Every day we know more, and we understand less.” Albert Einstein, the famous physicist who wrote the phrase, could well be referring to the digitization process in which we are already immersed.
We know a lot, but we understand little. We do not know why and how. As Mónica Cadenas, director of the strategy and business development at Telefónica Educacion Digital explained: “Today children are users of new technologies, but they are not creators. You have to train them ”.
It is education, training, which will give young people the tools to understand. But because technology is constantly evolving, training has to keep up with it and be constant as well.
On constant training and the different tools that we have at our disposal, the III Breakfast “Expanding the limits of training: in connection is the key”, in which Mónica Cadenas, Javier Miranda (GPO Global Model Learning and manager of learning models and processes of Telefónica) and Carlos Vicente (software development manager of Telefónica Educación Digital) gave the keys on the latest trends.
This change entails a need for new professional profiles. In fact, as Cadenas pointed out, the demand for unskilled profiles has dropped to 12%, and many children will work in positions that do not yet exist.
But this need to adapt to the new demands of the world of work does not only affect those who are now in school, but the other age groups also have the duty, the right, and the opportunity to continue training and updating ourselves.
Learning was never so accessible. This accessibility takes shape through the multitude of online training platforms that we have today. Miríada X, Coursera, edx, or Khanacademy are just some of the websites (Learning Management Systems, or LMS) where we can follow those courses that interest us the most. “Choosing training is like going to a large supermarket, such as the offer”, compared Miranda.
In fact, with the emergence of digital universities ( Open Uned, Stanford online, Harvard Extension Online, among others) many people will be able to choose between going to university (or not) to study what they want.
But this great offer also has its specificities. The different platforms must constantly be offering new, surprising content. Furthermore, the diversity of the public must be taken into account. It is no longer valid to target only one recipient profile. Gender, age, religion, languages, among other factors, are greatly diversified now, so the search for understanding is vital.
There is another factor that adds, on the other hand, a plus of emotion to the creation and management of online training: in an environment in which the user is not willing to pay for almost nothing, how should we convince the user to decide for my offer, especially if it is paid? “I have to be very clear about what makes my content different, and what I contribute as an extra, what is the added value “, reflected Miranda.
xAPI, a tool based on Big Data that measures our evolution
Therefore, in this complex and changing environment, the information that we have and the use made of it can mean the survival of the platform in question, as well as helping the user to measure and manage their training.
To quantify this evolution of continuous learning, xAPI has been created, a system based on Big Data that works with data from a large number of platforms. This tool, which Carlos Vicente recently presented, gathers all this data in a Learning Record Store (LRS) , which also houses data from social networks or internal systems, for example.
Thus, all the content in which the student works is registered and stored in the program, which will help, among other functions, to measure the evolution of the user, as well as to better manage talent.
Driving the Future of Digital Education
xAPI thus joins the various initiatives that Telefónica carries out to offer an education that favours adaptation to digitization.
School education, professional training, university education and continuing training are the 4 phases in which Telefónica develops programs, in which up to 600 experts work.
One of the free MOOCs that can be done at Miríada X, and which was presented during the event, is Leadership for your management of change in your company. The course, online and in Spanish, is taught by Bernardo Quinn, Telefónica’s global HR director, and by Nando Parrado, a survivor of the 1972 plane crash in the Andes and lecturer.
The MOOC “presents the change management model that is guiding Telefónica’s transformation process together with the story of Nando Parrado, who provides a valuable example of leadership and change in decisive moments like ours.”, As stated on the Miríada X portal, and is aimed at anyone with responsibilities to lead or facilitate changes.