11 examples of corporate mlearning

These organizations jumped into the mobile learning space early. Here's how they got started:

1. Verizon Wireless "mLearning: Learning on the Go"

Verizon Wireless (VZW) sought to provide their outbound sales teams with greater and easier access to regular sales practices, product/solution previews, and updated business communications by making that content available via company-issued smartphone devices with integrated and customized mobile learning software. By making content available beyond the standard classroom or desktop-delivered experiences, VZW was able to provide enhanced access to just-in-time training in a shortened time frame.

The mobile solution compliments VZW’s existing enterprise LMS platform and extends Verizon’s blended learning environment to an ever-more-mobile audience of sales professionals. Key components of the overall design and architecture include the new-found ability to create and deliver a broad array of engaging content types to a variety of mobile device platforms via a collection of customized mobile applications installed onto each salesperson’s company-issued mobile device.

Full integration between the existing enterprise LMS and the new mobile content delivery platform ensures credit is given for all training whenever and however it may be consumed – all while meeting the strict information security guidelines imposed by both corporate IT and Learning & Development management teams.

The initial pilot efforts spanned 5,000 mobile employees supporting outbound sales efforts for government and commercial enterprise accounts. Successful completion of the pilot phase is expected to lead to wider adoption and use by additional internal and external sales teams at VZW. 

2. Merrill Lynch GoLearn

The initial pilot for GoLearn involved offering three mandated courses both via MLU (Merrill Lynch University) and via the BlackBerry.

Standards for delivery on the BlackBerry were established in design, technology, security and privacy.

The goals of the pilot included proving the access, usage and the effectiveness of learning delivered via the BlackBerry to the global population. Additionally they sought to:

• Deliver training with no degradation to learning effectiveness
• Achieve 25% of eligible participation
• Achieve a comparable average score to the control groups and
• Obtain a 10% higher completion rate in 10% less time
• Over a seven-week period, the learning materials were wirelessly pushed to over 2,100 investment bankers and select support staff.

The outcomes exceeded the goals. Higher scores were obtained in half the time. Bankers who completed the training did so in 54 less minutes and tested higher on the final assessment tests than the remainder of the firm. Mobile users also completed their training twenty days earlier than those who trained via MLU.

VPs and higher leveraged the mobile materials the most. Of the 2100 eligible employees, 61% launched the content at least once. 317 people completed 704 courses. Overall the mobile learners obtained a 12% higher completion rate in 30% less time than the control group.

170 employees responded to a survey indicating:

• 99% felt the format and presentation supported the learning
• 100% would complete more training in this format
• More than 75% praised the benefits of convenience, time management and training with no distractions

With this successful pilot, Merrill Lynch is moving into the next phase with additional training topics such as onboarding for new hires, ethical decision-making, performance management, market abuse, and sexual harassment.

3. Chrysler, LLC. Mobile Learning for Knowledge Management

Chrysler has undertaken a major initiative that will shift their approach towards learning and using mobile devices. They have enjoyed the success of courses on mobile phones and wireless PDA devices for several years and now want to lay a foundation that will support extensive, widespread mobile learning for their Dealerships and the representatives that support them. They will launch a comprehensive search portal and LMS system that will track and categorize extensive amounts of tacit Chrysler knowledge and learning content. Using a search portal, mobile users will be able to search for answers to frequently asked questions and information that currently lies in disparate places. All information will be centralized and searchable on the portal, as well as tracked on their new LMS.

With a new foundation in place, they expect to utilize their portal to deliver various types of mobile learning at Chrysler. This includes delivering courses, disseminating assessments and evaluations, and regularly pushing corporate communications out to their sales force.

4. Sun Learning Services Mobile Learning

Sun Microsystems has implemented a mobile system for employee and partner training and performance support. Training videos are available “just in time, just the right size and exactly what they are looking for.” For those without Wi-Fi connectivity, content can be preloaded using Really Simple Syndication (RSS) feeds through iTunes. Corporate security is enforced in the background, only allowing access to those authorized.

The user interface provides a button on the home screen to access Sun Learning. Once within the application, there are buttons to access new content, hot topics, specific categories, search and personal settings.

Additionally, Sun Learning has set up a web site for users to contribute their own content. Upon upload, the content is automatically encoded and tagged.

Also, Sun Microsystems is using mobile technology to delivery just in time learning to IT technicians for repairs.

5. Microsoft Corporation

Microsoft's Sales, Marketing, & Services Group (SMSG) Readiness team has recently deployed a pilot project of mobile courses, and more. They have extended mobile options to include access to product reference materials through secure mobile connections, to voice “DriveTime” broadcasts, and to updated product information through an interactive voice response system.

 

6. 3Com

3Com solution to supply training and performance support to internal and external personnel and customersis to use Palm mobile devices to deliver learning modules on demand. The devices, called 3Com University Learning Assistants, have features such as simple navigation, the ability to bookmark your position in learning modules, favorites lists, knowledge checks, graphical capabilities, and tools to update and synchronize learning modules.

7. Valero Energy

Valero Energy conducted a pilot study several years ago which involved the use of mobile devices for quality inspections in the field. Employees were given handheld devices loaded with the Microsoft Windows operating system and a touch screen interface. These devices, which were also loaded with all the necessary documentation for quality inspection procedures, also contained all relevant forms to be filled out using a handheld slate-oriented device.

Further focus has been placed on loading the same content and functionality onto smaller PDA devices. This allows learning and support to be delivered exactly when the employee needs it, and solves the problem of support when out in the field away from a PC.

8. Capital One

With the ubiquitous nature of the iPod family of products, companies are looking at podcasts as a way to defray training costs and modernize the training process. Financial giant Capital One hands out iPods to employees enrolled in training sessions. This change from classroom to personal education arose from the lack of time during the workweek to physically attend training. This audio equivalent allows employees to use it when and where they desire.

The initial test ran for 30 days, during which employees expressed their preference toward iPods. “They [the employees] were able to multiply their time, and they gained learning that they wouldn’t have been able to get in the classroom,” said Michael Walker, manager of learning services administrations at Capital One University.

One of the first podcasts offered was a leadership development course along with a talk by Capital One executives, as well as an audio article about leadership from the Harvard Business Review. New employees were also given Nickel and Dimed by Barbara Ehrenreich (which details the adversities faced by low-wage earners and their day-to-day struggle for survival).

Matt Schuyler, the Capital One executive vice president of Human Resources, says the early measurements of audio learning program effects have been positive. “Their productivity is up, so literally, we’re making more revenue and income with fewer employees.” The receipt of an iPod, he says, could also spark employee enthusiasm. 

9. Homewood Suites by Hilton

Homewood Suites by Hilton furnished video iPods to their 5,000 to 6,000 employees at 204 locations across the United States and Canada for a new mobile training program. Training content is organized into playlists for use in on-the-job coaching and guidance. There are a variety of two-minute modules highlighting specific brand skills, which will be updated as needed.

10. National Semiconductor Corporation

National Semiconductor Corporation gave each of their 8,500 employees a 30-gigabyte video iPod. These iPods were for employees to download National training podcasts and other employee communications. 

11. Siemens AG unit, Siemens Medical Solutions

Siemens AG unit, Siemens Medical Solutions, a health-care supplier based in Malvern, Pa., purchased about 100 iPods for its molecular-imaging group for training and sales support.

Siemens says it was able to reduce the number of training sessions it held for its molecular-imaging group to two per year from four. Each training session cost the unit $125,000, which includes the cost of food and lodging. The price of 100 iPods: $30,000.