at the top of our agenda at Coorpacademy – as we see them as critical to our mission to continuously improve the learning experience on our platform, making it even more personalized, flexible and enjoyable for learners.


Can the best learning only happen in a culture where errors are not just accepted but are seen as valuable occasions to improve skills?

When learning a new topic on the Coorpacademy platform, learners always have the choice to engage with questions first or to see the learning material first.

Intuitively one would expect that someone with high prior knowledge on the topic should start with questions, while someone with no or low prior knowledge should start with the instructional content before going on to answering questions. But is this actually true? Research on a method called ‘Productive Failure’ arrives at the opposite conclusion.

How does it work?

Initially developed in Singapore by Manu Kapur, now professor at ETH Zurich, and now established worldwide, Productive Failure emphasises the positive nature of the learner challenge. When learning new content, learners benefit from an initial phase of creative and conceptual brainstorming before turning towards the content, information, and explanation. If you want to learn something about data science, for example, you should first play with some data, invent some measures you could apply, and experiment with what you can come up with. The quality of the ideas you generate is not that important since even wrong ideas can create the productive failure effect. For Kapur, productive failure ‘is the preparation for learning’, not the learning per se.

What impact does it have?

Literature on the approach shows that not only will your conceptual understanding be better if you ‘fail first’, but your interest and motivation for the topic will be increased. A valuable side effect is also to train persistence. The number of ideas generated is also higher when failing first, so the method also stimulates creativity.

Why does it work?

The cognitive learning mechanisms behind the productive failure effect are actually quite well understood. First, any cognitive activation is beneficial for learning as it puts the brain in ‘active mode’. Second, all learning is situated and by developing their own ideas learners are creating the context in which to situate any upcoming learning. Third, by developing ideas before the instructional part, learners create a feeling for the types of problems that are similar so they are more likely to apply the to be learned content in future situations, and so improve performance as a result of learning.

What does it mean for you as a lifelong learner?

Whenever you start learning a new subject, do not go straight towards the instructional content in the belief that you need to begin by getting some basic understanding. Rather, profit from this initial ‘naïve’ phase and develop various ideas, right or wrong – and only then, once engaged, turn towards the content and enjoy learning.

Author first article Learning Research and Innovation

Coorpacademy in the Global EdTech Landscape 3.0 by Navitas Ventures!

 

Coorpacademy is proud to have been recognized in the Global EdTech Landscape 3.0 by Navitas Ventures, the venturing arm of Navitas, a leading global education provider.

This mapping defines 8 steps in the next-generation learner cycles, divided into 26 clusters that are shaping the evolution of education. Coorpacademy can be found at the “Learn” step of the cycle, in the “Open Online” cluster, where “old and new learning methods collide to meet the needs of demanding global learners and changing workforce priorities.”

Mapping Coorpacademy Navitas Ventures

We are proud of this new recognition!

You can download the full report here.

If you want to discover other Coorpacademy’s recognitions, it’s here: Find out about 6 of the best latest news and awards for Coorpacademy’s Learning Experience & Upskilling Platform!

Starting young: learning entrepreneurship

By Lamia Kamal-Chaoui, Director, Centre for Entrepreneurship, SMEs, Regions and Cities, OECD. 

This article is extracted from the White Paper “Get ready for the Skills Economy“. Coorpacademy and Citizen Entrepreneurs, the association constituting the French G20 YEA delegation, co-edited this exclusive collection of insight papers on education, used as a discussion piece for this summit.

You’ll find in the White Paper articles about how building a learning culture can address employability challenges, academic insights on Learning Sciences and computational thinking, or how the content and the container must collide in a Netflix-like way to provide the most personalized Learning experience. Articles are signed by Corporate Learning Leaders from various organizations and institutions: Accenture, BNP Paribas, Coorpacademy, emlyon Business School, EY,  OECD, Swiss Federal Institute of Technology, University of Wyoming…

Starting young: learning entrepreneurship – by Lamia Kamal-Chaoui.

Youth are entrepreneurial! New business creation data across OECD countries for 2012-2016 show that 18-30 year olds were more likely to be working on setting up a new business than their older counterparts (6.6%  versus 6.1%), more likely to be setting up businesses in teams of 3 or more, and had a new business ownership rate matching that of adults of over 30 years old (3.5%) (OECD/ EU, 2017).

However, young people face numerous barriers to entrepreneurship, often over and above those faced by their older peers – in identifying opportunities, accessing financing, developing networks, and managing teams. They also often hesitate to start for fear of failure or because they lack the skills (Figure 1). Entrepreneurship education can be a critical support in helping youth to develop an entrepreneurial spirit and obtain the skills needed to become successful entrepreneurs. It is a high-return investment.


Figure 1: Entrepreneurship skills are a greater barrier to business creation for youth

Percentage of population who responded “yes” to the question:

“Do you have the knowledge and skills to start a business?”, Data from 2012-16

Percentage of population who responded “yes” to the question: “Do you have the knowledge and skills to start a business?”, Data from 2012-16

Notes: See Figure 3.13 in OECD/EU (2017). Source: OECD/EU (2017) using special tabulations of the 2012-16 adult population surveys from the Global Entrepreneurship Monitor (2017).


Efforts are increasing to build entrepreneurship competencies through formal education …

Courses and other supports to build entrepreneurship skills in schools, vocational education and training providers, and higher education institutions have become increasingly common in the last decade. They focus on issues of perception about the desirability and feasibility of the entrepreneurial action – either as an entrepreneur or an entrepreneurial employee – and developing the ability to cope with failure.

“Young people face numerous barriers to entrepreneurship, often over and above those faced by their older peers – in identifying opportunities, accessing financing, developing networks, and managing teams.”

However, educational science shows us that developing certain attitudes, knowledge and skills is more effective if started with early intervention (Cunha and Heckman, 2010).

In the area of entrepreneurship skills, a change of content, pedagogy, learning outcomes, and assessment strategies can be introduced as the student progresses, with a gradual increase in the extent that a start-up orientation is offered (OECD, 2015). Some countries (e.g. the United States, Ireland, and Denmark) have already introduced such a progressive approach, but in most OECD countries there is still a need for more entrepreneurship education activities at lower levels of education (GEM, 2017).

Spotlight on higher education

Higher education institutions (HEIs) can be great generators of entrepreneurial individuals. To do so, they themselves need to adopt entrepreneurial approaches to entrepreneurship teaching and supporting graduates who are motivated to start up new ventures — particularly with half of young people accessing higher education across the OECD area. According to the Global University Entrepreneurial Spirit Students’ Survey across 50 countries in 2016, 8% of students intended to start a business right after graduation and 30% considered this a likely career option five years after graduation. The OECD and European Commission have developed the HEInnovate guiding framework for HEIs in this area (www.heinnovate.eu). It identifies many good practices, such as giving students the possibility to document the entrepreneurship competencies they have developed in their studies and extracurricular activities, for example with diploma supplements or other certificates.

What are key areas for government action?

Develop a progressive approach at each stage of the education process. Educa- tional curricula and systems should lay the foundations of an entrepreneurial mind-set at early stages of learning.

Support for teachers. Effective entrepreneurship education requires adequate preparation time for teachers, tailored education material, and guidelines that facilitate the collaboration with external partners (OECD, 2015). In many countries, teacher networks have been formed to provide peer support (e.g. the U.S. Network for Teaching Entrepreneurship, NFTE).

Closing gaps in start-up support. Start-up support should be provided for students who are motivated and able to start a business in the near future. This can be facilitated by creating close connections between education institutions and local business support organisations. Furthermore, higher education students should be supported to combine studies and start-up efforts, for example by receiving a special status similar to sport champions.

References: 

Cunha F. and J. J. Heckman (2010), “Investing in Our Young People”, in Reynolds, A. J. et al., (eds.), Childhood programs and practices in the first decade of life, Cambridge University Press, New York, 381-414.

GEM (2017), Global Entrepreneurship Mo- nitor Report 2016/2017, published online, www.gemconsortium.org.

OECD (2015), From Creativity to Initiative: Building Entrepreneurial Competencies in Schools. A Guidance Note for Policy Makers, published online, http://www.oecd.org/site/entrepreneurship360/blog/guidancenote-policymakers.html

 OECD/EU (2017), The Missing Entrepreneurs 2017: Policies for Inclusive Entrepreneurship, OECD Publishing, Paris, https://doi.org/10.1787/9789264283602-en.

Is e-learning about to go through a major transformation?

By Jean-Marc Tassetto, co-founder of Coorpacademy.

This article has been originally published in IT Pro Portal, one of the UK’s leading and most respected technology information resources. To read it in its original and complete form, it’s here.

Here are some extracts of the article:

“E-learning has hit the doldrums. Practitioners and customers can protest all they like, but e-learning isn’t delivering on the educational revolution it promised. You only have to look at the student dropout statistics to see that something needs to be done to put it back on the rails.”

[…]

“There are a large number of people that just aren’t completing courses their organisations have paid for and engagement rates are worryingly low. Our data suggests that 2 and 3 per cent is not unusual for a large proportion of corporate training modules on offer.

So why do we have this black cloud sitting over e-learning? The simple reason is that we have ignored content in e-learning at the expense of the way we deliver and administer it. This means that the Learning Management System (LMS), which is seen as an enormous benefit by the HR administrator, offers little for the learner. This is a crucial point as if the learner isn’t engaged there is absolutely no learning taking place.”

[…]

“LEPs (i.e. Learning Experience Platforms) deliver a consumer-like experience. Firstly, learners recognise their way around from the applications they use on their own devices on a daily basis. Tailored training recommendations prepare their skill sets for individual roles they may take up in the future.

This directly connects e-learning requirements with a learners’ personal goals and experiences – and shows them how they are part of the wider organisational picture. LEPs can achieve this by embedding learning into the learner’s daily activities or the applications on which learners spend the most time.

Employees today are looking at intuitive interfaces they recognise that fit seamlessly into the workflow. They expect a Netflix-like experience in their e-learning solution, for example. Traditional e-Learning just can’t deliver on these expectations.”

[…]

“Organisations need to get the learning experience back to the top of the list. They need to re-think training as a very similar experience to the ones employees look for in their own apps – content that is diverse, interesting and very easily accessible. Mobile, always on, always available, delivered in engaging, bite-sized chunks that are engaging and fill gaps in knowledge where they exist. And where appropriate, utilise engagement techniques like gamification, online competitions and quizzes between learners. Both designed to end the isolated e-learning experiences that lead to users dropping off e-Learning courses.”

Find out more by reading the complete article on IT Pro Portal.

 

 

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