I am considering adding an e-learning element to current induction training which is based on one-to-one and mentor-lead model. I was hoping to find out how HRM model was applied in an institution and some theory around that.

• model grounded in efficacy
• just in time teaching
• immediacy and social presence
• eLearning support for staff
• participatory culture
• relevance

• instructional knowledge
• pedagogical knowledge
• curricular knowledge

Kolb’s Experiential Learning – proposition to learn more through practice than theory where the essential element necessary for learning is a reflection (in action or on the action) seems to be relevant to my case and the approach I hope to implement designing the artefact.

• early administrative staff support
• adoption right technology at the right time and cost
• strategic marketing of training programmes
• evaluation of the effectiveness

Relevance – recognised as one of the strongest motivators in learning. In this case, it was defined as accomplishing tasks that are most relevant for faculty – in practice – learning while they work (participating in practical opportunities to build skills)

ICARE pedagogical model (developed in 1997 to structure and organize course modules, modules being natural sub-sections of courses) was adopted, but I don’t think the exhaustive explanation was given why this particular model :

Carter, L., Salyers, V., Page, A., Williams, L., Albl, L., & Hofsink, C. (2012). Highly Relevant Mentoring (HRM) as a Faculty Development Model for Web-Based Instruction. Canadian Journal Of Learning & Technology, 38(1), 1-16.