THE SKILLRACE CONCEPT EXPLAINED

The Idea

How can we create a learning space that is usable and relevant to anybody, independent of both age and skill level? What if we also tried to make this space and its embedded resources available to everybody, across organizational and geographical borders? How can we break down all content so that each part can be combined with everything else? Can we empower the users to internalize the knowledge and best-practice in their own individual model, and still make sure that everything they do is efficient and effective with respect to learning outcome? 

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Answer: Yes, we can, it is possible and now we have done all this!

How Does it Work?

The learning process can be divided into 6 main stages as illustrated in the Quality Circle shown here.

We employ the following formula for learning productivity:

LEARNING PRODUCTIVITY

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VOLUME

X

EFFICIENCY

X

EFFECTIVENESS

Or in other words: doing the right things right with enough repetitions. SkillRace takes you through these stages and makes sure that learning productivity is held at the highest possible level throughout.

The Work Process & Other Components

Everything in SkillRace is revolving around the work process structure. Either if it is a video clip, a url, a development objective or a training exercise, etc., they can all be tagged with items from one or more work processes. So instead of filing things into static folders, they are all indirectly coupled together via the relevant work process elements. With this approach we achieve two very important things: First, we have access to a global tagging system, which opens up an efficient access to external content tagged against the same elements. Second, we make every development building brick relevant with respect to the end purpose, which is to produce better in our work processes.

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There is another exciting aspect of the work process structure, they can be inherited and customized. This means that best-practice blueprint work processes can be adopted from expert hubs, and then adjusted to your organization. This means that you will alway have access to whatever content is added at the top level, and have it automatically incorporated in your own content.

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The figure below show different types of work process elements and higher level SkillRace components.

Use Case - Working Through the Stages

A typical use case could be the following:

What Is an Ecosystem?

• An arena where the entire industry and technical expertise can be present – companies, organizations, staff, academia and solution providers

• An arena where you can share and sell competence, products and services to other actors

• Staff and the industry get access to quality content and learning

• An attractive and inspiring arena where everyone can participate

• All actors decide what they share and with whom they share their content

• Best practice and updates are shared with all users according to their roles and preferences

Relevance and Focus Is Key

• Work process for the industry is established (roles, skills, competencies, actions, situations and incidents)

• Content such as publications, pictures, videos, topic maps and articles can easily be added

• All content is related to elements from the work process matrix

• Curriculum and development goals ensures a connection between staff´s learning and the organization´s goals

• Users are exposed to content according to their role in the organization and personal preferences

• Decide which organizations and actors you want to follow.

Efficient Learning

• Curriculum (content) is attached to development plans (one can also include content from other actors in the curriculum)

• Content is already related to the work process

• General development plans for each role may be created and easily reused

• An individual development plan is easily established by selecting goals and content from curriculum

• Actions are related to each goal and its progress reported by the staff and monitored by management

• Learning is connected to areas of responsibility and becomes part of the daily work

• Each individual will enhance understanding of their relationship to the work process, goals and performance

• Increased awareness will lead to improved participation, innovation and performance

Connecting Learning & Performance

• A system that unites the organisation, staff, learning and performance on one single platform

• Learning is directly related to work processes and performance

• A system that inspires, is interactive and releases people´s potential

• Evaluation of staff and managers is related to personal goals and performance

• Tests and achievements can be monitored and related to rewarding

• A systematic and tailor made career development for all staff

• Further development to integrate KPI with work process and learning is ongoing

Exciting Features

• Define your own work process and relate all content to elements from the work process

• A social wall for your staff to share updates and relevant information

• All learning is related to the work process

• The system takes both learning for development and performance into consideration

• Provide a tailor made information flow, development plan and goals to each person

• Actions and a resulting activity calendar for your staff is provided

• Discussion and feedback on both person and group level in included, also related to each development goal

• Monitor and evaluate staff according to predefined competencies, actions and development goals

• Tests and achievements can be monitored and related to rewarding

• Easy to reuse, share and develop further

• Any updates on goals, information and best practise is immediately shared with relevant people

• Align your organisation to the approved best practise and ensure performance oriented innovation

• If you decide to participate in the ecosystem all above functions can benefit from external competence as well

• For most users it means that the number of existing platforms may be reduced