29 Sep 2008, 03:08
Edited by Jose Martel Penate, 29 Sep 2008, 03:40
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From: Philippa Perry 2 28 September 2008 15:39:44
Subject: ePortfolio focus
To: H808 ac6 UNIT 2
Hi Philippa (and the rest of the group),
I've also been looking or hoping for more balance in our reading, so I'm glad to find your reasoned, "sceptical" point of view.
From my non-techie standpoint, I'm not concerned about problems of interoperability. To me it seems to make financial sense for major platform developers to work towards industry standards, though this may not prevent niche-market technology having compatibility issues. I'd agree with Jafari (2004) in saying that the main (technological) issue is ensuring that the eportfolio interface is one that the average enduser will want to use. This means complete integration with other school/university/company systems; transferability of data; and perhaps lifelong accessibility, among others.
An interesting and, I think, important point you've raised - one that I haven't come across in my (limited) reading, or even really thought about - is that of the effectiveness of the eportfolio as a recruiting tool. I had wondered about issues of artifact authenticity - which could be met with a lifelong university eportfolio address (Jafari 2004), but what happens when a student does a Masters or PHD at a different university or when the student enters employment, will they need a different eportfolio address, and different eportpolios, for each institution/company, thus defeating the ideal of a centralised repository of information? However, you focus on the employer's need to find truth/specific answers/the real warts and all underbelly amongst all the lies(?) and disinformation/prepared responses/dazzling presentations that most potential employees will attempt to fabricate.
I'm still unsure how eportfolios will prove to be more useful to most employers. Right now CVs can be 2 or 3 A4 pages long plus cover letter, and employers may receive tens even hundreds of CVs for each post. How much time would the employer/HR department give each CV? How much time would the employer/HR department want to give each CV!? Now, how much time would that employer/HR department need to invest in order to examine each creative, wonderfully presented, multimedia eportfolio? Could the employer/HR department be sure that time invested would produce sufficient/worthwhile returns?
Perhaps this problem may lead to the development of eportfolio scanning technology that can, in fractions of a second, automatically select a manageable shortlist of candidates' eportfolio applications - from a possibly huge and impossibly time-consuming list - thus selecting, and more worryingly, rejecting candidates without a human ever viewing their meticulously complied life story.
I think there is a general consensus that eportfolios can be an invaluable aid to learning, but perhaps HR departments may still favour CVs for most work placements. At least until efficient, cost-effective, eportfolio scanning technology comes on the market...or DNA testing becomes legal.
Jose
From: Philippa Perry 2 28 September 2008 15:39:44
Subject: ePortfolio focus
To: H808 ac6 UNIT 2
Hi Philippa (and the rest of the group),
I've also been looking or hoping for more balance in our reading, so I'm glad to find your reasoned, "sceptical" point of view.
From my non-techie standpoint, I'm not concerned about problems of interoperability. To me it seems to make financial sense for major platform developers to work towards industry standards, though this may not prevent niche-market technology having compatibility issues. I'd agree with Jafari (2004) in saying that the main (technological) issue is ensuring that the eportfolio interface is one that the average enduser will want to use. This means complete integration with other school/university/company systems; transferability of data; and perhaps lifelong accessibility, among others.
An interesting and, I think, important point you've raised - one that I haven't come across in my (limited) reading, or even really thought about - is that of the effectiveness of the eportfolio as a recruiting tool. I had wondered about issues of artifact authenticity - which could be met with a lifelong university eportfolio address (Jafari 2004), but what happens when a student does a Masters or PHD at a different university or when the student enters employment, will they need a different eportfolio address, and different eportpolios, for each institution/company, thus defeating the ideal of a centralised repository of information? However, you focus on the employer's need to find truth/specific answers/the real warts and all underbelly amongst all the lies(?) and disinformation/prepared responses/dazzling presentations that most potential employees will attempt to fabricate.
I'm still unsure how eportfolios will prove to be more useful to most employers. Right now CVs can be 2 or 3 A4 pages long plus cover letter, and employers may receive tens even hundreds of CVs for each post. How much time would the employer/HR department give each CV? How much time would the employer/HR department want to give each CV!? Now, how much time would that employer/HR department need to invest in order to examine each creative, wonderfully presented, multimedia eportfolio? Could the employer/HR department be sure that time invested would produce sufficient/worthwhile returns?
Perhaps this problem may lead to the development of eportfolio scanning technology that can, in fractions of a second, automatically select a manageable shortlist of candidates' eportfolio applications - from a possibly huge and impossibly time-consuming list - thus selecting, and more worryingly, rejecting candidates without a human ever viewing their meticulously complied life story.
I think there is a general consensus that eportfolios can be an invaluable aid to learning, but perhaps HR departments may still favour CVs for most work placements. At least until efficient, cost-effective, eportfolio scanning technology comes on the market...or DNA testing becomes legal.
Jose
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