Sinéad Lawton

Work in Progress 27th November 2018

 Research Question
What value do online microlearning
induction resources bring to the transition
experience of new employees in a not-for-
profit organisation in Ireland?
 Theoretical Viewpoint
“multiple, contradictory but equally valid accounts
of the world can exist”
(Gray, 2013, p. 20)
Methodology - Action Research
▪ Change
▪ Collaborative
▪ Cyclical
 Identify a
Research Methods
Think of ways to tackle Do it Evaluate it Modify your
problem in your the problem practice
practice

Cycle 1 Problem identified Online survey to identify gaps Training framework Focus group interview to discuss Framework and
through: in knowledge of new designed (framework for experiences of being a new employee, existing storyboards modified
Quantative data employees and experience of resource designed in induction training, potential value of resource, based on analysis of
analysis for context online training (sent to 71 Articulate Rise and some framework design and storyboards (4-5 the data collected in
(no. of new employees participants who began sample microlearning participants from those who replied to the Cycle 1
per year, wait time employment with the lessons storyboarded) survey)
before training) organisation in the previous 18
Analysis of months)
organisational Literature review (induction
documents (employee training, just in time learning,
handbook, existing microlearning)
training materials,
evaluations of existing
training)

Cycle 2 Microlearning resources
designed and built
Resources piloted with One to one interviews held with participants Identify modifications
participants to evaluate resource and discuss value to new needed based on
employees and how it could be improved findings and make
recommendations for
next cycle of
research
What I have done
so far
 Literature Review
Induction Through quality induction training,
▪ Quality is critical “organizations can improve the
▪ Design and delivery just transition of their new employees,
as important as content
build trust and commitment, reduce
▪ Challenges:
employee stress, and increase new
▪ Lack of interactivity employee productivity”
▪ Information overload
▪ Poorly timed training (Caldwell & Caldwell, 2016)
 Literature Review
Microlearning With microlearning, learners can
▪ Concise
▪ Self contained “access very specific pieces of
▪ On demand information instead of a
▪ Just in time
▪ Self directed complete body of knowledge”

(Gabrielli, Kimani & Catarci,

2005, p. 48)
 Data Gathered
▪ 55 new employees in first 10 months 2018
▪ One day, face to face national induction training held
every 3 months
▪ The average wait time was 7 weeks.
▪ For 3 staff members, the time between starting
employment and attending training was over 4
months.
 Document Analysis
Existing induction training
● Induction training slides - 60 pages of black and white
training slides, 6 slides per page
● Employee handbook - 134 pages of text
 Online Questionnaire
● Primary aim to identify gaps in knowledge
● Sent to 71 employees who had started in previous 18
months
● 48 responded (67%)
● 10 questions
Not knowing what the organisation does
'I think it would help a great deal if they were informed of the type of work that
Barnardos do there is a lot we do that I wouldn’t have known about'.
Being unfamiliar with the internal working of Barnardos
‘...it took me a while to figure out how to create a IT support request, I found it hard to
know who did what in finance and who I to ask in if I have questions. I didn't really
understand everyone's role and responsibilities in Christchurch (head office)'
Information overload
'​I definitely feel the induction process needs reviewing - a full day of presentations is an
information overload,
'having induction days can inundate you with a lot of material and you don't have time to
absorb it all.'
 Instructional Design - General
● ADDIE
● Personas
● Learning Objectives
● Design features - Fonts, colours, imagery
● Course Structure
What I am planning
to do next
 Focus Group Interview
Volunteers from those who responded to
questionnaire
● Experience of transitioning to organisation
● Induction training
● Content and design of potential online resource
● Experiences/thoughts on online learning and
microlearning
 One to One Interviews
● Pilot with 4-5 employees - start February
● One to one interviews - end February
● Aim is to consider value of the online resource