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7 Training Department Learning
& Development Since the laOer half of the 20th century the Training Department has been responsible for organizaAonal learning, and very liOle has changed … Although some have changed the name – its funcAon remains largely the same – to organise structured learning events.
ask and answer ques2ons of
each other exchange resources, ideas and experiences brainstorm and solve problems together keep up to date with what their colleagues are doing learn from each other – oOen without even realising it 13
“25% of doctors use social
media daily to scan or explore new medical informaAon. Social media never will replace tradiAonal means of research and learning … it’s an addiAonal — and valuable — channel that can add to a physician’s knowledge base.” Journal of Medical Internet Research 14
For those ac2ve on the
Social Web, “learning” will never be the same again 19 conAnuous -‐ on demand self organised and autonomous unstructured, “messy” learning informal, social learning ge^ng things done opportuniAes for wider open educaAonal opportuniAes lines between working, learning and playing are blurring serendipitous, accidental, unconscious
20 “knowledge dumps tarted
up with trivial interac6ons” Clark Quinn This is why there is growing frustra2on with current e-‐learning
As a result some
employees are now paying their children to take their e-‐learning for them.
increasing number of people who are bypassing L&D and IT to solve their own learning and performance problems more quickly and easily -‐ and in ways that suit them best. The social learning revolu2on is …
24 So the answer
for L&D is not just about adding new tools and technologies to instrucAonal pracAces … People don’t like to be told to be social!
25 … it’s
about re-‐thinking pracAces and supporAng workplace learning more widely and in more modern and relevant ways.
26 What is the
social learning revoluAon? And what does it mean for the workplace? 3 ways that L&D are re-‐thinking their ac2vi2es
27 1 Moving
from a focus on learning to a focus on performance
33 2 Moving
from a focus on managing learning to building a learning network
34 They are breaking
free of their learning plaiorms and management system as it constrains their thinking about learning ... … and which measure learning rather than performance outcomes … … and which are silos for knowledge and experience -‐ separate from work WORK LEARNING
AcAvity stream Real-‐Ame updates
Member commenAng Threaded discussions Likes and Relies Sharing of resources Sharing links Sharing ﬁles Polls and surveys Content creaAon tools Group spaces within the network and external networks 36 .. since they take a more modern, social approach to collaboraAon
So they are being used
for social onboarding … get to know co-‐workers and company culture ask & answer quesAons access resources AND start contribuAng 37
39 Live chats –
YamJams – real Ame conversaAons Hotseats Book clubs Online Lunch ’n’ Learns Daily Aps or learning resources They are being used for an on-‐going stream of social and collaboraAve learning acAviAes ..
They are also being used
for online, social workshops 1. scaﬀolding 2. autonomy 3. social as focus 4. content as support 5. performance-‐oriented
41 In other words
L&D departments are building an Enterprise Learning Network embedded within their Enterprise Social Network.
42 3 Moving
from a focus on instruc2on to suppor2ng knowledge sharing and collabora2on in the workﬂow
50 Personal/ Professional
Learning OrganisaAonal Learning organised: designed/delivered/managed (structured, formal) TRAINING self-‐organised and self-‐managed (un)structured, informal, social LEARNING To summarise, whereas L&D has tradi2onally only valued the learning that has been organised by them …
51 Personal/ Professional
Learning OrganisaAonal Learning KNOWLEDGE SHARING in work teams and groups … the Social Learning Revolu2on means that L&D is no longer solely responsible for learning in the workplace; it is becoming a shared responsibility organised: designed/delivered/managed (structured, formal) TRAINING self-‐organised and self-‐managed (un)structured, informal, social LEARNING