1. 11/3/2010
Proposal for
Open E-Learning Gateway -OELG

2. TABLE OF CONTENT
I. INTRODUCTION .............................................................................................. 3
II. NEEDS/PROBLEMS .......................................................................................... 3
III. GOALS/OBJECTIVES ....................................................................................... 4
IV. PROCEDURES/SCOPE OF WORK .................................................................... 4
STUDENT LIFE CYCLE ....................................................................................... 6
V. TIMETABLE ....................................................................................................... 7
VI. BUDGET .......................................................................................................... 7
VII. KEY PERSONNEL.............................................................................................. 8
VIII. EVALUATION................................................................................................... 9
IX. APPENDIX ..................................................................................................... 10
BENEFITS OF E-LEARNING ............................................................................. 10
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3. I. Introduction
Community development is a structured intervention that gives communities greater
control over the conditions that affect their lives. This does not solve all the problems faced
by a local community, but human resources development build up confidence to tackle
such problems as effectively as any local action can.
Community capacity is an important consideration in community development as the
process of community development itself often results in increased capacity. Therefore, the
two are interrelated but distinct. Combined or separate, they both have a great deal to do
with developing potential and enhancing community living. The open e-learning gateway
was designed to look at community development, realizing that capacity building and
other processes often get confused with it.
The Open E-learning Gateway is created to deliver the knowledge of Community experts to
our fresh graduates freely. It supports not only the understanding and effective application
of the business market needs, challenges, and requirements but also community
development, and capacity building concepts and principles. It comprises all forms of
electronically supported learning and teaching. The Information and communication
systems, whether networked or not, serve as specific media to implement the learning
process.
II. Needs/Problems
Starting with our universities and institutes and its curriculum that depends on memorization
and the lack of innovation and random education without regard to labor market needs,
and the style of thinking that builds a general culture that affects the search for work.
Around 2500,000 young people from within the labor force are in danger of stated
unemployment, without going into the accounts of disguised unemployment, which much
more than this figure.
In the same time, the Market is struggling to recruit and retain appropriately skilled staff, with
increased complexity and new policy incentives meaning that organizations need staff with
increased expertise and speed.
To reach our target of developing the community and building its capacity, it was
important to define the circumstances that led to that gap:
1- Using old and traditional educational methods.
2- Fresh graduates don't have clear vision of the requirement of the labor market and
how to obtain these skills.
3- Limited alignment between education and labor market needs, and poor skills of
graduates for the labor market.
4- The lack of professional leading and directing during the educational process.
5- The common culture of collecting certificates and degrees instead of gaining the
required skills.
6- The memorization method as a general teaching method, which buried the initiative
and creativity and self-development of the learners.
7- Weakness of the teaching of languages and information for students, causing a
language gap separating the information for the needs of the graduate job market
8- Student in other capitals in Egypt don't get the full chance to take competitive learning.
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4. 9- The government rules make some limitations to developing curriculums to meet market
requirements .
10- Issues such as time, funding (particularly when travel is involved), distance and the
dispersed nature of community service organizations provide significant barriers to
training.
III. Goals/Objectives
Providing non-profit Open E-learning Gateway will help decreasing that gap. Introducing
the suitable courses, materials, visions, and updates of the rapidly changing business world,
will help to compensate the difference between the skills and knowledge of our young
people and the professional business world. It will also provide appropriate materials that
will help too
Our goal of this project is to maximize the result in improvements in proficiency and
efficiency.
1- Provide Professional development for fresh graduates in a term of high quality of E-
learning.
2- Helping the fresh graduates to define their career path, and to gain required skills,
knowledge and behavior through a group of experts and professionals.
3- Delivering a free and open gateway for trainees, and community service volunteers
4- Providing professional and skilled man power.
5- Delivering accredited certification to those who successfully complete certain level to
ensure they meet the proficiency standards.
6- Increase individuals and organization sharing in community development.
7- Delivering the Concepts and behaviors of urbanization, citizenship and respect for
others and apply these concepts in Contemporary Egyptian society.
8- Developing Professions that is essential, incompetence or new to labor market.
9- Applying the concept of Higher interest above personal interest to develop the society
and increasing the productivity.
IV. Procedures/Scope of Work
Our procedures will start from the following
1- Delivering specification template for the following aspects :
A. The Project
B. The Curriculums
C. The Courses
D. The Learners
E. The Standers
F. Design Considerations
G. Technology
H. Maintenance and Support
I. Management
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5. J. Ownership and Copyrights
2- Developing the E-learning environment (Server requirements, E-learning system, E-
learning material forms, Security aspects and Facebook integration ) and customized it to
met the project objectives .
3- We will start making market survey on the job requirements.
4-Working on developing curriculums for every desired job and determine the knowledge,
skills, and capabilities learner will require to meet the job requirement .
5- Marketing for the project and start recruitment for required roles .
6- Establish content team and harvest existing content and learning resources that address
the learning objectives.
7- Working on developing materials for the courses that we could produce with our own
recourses on the first phase to met the E-learning environment.
8- Testing phase to evaluate our progress and to ensure that the project is ready for
production .
9- Train the volunteers on their roles.
10- Open the registration for the project for public .
11- Follow-up, Mentoring and evaluate students and volunteers progress .
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6. Student Life Cycle
1) Applicant register for specific track after provide all the required
information
2) Applicant get placement exam or personal interview to evaluate his
knowledge
3) Applicant get an overview session and sign the term of agreement and
transfer to be a student
4) Students will distribute to groups and every group will have a mentor
5) Students will assigned to their Courses and start study
6) Training activities will provide to student to evaluate and support student
progress in the courses [Excises, Quizzes, Assignments , Virtual Classes,
Mentoring Activities, Forums, Knowledge base ]
7) Final exam will provide to every course in two dates (Intensive course and
normal Course )
8) After completing the courses student will advise with the support of
his/her mentor to next Courses
9) At the end of the track student required to do a gradation project evaluated by a
committee of job professionals or Completing job training period
10) Certificate will issue to student and the project will help student finding
job
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7. V. Timetable
Start and End
Phases Description of Work
Dates
Phase One Developing the E-learning Environment Within 2 months
Phase Two Evaluate market survey and developing curriculums Within 1.5 month
Phase Three Developing Course materials in E-learning forms Within 3 months
Evaluate the Project and process correct phase and
Phase Four Within 10 Days
train Volunteers
Publish the project, Marketing activates , Open
Phase Five Within 20 days
registration, Evaluate applicants and Start studying
Within 7.5 months
Total time required to start the project
(225 days )
VI. Budget
The following are the main categories for the budget .
Activity Descriptions Items Cost
(Average)
Entry costs Purchase costs of E-learning
0
software, Systems
hardware, Server
networking costs,
staff costs, Staff
Development costs Programming costs, Course
Includes all instructional graphics costs, Production
x(per Course)
design, production and ongoing costs with including staff
training materials Many costs hosting, Training salaries
are common to both training materials Instructor fees x(per Hour)
modes. Development . Location &
x(per Course)
Equipment fees
Learner
x(per Student)
materials
Administration costs Ongoing and x(per student
Server
operation cost per month )
Virtual Class X(per student
Hosting per month )
Student x(per student
tracking per month )
x(per test per
Student testing
student)
Staff Salaries X (per month)
certificates X (Per Student)
Marketing X (per month)
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8. VII. Key Personnel
• The following key persons are needed in the team that develops an e-learning course.
Appraisal Project
Committee Manager
Instructors Mentors
IT Coordinator Courses Producation coordinator
Coordinator Coordinator
Course Student Group System Subject matter Instructional Multimedia
Programmers Testers
Instructors Mentors Administrators experts designers Designers
Programers
Testers
Help Desk
• Project manager: to oversee the development of all phases of the e-learning project coordinate
the team, and usually oversee the budget.
• Appraisal Committee: to assess the value of the e-learning course and recommend refinements
where Appropriate.
• instructors: to lead the education program, ensure it meets the education needs, and respond
to learner queries.
• Mentors: to monitor, Support and Evaluate the progress of learners, maintain learner records.
• Course Production Coordinator: to develop the e-learning course, including script writers,
designers, programmers and testers, and those who will install and implement the e-learning
course
• Subject matter experts: to develop the content for the e-learning course, including the course
Objectives.
• Instructional designers: to prepare the content for e-learning and develop ideas for the
interactivity associated with the course.
• Multimedia Designers: graphic artists, sound recordists, videographers and animators to develop
the interface and work with the media that support the course.
• Programmers: who work from a script prepared by the instructional designer and who use
software to
assemble the text and all media into the final course ready for testing and then use by the learners
• Testers to test the final product for any problems and to make sure it meets any standards and
quality assurance requirements
• System administrators to look after the software and hardware issues involved in running an E-
learning Environment .
• Help desk to support learners and the instructors should there be problems with the e-learning
course.
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9. VIII. Evaluation
Donald Kirkpatrick pioneered the most widely used model for evaluating training programs
around the world.
Kirkpatrick created four levels of evaluation.
Level 1. Reaction
This is an evaluation of the learner's experience of the e-learning, and is normally collected
using a questionnaire.
Level 2. Learning
This level measures learning results. Did the trainee actually learn the knowledge, skills and
attitudes the E-learning.
Level 3. Behavior / transfer to the job
This level measures the trainee's ability to transfer what they have learned back to the job.
Did their
behavior change.
Level 4. Business results
This level evaluates the impact of the training on business results.
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10. IX. Appendix
Benefits of E-learning
The application of e-learning solutions to meet business and industry workforce
development needs
continues to grow rapidly with e-learning fast becoming a central component of
workplace learning.
Key business drivers identified for the implementation of e-learning were to increase staff
knowledge,
provide online access to training materials, reduce costs and time associated with training
in the long term and ensure quality and consistency of training.
Research suggests that there is no significant difference in educational outcome between
e-learning and traditional classroom training, which means that your training goal can be
reached irrespective of the training methodology.
However, e-learning offers significant economic and social advantages over traditional
classroom training. These benefits are listed below.
Anytime, anywhere, any place. Using CD-ROM or Internet technologies, e-learning
can be delivered on demand, when and where it is needed, both on-site and off-site.
Because of the nature of e-learning with its visual and auditory reinforcement of
information, and individualized feedback mechanisms, the time taken to learn the
information is significantly reduced. Research indicates time reduction of the order of 30–
50% is common. Because Student spend less time training.
E-learning also can be delivered as ‘just in time’ training, reducing the period between the
learning and application of the knowledge or skills, which enhances the learning process. In
some cases the e-learning course can be delivered while the learner is on the job.
Consistency of training. We all know that the effectiveness of the training can depend
on the caliber of the trainer. In developing an e-learning course you can utilize the skills and
knowledge of your best trainer and subject matter experts. This level of training is delivered
to everyone consistently, from user to user and from session to session. E-learning also can
compensate for a shortage of skilled trainers.
Increased payback. E-learning is an investment that increases its payback during its
lifetime, as its primary costs are incurred during development.
Delivery and maintenance costs are relatively low. Therefore, unlike instructor-led learning
or paper-based communication, the per user costs for e-learning decrease each time the
course is used. Most research indicates an average cost saving on training is in the range of
25–65%.
No-risk environment. E-learning can realistically simulate work, laboratory or field
environments that may be hazardous or otherwise inaccessible. E-learning simulations allow
trainees to safely master skills before applying them in actual, potentially hazardous
situations (such as using flight simulators to train pilots).
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11. Flexible access. E-learning accommodates individual styles of working and learning, and
allows
learners to access and review the lessons they need at times convenient to them. This self-
directed
approach puts people in control of their learning. This equality of access by all involved in
the training is one of the important and appealing aspects of e-learning. And unlike face-
to-face training, e-learning can be revisited by the learner as often as they desire.
Reinforcement. Research indicates that 20% of information is retained after six weeks in a
traditional classroom setting, but up to 70% is retained when e-learning approaches allow
learners to ‘see, hear and do'.
E-learning can result in a deeper understanding and positive attitudes towards the subject
area.
Learners participate where they live and work, retaining an orientation to their surroundings.
They are typically more comfortable in expressing their opinions, leading to more frequent,
yet higher quality discussions when compared to traditional settings.
Motivation. Interactive lessons are advantageous for skill building because the computer
has the ability to provide immediate feedback to the learner's questions or responses, and
take the learner through the steps to find the right answer. Media elements, such as video,
animation and sound, get the learners involved more quickly and keep them motivated to
continue.
Experience indicates learners who feel shy or intimidated in a traditional classroom setting,
or who may be resentful of their trainer, are more likely to participate in a virtual setting.
There are similar benefits for minority groups.
Time to market. Because e-learning can be distributed or accessed through the web,
training can rapidly be shared with others, and can also be updated frequently and kept
current.
Monitoring of the learning process. Most e-learning allows instant and easy
monitoring of the progress of learners, particularly when it is combined with a learning
management system.
Such monitoring may be critical for areas where there may be legal implications, such as
induction training and occupational health and safety training. The evidence for e-
learning's effectiveness and efficiency is compelling.
This document Produced by
Mr.Mohamed Nabil Rushdy
Head of Solution Development
Section – IT Department
Canadian International College
Higher Diploma in E-learning from
EELU
callme@mohamednabil.net
0124767355
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