The employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs

While press coverage of MOOCs (massive open online courses) has been considerable and major MOOC providers are beginning to realize that employers may be a market for their courses, research on employers’ receptivity to using MOOCs is scarce. To help fill this gap, the Finding and Developing Talent...

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Autores principales:	Alexandria Walton Radford, Jessica Robles, Stacey Cataylo, Laura Horn, Jessica Thornton, Keith E. Whitfield
Formato:	article
Lenguaje:	EN
Publicado:	Athabasca University Press 2014
Materias:	MOOCs open recruitment hiring professional development human resources Special aspects of education LC8-6691
Acceso en línea:	https://doaj.org/article/fe99768dc4094a879c914eadbe820419
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spelling	oai:doaj.org-article:fe99768dc4094a879c914eadbe8204192021-12-02T16:59:50ZThe employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs10.19173/irrodl.v15i5.18421492-3831https://doaj.org/article/fe99768dc4094a879c914eadbe8204192014-10-01T00:00:00Zhttp://www.irrodl.org/index.php/irrodl/article/view/1842https://doaj.org/toc/1492-3831 While press coverage of MOOCs (massive open online courses) has been considerable and major MOOC providers are beginning to realize that employers may be a market for their courses, research on employers’ receptivity to using MOOCs is scarce. To help fill this gap, the Finding and Developing Talent study surveyed 103 employers and interviewed a subset of 20 about their awareness of MOOCs and their receptivity to using MOOCs in recruiting, hiring, and professional development. Results showed that though awareness of MOOCs was relatively low (31% of the surveyed employers had heard of MOOCs), once they understood what they were, the employers perceived MOOCs positively in hiring decisions, viewing them mainly as indicating employees’ personal attributes like motivation and a desire to learn. A majority of employers (59%) were also receptive to using MOOCs for recruiting purposes—especially for staff with technical skills in high demand. Yet an even higher percentage (83%) were using, considering using, or could see their organization using MOOCs for professional development. Interviews with employers suggested that obtaining evidence about the quality of MOOCs, including the long-term learning and work performance gains that employees accrue from taking them, would increase employers’ use of MOOCs not just in professional development but also in recruiting and hiring. Alexandria Walton RadfordJessica RoblesStacey CatayloLaura HornJessica ThorntonKeith E. WhitfieldAthabasca University PressarticleMOOCsopen recruitmenthiringprofessional developmenthuman resourcesSpecial aspects of educationLC8-6691ENInternational Review of Research in Open and Distributed Learning, Vol 15, Iss 5 (2014)
institution	DOAJ
collection	DOAJ
language	EN
topic	MOOCs open recruitment hiring professional development human resources Special aspects of education LC8-6691
spellingShingle	MOOCs open recruitment hiring professional development human resources Special aspects of education LC8-6691 Alexandria Walton Radford Jessica Robles Stacey Cataylo Laura Horn Jessica Thornton Keith E. Whitfield The employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs
description	While press coverage of MOOCs (massive open online courses) has been considerable and major MOOC providers are beginning to realize that employers may be a market for their courses, research on employers’ receptivity to using MOOCs is scarce. To help fill this gap, the Finding and Developing Talent study surveyed 103 employers and interviewed a subset of 20 about their awareness of MOOCs and their receptivity to using MOOCs in recruiting, hiring, and professional development. Results showed that though awareness of MOOCs was relatively low (31% of the surveyed employers had heard of MOOCs), once they understood what they were, the employers perceived MOOCs positively in hiring decisions, viewing them mainly as indicating employees’ personal attributes like motivation and a desire to learn. A majority of employers (59%) were also receptive to using MOOCs for recruiting purposes—especially for staff with technical skills in high demand. Yet an even higher percentage (83%) were using, considering using, or could see their organization using MOOCs for professional development. Interviews with employers suggested that obtaining evidence about the quality of MOOCs, including the long-term learning and work performance gains that employees accrue from taking them, would increase employers’ use of MOOCs not just in professional development but also in recruiting and hiring.
format	article
author	Alexandria Walton Radford Jessica Robles Stacey Cataylo Laura Horn Jessica Thornton Keith E. Whitfield
author_facet	Alexandria Walton Radford Jessica Robles Stacey Cataylo Laura Horn Jessica Thornton Keith E. Whitfield
author_sort	Alexandria Walton Radford
title	The employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs
title_short	The employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs
title_full	The employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs
title_fullStr	The employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs
title_full_unstemmed	The employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs
title_sort	employer potential of moocs: a mixed-methods study of human resource professionals’ thinking on moocs
publisher	Athabasca University Press
publishDate	2014
url	https://doaj.org/article/fe99768dc4094a879c914eadbe820419
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The employer potential of MOOCs: A mixed-methods study of human resource professionals’ thinking on MOOCs

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