As MOOCs have matured and data has been collected, there are both promising and concerning conclusions being drawn about this medium. Demographics, graduation rates and hidden costs indicate that MOOCs may not be the great educational equalizer that was hoped for. However, proponents of MOOCs can point to some encouraging information regarding student engagement and participation. They have also dug deeper into the criticism by asking if the challenges are due to the medium or due to underlying problems in the way we educate. As this technology continues to evolve, it is likely that MOOCs are neither a silver bullet nor the signal of extinction of face-to-face education.
With businesses expanding to multiple locations, 24-7 shifts, and teleworking environments, employers must look to online training as a solution for meeting training needs and conserving resources. Attention must be paid best practices for design and user-interface elements, the impact of learner demographics in achieving learning outcomes, and the role of learner motivation in engagement and attrition. This essay aims to identify these best practices and to challenge some assumptions about what makes an effect online learner and course.
The use of big data in corporate human resources has the potential to change the way employees are hired and trained, and ultimately lead to a more successful and productive workforce and business. However, there are valid concerns about employee privacy, discrimination, and transparency that need to addressed. Through analyzing the typical approaches to hiring and training, and then examining how predictive analytics has been and can be used, a more efficient model can be developed.