Wiedze zapisujemy w postaci tzw. KWANTÓW WIEDZY czyli porcji wiedzy dotyczącej konkretnego problemu. Kwant ma identyfikator [20070313_1815_SS741229] porządkujący go chronologicznie w najprostszej nawet bazie wiedzy oraz stałą strukturę. Dzięki temu stanowi łatwy i wygodny sposób gromadzenia i wyszukiwania wiedzy w organizacji – bez względu na jej wielość. Proponowana tutaj formuła posiada walor inicjowania procesów innowacyjnych. O wszystkich walorach kwantów wiedzy znajdziesz na tej stronie kilkadziesiąt tekstów. Miłej lektury 🙂 A jeśli zdecydujesz się na wdrożenie całego systemu, to zapewnimy Ci merytoryczne wsparcie.
Tutaj przykład kwantu wiedzy:
- 20070313_1815_SS741229_v01_ Skuteczne metody przeprowadzania szkoleń – blended learnig.
- PROBLEM:_ Skuteczne metody przeprowadzania szkoleń – blended learnig
- SŁOWA KLUCZE: szkolenia, wdrożenia, e-learnig, pozyskiwanie wiedzy, metodyka nauczania
- ODBIORCA: ZP – Wdrożenie nowego systemu w organizacji
CYTAT: „Blended learning is a custom approach that applies a mix of training delivery options to teach, support, and sustain the skills needed for top job performance. With blended learning, the tried-and-true traditional learning methods are combined with new technology to create a synergistic, dynamic learning structure that can propel learning to new heights.
(…)
Instructional strategies for each stage of learning
Blended learning acknowledges that some stages of learning require the input and feedback of peers and the specifics of organizational approaches in order for behaviors to become embedded. Once knowledge is acquired, skills practiced, and a certain level of mastery achieved, classroom training can provide an added organizational experience to the learning process.
The following chart links training methods to each of the four stages of learning.
|
Stage
|
Description
|
Goal
|
Learning tools and instructional strategies
|
|
1
|
Initial knowledge or skill acquisition
|
To assess the learning need, then teach skills and knowledge
|
Assessments or diagnostics, e-learning, self-study, mastery cards, job aids, information access systems, examples, analogies
|
|
2
|
Increased knowledge or skill proficiency
|
To improve understanding of the context for performance, and to test proficiency
|
E-learning tutorials with practice exercises, modeling and testing
|
|
3
|
Ability to apply knowledge or skill in simple situations
|
Involve participants in simulated simple situations and provides feedback on responses
|
Interactive multi-media, simulations, projects, practice exercises, workshops, role-plays, mentoring, lab work, monitored on-the-job application with performance coaching
|
|
4
|
Ability to apply knowledge or skill in increasingly complex situations
|
Involves participants in complex situations where they must problem-solve and react instantly to changing circumstances, and offer feedback on their performance
|
Mentoring, coaching, expert presentations with group discussion and practice, case studies, advanced workshops and simulations, videotaped skill practices
|
Blended learning in action
A blended learning approach is flexible, using the most effective training delivery option (or combination of options) for each stage of learning. It is more effective than any single form of learning at creating the results you want: sustained behavioral change that increases the return on your training investment.
For example: The business goal for Bank ABC is to improve its share of the small business market. The strategy is to distinguish itself in the market by providing superior service through its small business lenders. A gap has been identified in their employees’ ability to conduct productive sales conversations about credit—some have the skills and some do not. There are ambitious business targets to meet in a six-month period, a dispersed and diverse population to train, and limited managerial expertise to apply.
Let’s compare two common approaches: an e-learning solution and a workshop solution in terms of cost and time. Then, we’ll look at a blended solution and see how it compares.
|
E-Learning Solution
|
Workshop Solution
|
|
§ Online testing to determine individual skill levels—4 hours
§ Online tutorials delivered according to skill gaps found in testing, followed by online simulations that must be passed to confirm knowledge—3-4 hours
|
§ Prereading on cases—2 hours
§ Two-day workshop—16 hours
|
|
Total: 7-8 hours of training
|
Total: 18 hours of training
|
|
Advantages:
Assessment helps target the training to the skill gaps. Training time and costs are both minimized by using online tutorials and simulations.
Disadvantages:
The performance feedback provided in an e-learning environment is less specific to individual performance than in classroom/workshop setting.
|
Advantages:
Participants have time to review the cases and become familiar with them before class. The class offers an opportunity to test new skills, and to learn from group discussion, exercises, and leader experience and feedback.
Disadvantages:
Time and money, and to some extent, control over the amount learned. Time is spent away from the job and money is spent on facilitation and travel. Content is dependent on the leader and will have some variances.
|
Now, let’s see what a blended learning solution would look like.
|
Training method
|
Time
|
Results/Benefits
|
|
1. Online testing to determine individual skill levels.
|
4 hours
|
Training is determined based on need. Learners participate only in the programs they need and are ready for, maximizing ROI.
|
|
2. Online tutorials delivered according to skill gaps found in testing are followed by online simulations that must be passed prior to coming to workshop or coaching session with manager.
|
3-4 hours
|
Levels the playing field so all trainees have a common knowledge and skill base.
|
|
3a. One-day workshop focused on customer scenarios with videotaped feedback, individualized coaching on performance.
– OR –
3b. Manager coaching session on test results.
|
8 hours
– OR –
1 hour
|
Classroom enables people to learn through their peers’ experiences. But training alone will not elevate your organization to higher levels of excellence. Ongoing skills reinforcement will take you there.
|
|
4. Access on the job to refresher sessions and aids such as reference guides or flash cards prior to customer calls.
|
20-30 minutes weekly
|
Tangible confidence-builders boost success.
|
|
5. Follow-up coaching session in four weeks’ time – either based on joint call or simulated customer experience.
|
30 minutes monthly
|
Observation and results coaching further builds on skills and proficiency.
|
|
6. Remedial tutorials and testing on any skill gaps observed.
|
|
Continue to fine tune skills.
|
|
7. Three month mini-retesting of skills.
|
|
Reinforcing the relentless pursuit of perfection—continuous improvement.
|
The obvious advantage of the blended learning solution is that learning becomes a process, rather than an event. Blended learning puts training into the job environment, provides a forum for every learning style, includes reinforcement and coaching, and uses minimum effort and resources to gain maximum results. It enables people to apply skills continuously—skills that become habitual with practice.
Sustain behavioral change
Behavioral change can be initiated through the effective use of online simulations or classroom sessions, but sustaining behavioral change must occur on the job. This can be achieved through performance evaluation and coaching, content reinforcement and reminders, and regular skill refreshers. Blended learning enables sustainability to occur in a timely and cost-efficient manner that exceeds the capabilities of either e-learning or classroom training on its own. The principle of blended learning is that it uses the most effective medium for each stage of the learning continuum, and leverages technological capabilities to extend learning on the job.
Blended learning’s claims to sustained behavioral change rest solidly on an instructional design model that acknowledges the learning stages, provides appropriate instructional strategies for those stages, and reinforces skills development through practice, feedback, and testing.
Blended learning represents an effective and proven learning model. It capitalizes on the strengths and benefits of technology-based training as well as classic self-study, classroom, and on-the-job instruction in a “mix & match” format that is tailored to the specific training needs of each organization.
Blended learning is a cost-effective approach that keeps your organization at its peak—learning and achieving. It reduces boredom, decreases costs, and produces tangible results that relate to enhanced shareholder value. It can ensure that your people are the competitive weapon you need to meet your goals. That’s reason enough to consider how it may serve your performance improvement needs.„
ŹRÓDŁO : http://www.learningcircuits.org/2006/March/gray.htm
Uwaga! Koniec cytatu. Dalej – to już uwagi autora kwantu wiedzy. czyli – asocjacje 🙂
KOMENTARZ do problemu: Efektywnym sposobem szkolenia użytkowników końcowych w związku z wdrażaniem nowego sytemu informatycznego w organizacji może być nauczanie w systemie blended learning. „Nauka w trybie mieszanym/mieszana/oparta na (Mixed-mode/blended/resource-based learning) – te terminy zamiennie opisują podejście do kształcenia, w którym łączy się metodę twarzą w twarz i metodę na odległość, w której instruktor lub tutor spotyka się ze swoimi uczniami (albo metodą twarzą w twarz, albo przy użyciu środków technicznych), a baza zasobów zawierająca materiały i ćwiczenia jest udostępniana uczniom. Dodatkowo mogą być wykorzystywane niektóre z metod eLearning.” (http://grouper.ieee.org/groups/lttf/we/a028.html).
Wykorzystanie takiej metody nauczania – łączącej metodologię szkoleń e-learningowych z tradycyjnymi (stacjonarnymi) to bardziej efektywny i „tańszy” sposób przekazywania wiedzy. Szczególnie ma to znaczenie w przypadku organizacji o strukturze rozproszonej, w której przeprowadzenie szkoleń w formule tradycyjnych zajęć i warsztatów wiąże się nieodzownie z dużymi kosztami. Przygotowanie szkolenia zdalnego (w formule e-learning) z zakresu obsługi nowego systemu znacznie zmniejsza te koszty. Szkolenia prowadzone metodą tradycyjną w takim przypadku można zredukować np. do podsumowania nabytej przez użytkownika wiedzy w trakcie nauki online (warsztaty z trenerem) oraz do mentoringu.
Główne zalety zastosowania nauki w trybie mieszanym (blended lerning) to:
-efektywny sposób przekazywania wiedzy poprzez wykorzystanie zalet dwóch technik szkoleniowych przy eliminacji wad i słabości, jakie posiada każda z tych metod stosowana oddzielnie,
– lepsze przyswajanie prezentowanych informacji poprzez zastosowanie mieszanych metod szkoleniowych,
– stały dostęp do szkoleń i materiałów merytorycznych dzięki zastosowaniu e-learnigu oraz brak ograniczeń czasowych w przyswajaniu wiedzy,
– redukcja kosztów w porównaniu z kosztami zorganizowania kompleksowych szkoleń tradycyjnych (szczególnie ma to znaczenie przy dużej skali przedsięwzięcia oraz w przypadku organizacji o strukturze silnie rozproszonej).
AUTOR: Sławomir Sarzyński
komentarz administratora
Powyższy kwant wiedzy znalazł się tutaj nie bez kozery. Od 2013 roku stosuję te metodę z dużym powodzeniem.
Konsultacje i warsztaty z tego zakresu: wojewodzki@wojewodzki.pl
Konkretna pomoc w zaplanowaniu i wdrożeniu wybranego programu.
