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Improving Performance with Experience API (xAPI)
John Delano CEO
How many of you…
…have a comfortable knowledge of xAPI? …have employees using social, informal, and mobile learning tools? …get meaningful analysis about learning? …feel limited with your current learning system?
Agenda
• Assessing organizaHonal readiness for xAPI
• Planning for the xAPI ecosystem
• Analyzing learning data through models
• GeJng started implemenHng xAPI ecosystem
INDUSTRY CHALLENGE
Wave of Change
• Employees learning everywhere
• ShiMing to a Performance Support model
• Mobile is the “go-‐to-‐tool” for informaHon
Yammer, CommuniHes & Chat Instructor Led Training
Online Training
DocumentaHon (SharePoint or Intranet)
Virtual Classroom
Email Webinar
Coaching
Peer-‐to-‐Peer
TwiWer and Text
Youtube
Web Searches (Google and Bing)
Learning Experiences Everywhere
Learning Leader Challenge • Can’t see 90% of employee learning experiences • Data stuck in silos • Measuring effecHveness and analysis is difficult
Learning Management
System
XAPI ECOSYSTEM
What is xAPI
“The Experience API is an e-‐learning soMware specificaHon that allows learning content and systems to speak to each other in a manner that records and tracks all types of learning experiences”.
Part 1 -‐ The xAPI Statement
[Something] says that [I] [did] [this] in the context of [ _____ ] with result [ _____ ] on [date]*.
[Something] says that [I] [did] [this]
Can include instructor, groups, team, geographies, and much more.
Part 2 -‐ Learning Record Store
• A Learning Record Store (LRS) is a repository for learning records (statements)
Authoring Tools
AcHvity Providers
Systems in the Workflow
Statement Generators
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AcHvity Providers
Authoring Tools
Workflow Systems
LRS xAPI Statement
?????????
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XAPI USES TODAY
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E-‐books
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SimulaHons
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Mobile Learning Apps
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Third Party Courses
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Videos
22 hWp://changethis.com/
Bookmarklets
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FUTURE
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Predict Learner Success
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Personal Learning RecommendaHons
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BENEFITS TO LEARNING LEADERS
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Dashboard for Learning AcHviHes
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Connect to Measurement Tools
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Analyze Content Efficiency
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?????????
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ORGANIZATIONAL READINESS
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OrganizaHonal Purpose?
A. L&D creates and delivers training
B. L&D is for performance support
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or
OrganizaHonal Beliefs?
A. e-‐Learning courses are the primary place for learning
B. Blended experiences are “must have” for learning
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or
OrganizaHonal Beliefs?
A. One size fits all for mass learning
B. Personalized learning is important
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or
OrganizaHonal Current State?
A. Learning happens in a single locaHon or system
B. MulHple devices, systems, and tools are supported places for learning
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or
OrganizaHonal Measurement?
A. Learning acHviHes do not have to connect with business outcomes
B. Learning acHviHes should connect with business outcomes
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Or
Personal Readiness?
A. Things are ok the way they are
B. I’m eager for a change
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Confucius Says…
All A’s “Do not impose on others what you do not desire” More A’s than B’s “It does not ma@er how slowly you go as long as you do not stop” More B’s “Wheresoever you go, go with all your heart”
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PLANNING FOR XAPI
Mobile Phone Company
• Seat at the table
• Change the conversaHon
• Focus on behaviors
• Measure Success
“High 5”
Ask Ourselves
• What behaviors do top performers exhibit?
• Can we quanHfy the behavior change?
• What impact will training have on sales?
• Where do we get all the data?
Answer ExecuHve QuesHons
• How ready is my sales force?
• Will training increase my sales?
• What are my top performers doing?
“High Five” Outcome
• Greet a customer • Ask probing quesHons • Recommend a soluHon • Ask for the sale • Support the sale
13% Sat Survey
8% Sales
15% Returns
Business Outcome = $$$$$$$$$ Personal Outcome = Seat at the table!
ANALYSIS MODELS
User Knowledge
What does a employee know (e.g. specific skills and concepts or procedural knowledge)?
User Behavior
What students are on/off task?
User Experience
Are students saHsfied with the learning experience?
Profiling
What groups do users cluster into?
Domain
What is the correct level at which to divide topics into modules and how should these modules be sequenced?
PredicMve
Who is likely to succeed or fail?
Learning Components
What quesHons have a stronger correlaHon to success?
Trends
What changes over Hme and how?
SOURCES OF DATA
Yammer, CommuniHes & Chat Performance Outcomes
Online Training
DocumentaHon (SharePoint or Intranet)
Virtual Classroom
Email Webinar
Third Party
Self ReporHng
TwiWer and Text
POS
Surveys
Sources of Data
?????????
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IMPLEMENTATION
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Steps to GeJng Started
1. Commit to a performance support model
2. IdenHfy sources of employee learning
3. Start small, prove the model, and expand over Hme
4. Iterate what-‐who-‐how you are analyzing
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SelecHng a LRS
• Levels of FuncHonality – Basic aggregaHon of data – Standard reporHng – Advanced analysis
• Within an LMS or Independent? – FuncHon – Pricing
• SoMware as a Service (SaaS) or installed
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Resources
Advance Distributed Learning (ADL) – www.adlnet.gov/tla/experience-‐api
Saltbox Services – www.saltbox.com
RusMci SoRware – www.Hncanapi.com
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