Elements of Quality Online Education cation

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Implementing Curricula Using a Variety of Learning Modalities at Liberty Mutual GroupI. INTRODUCTIONLiberty Mutual Group is a diversified worldwide insurance service organization with a common missionof “helping people live safer, more secure lives.” Founded in Boston in 1912, the company is one of thelargest multi-line insurers in the property/casualty field. Liberty has more than 38,000 employees locatedin over 900 offices worldwide.In 2003, the company realized over $16.6 billion in consolidated revenue, ranking 116 on the Fortune 500list of companies. Liberty Mutual Group is currently the property casualty carrier. In 2001 and 2002,Liberty Mutual Group reorganized into a mutual holding company structure. This structure provided thecompany with better capital market access and greater strategic flexibility while aligning its legalstructure with its operating structure and preserving the company’s mutual status.Liberty Mutual Group is structured to address the specific needs of its customers. At the highest levelthere is a distinction between personal and commercial lines. Several Strategic Business Units (SBUs)serve specific customer segments. Each SBU uses an operating structure aligned towards meeting thespecific insurance and risk management needs of its customer base.A. Liberty’s Training OrganizationLiberty’s training organization mirrors the company’s organization structure. Most operating units withinSBUs have training managers and staff who are responsible for developing and delivering trainingspecific to the business function. Examples of some of the departments are Personal Market Sales,National Market Loss Prevention and Business Market Underwriting.Corporate Human Resource Development (HRD) is responsible for management and executivedevelopment, enterprise-wide employee training, and general business skills training. In addition todesign and delivery of programs in those areas, Corporate HRD has been given a quality assurance roleby senior management. Corporate HRD works with training managers in the departments to ensure thattraining is both relevant to the employee and helpful to business. This oversight role includes exploringand encouraging the use of emerging instructional technologies to support employee development.B. Executive Support for Learning and DevelopmentEmployee development is a critical success factor for Liberty Mutual. Ted Kelly, President and CEO ofthe Liberty Mutual Group, emphasizes the importance of the company’s learning framework for skilldevelopment and for aligning business around core principles. Kelly’s leadership and active involvementin program design, development and delivery is a key reason why learning is implemented at all levels ofLiberty’s Business.II.LIBERTY MUTUAL’S LEARNING INFRASTRUCTURELike other human resource development organizations in business, Liberty’s training and developmentgroups work to ensure that employees have the capabilities to support business goals and execute thecompany’s business strategy.130
Implementing Curricula Using a Variety of Learning Modalities at Liberty Mutual GroupLiberty’s success in developing curricula relevant to the business and to its employees is based on thesecritical success factors:• Strong, consistent management support from the highest levels of the company.• Rigorous methods for identifying employees’ skills and knowledge requirements.• Adoption of multi-phase, mandatory curriculum models that provide structured developmentactivities for an extended period of time.• Expanded use of instructional technologies to deliver the right training at the right time.• Increased emphasis on assessment methods to document the effectiveness of the training andemployee learning.Instructional technologies have allowed Liberty to:• Improve the timeliness of delivery of structured learning activities to employees.• Improve the consistency of learning activities for dispersed learning audiences.• Extend learning throughout an employee’s tenure in a job or role through the use of integratedcurricula that incorporate a variety of delivery modalities.A. Learning StrategyIn 1997, Liberty’s Human Resource Development group introduced a new corporate learning strategy todevelop and enhance managers’ and employees’ capabilities to perform well at their jobs. This strategyfocused on ensuring learner and business relevance in its training programs. In general, there are fiveprimary elements that comprise Liberty’s learning strategy:1. Manager InvolvementThere is a strong emphasis on management involvement throughout all aspects of learning at Liberty.Managers help direct program design approaches, and they help designers get access to subject matterexperts. Managers frequently take the role of faculty by delivering segments of employee andmanagement training themselves. Line managers are responsible for helping employees apply new skillsback on the job.2. Focus on Job RequirementsThe process for developing appropriate training programs begins by determining “what an employee mustknow and do” to perform well in his or her job. Critical knowledge, skills and behaviors are determinedby systematically documenting those that contribute to effective job performance. The knowledge, skillsand behaviors are displayed in profiles that drive the instructional program development for the targetedgroup.In 2002, Liberty was introduced to the DACUM model of job task analysis by William Coscarelli as partof a criterion referenced test development project. Liberty has found the DACUM model to be a highlyeffective method for discovering the core knowledge and skill requirements of a job, and for mappingtheir relationships [1].In summary, the specific knowledge, skills and behaviors define the outcomes desired from programdesignefforts and instructional activities.131
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IntroductionINTRODUCTIONFrank Mayad
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Introductionworkshops and publicati
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A Constructivist Model for Thinking
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